Autonomy of Nurses in Their Work and Associated Factors in Nurses of Selected Public Hospitals of Wollega Zones, Oromia Regional State, Western Parts of Ethiopia, 2020

Abstract Objective Laboratory professionals play a vital role in the detection, diagnosis, and treatment of diseases. Knowledge of workplace variables that either motivates staff to keep working or quit their jobs is important for decision making. Thus, this study aimed to assess intentions to leave workplace and associated factors among laboratory professionals working at public hospitals of the Amhara National Regional State, Ethiopia. Results An institution-based cross-sectional study was conducted from February 16 to March 14, 2016, among 336 randomly selected laboratory professionals. The study revealed that 65.5% (95% CI: 60-70) of the professionals had intentions to leave their hospitals. Dissatisfaction with the provision of educational opportunities (AOR: 3.59, 95% CI: 1.61-7.99), poor pays and benefits (AOR: 3.89, 95% CI: 1.53-9.89), lack of recognition (AOR: 2.69, 95% CI: 1.35-5.38), poor working environments (AOR: 2.77, 95% CI: 1.45-3.30), high workload (AOR: 1.94, 95% CI: 1.04-3.63), low affective commitment (AOR: 2.05, 95% CI: 1.10-3.82), and being unmarried (AOR:2.46, 95% CI: 1.32-4.58) were factors significantly associated with intentions to leave. Magnitude of laboratory professionals’ intention to leave was so high. Healthcare policymakers and hospital managers need to develop and institutionalize evidence-based retention strategies to reduce the intention of laboratory professionals to leave their workplace.

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Intentions to leave and associated factors among laboratory professionals working at Amhara National Regional State public hospitals, Ethiopia: an institution-based cross-sectional study

BMC Research Notes ◽

10.1186/s13104-019-4688-z ◽

2019 ◽

Vol 12 (1) ◽

Author(s):

Endalkachew Dellie ◽

Gashaw Andargie Biks ◽

Geta Asrade ◽

Tsegaye Gebremedhin

Keyword(s):

Associated Factors ◽

Affective Commitment ◽

Intention To Leave ◽

Cross Sectional Study ◽

Vital Role ◽

Public Hospitals ◽

Sectional Study ◽

Cross Sectional ◽

Intentions To Leave ◽

Regional State

Abstract Objective Laboratory professionals play a vital role in the detection, diagnosis, and treatment of diseases. Knowledge of workplace variables that either motivates staff to keep working or quit their jobs is important for decision making. Thus, this study aimed to assess intentions to leave workplace and associated factors among laboratory professionals working at public hospitals of the Amhara National Regional State, Ethiopia. Results An institution-based cross-sectional study was conducted from February 16 to March 14, 2016, among 336 randomly selected laboratory professionals. The study revealed that 65.5% (95% CI 60–70) of professionals had intentions to leave their hospitals. Dissatisfaction with the provision of educational opportunities (AOR: 3.59, 95% CI 1.61–7.99), poor pays and benefits (AOR: 3.89, 95% CI 1.53–9.89), lack of recognition (AOR: 2.69, 95% CI 1.35–5.38), poor working environments (AOR: 2.77, 95% CI 1.45–3.30), high workload (AOR: 1.94, 95% CI 1.04–3.63), low affective commitment (AOR: 2.05, 95% CI 1.10–3.82), and being unmarried (AOR: 2.46, 95% CI 1.32–4.58) were factors significantly associated with intentions to leave. Magnitude of laboratory professionals’ intention to leave was so high. Healthcare policymakers and hospital managers need to develop and institutionalize evidence-based retention strategies to reduce the intention of laboratory professionals to leave their workplace.

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Intention to leave and associated factors among laboratory professionals working in Amhara National Regional State public hospitals, Ethiopia: institutional based cross-sectional study

10.21203/rs.2.11266/v1 ◽

2019 ◽

Author(s):

Endalkachew Dellie ◽

Gashaw Andargie ◽

Geta Asrade ◽

Tsegaye Gebremedhin

Keyword(s):

Associated Factors ◽

Affective Commitment ◽

Educational Opportunity ◽

Intention To Leave ◽

Cross Sectional Study ◽

Vital Role ◽

Public Hospitals ◽

Working Environment ◽

Cross Sectional ◽

Regional State

Abstract Objective laboratory professionals play a vital role in the detection, diagnosis, and treatment of diseases. Therefore, it is important to get a deeper knowledge of workplace variables that either motivates laboratory staffs to remain employed or lead them to leave their current jobs. Thus, this study aimed to assess intention to leave and associated factors among laboratory professionals working in public hospitals of Amhara National Regional State, Ethiopia. Results A total of 220 (65.5%) with 95% CI: 60-70 laboratory professionals had the intention to leave their hospitals. Dissatisfaction with educational opportunity (AOR: 3.59, 95% CI: 1.61-7.99), pay and benefit (AOR: 3.89, 95% CI: 1.53-9.89), recognition (AOR: 2.69, 95% CI: 1.35-5.38), working environment (AOR: 2.77, 95% CI: 1.45-3.30), high workload (AOR: 1.94, 95% CI: 1.04-3.63), low affective commitment (AOR: 2.05, 95% CI: 1.10-3.82) and being unmarried (AOR:2.46, 95% CI: 1.32-4.58) were the factors significantly associated with intention to leave. The magnitude of laboratory professionals’ intention to leave was found to be high. Health care policymakers and hospital managers need to develop and institutionalize evidence-based retention strategies to reduce the intention of laboratory professionals to leave.

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Magnitude of burnout and its associated factors among nurses working in public hospitals of Amhara regional state, Ethiopia

Women s Health ◽

10.15406/mojwh.2019.08.00225 ◽

2019 ◽

Vol 8 (2) ◽

pp. 133-141

Author(s):

Girum Sebsibie Teshome ◽

Tefera Mulugeta Demelew ◽

Zuriyash Mengistu Assen ◽

Destaye Gashaw Adbaru

Keyword(s):

Associated Factors ◽

Public Hospitals ◽

Regional State

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Outcome of induction and associated factors among induced labours in public Hospitals of Harari Regional State, Eastern Ethiopia: A two years’ retrospective analysis

PLoS ONE ◽

10.1371/journal.pone.0259723 ◽

2021 ◽

Vol 16 (11) ◽

pp. e0259723

Author(s):

Yimer Mohammed Beshir ◽

Mohammed Abdurke Kure ◽

Gudina Egata ◽

Kedir Teji Roba

Keyword(s):

Low Income ◽

Associated Factors ◽

Induction Of Labor ◽

Public Hospitals ◽

Sub Saharan Africa ◽

Successful Outcome ◽

Fetal Membrane ◽

Bishop Score ◽

Eastern Ethiopia ◽

Regional State

Background Induction of labor (IOL) is an essential intervention to reduce adverse maternal and neonatal outcomes. It is also improved pregnancy outcomes, especially in resource-limited countries, where maternal and perinatal mortality is unacceptably high. However, there is a scarcity of evidence regarding the outcome of induction of labor and its predictors in low-income countries like Sub-Saharan Africa. Therefore, this study was aimed at assessing the outcome of induction of labor and associated factors among mothers who underwent labor induction in public Hospitals of Harari Regional State, Estern Ethiopia. Methods A facility-based cross-sectional study was conducted from 1 to 30 March, 2019 in Harari Regional State, Eastern Ethiopia. A total of 717 mothers who underwent induction of labor in public Hospitals of Harari Regional State, Eastern Ethiopia from January 2017 to December 2018 were enrolled in the study. Data were collected using a pretested structured questionnaire. The collected data were entered into Epi-data version 3.1 and exported to SPSS version 24 (IBM SPSS Statistics, 2016) for further analysis. A multivariable logistic regression analysis was performed to estimate the effects of each predictor variable on the outcome of induction of labor after controlling for potential confounders. Statistical significance was declared at p-value <0.05. Results Overall, the prevalence of success of induction of labor was 65% [95% CI (61.5, 68.5)]. Pre-eclampsia/eclampsia was found to be the most common indication for induction of labor (46.70%) followed by pre-labor rupture of fetal membrane (33.5%). In the final model of multivariable analysis, predictors such as: maternal age < 24 years old [AOR = 1.93, 95%CI(1.14, 3.26)], nulliparity[AOR = 0.34, 95%CI(0.19, 0.59)], unfavorable Bishop score [AOR = 0.06, 95%CI(0.03, 0.12)], intermediate Bishop score [AOR = 0.08, 95%CI(0.04, 0.14)], misoprostol only method [AOR = 2.29, 95%CI(1.01, 5.19)], nonreassuring fetal heart beat pattern [AOR = 0.14, 95%CI (0.07, 0.25)] and Birth weight 3500 grams and above[AOR = 0.32, 95% CI (0.17, 0.59)] were statistically associated with the successful outcome of induction of labor. Conclusion The prevalence of successful of induction of labor was relatively low in this study area because only two-thirds of the mothers who underwent induction of labor had a successful of induction. Therefore, this result calls for all stakeholders to give more emphasis on locally available induction protocols and guidelines. In addition, pre-induction conditions must be taken into consideration to avoid unwanted effect of failed induction of labour.

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Intentions to leave and associated factors among laboratory professionals working at Amhara National Regional State public hospitals, Ethiopia: An institution-based cross-sectional study

10.21203/rs.2.11266/v2 ◽

2019 ◽

Author(s):

Endalkachew Dellie ◽

Gashaw Andargie ◽

Geta Asrade ◽

Tsegaye Gebremedhin

Keyword(s):

Associated Factors ◽

Affective Commitment ◽

Intention To Leave ◽

Cross Sectional Study ◽

Vital Role ◽

Public Hospitals ◽

Sectional Study ◽

Cross Sectional ◽

Intentions To Leave ◽

Regional State

Abstract Objective Laboratory professionals play a vital role in the detection, diagnosis, and treatment of diseases. Knowledge of workplace variables that either motivates staff to keep working or quit their jobs is important for decision making. Thus, this study aimed to assess intentions to leave workplace and associated factors among laboratory professionals working at public hospitals of the Amhara National Regional State, Ethiopia. Results An institution-based cross-sectional study was conducted from February 16 to March 14, 2016, among 336 randomly selected laboratory professionals. The study revealed that 65.5% (95% CI: 60-70) of the professionals had intentions to leave their hospitals. Dissatisfaction with the provision of educational opportunities (AOR: 3.59, 95% CI: 1.61-7.99), poor pays and benefits (AOR: 3.89, 95% CI: 1.53-9.89), lack of recognition (AOR: 2.69, 95% CI: 1.35-5.38), poor working environments (AOR: 2.77, 95% CI: 1.45-3.30), high workload (AOR: 1.94, 95% CI: 1.04-3.63), low affective commitment (AOR: 2.05, 95% CI: 1.10-3.82), and being unmarried (AOR:2.46, 95% CI: 1.32-4.58) were factors significantly associated with intentions to leave. Magnitude of laboratory professionals’ intention to leave was so high. Healthcare policymakers and hospital managers need to develop and institutionalize evidence-based retention strategies to reduce the intention of laboratory professionals to leave their workplace.

Download Full-text