Factors Influencing Turnover Intention among Nurses and Midwives in Ghana
Table 1
Demographic characteristics and workplace environment of study participants.
Variables
Total n (%)
Intention to quit n(%)
No intention to quit n (%)
values
Age group (years)
0.448a
20–29
86 (38.1)
72 (83.7)
14 (16.3)
30–39
102 (45.1)
90 (88.2)
12 (11.8)
40+
38 (16.8)
35 (92.1)
3 (7.9)
Mean age (±SD)
32.9 (±7.2)
Age range
22–59
Sex
0.051
Male
66 (29.2)
62 (93.9)
4 (6.1)
Female
160 (70.8)
135 (84.4)
25 (15.6)
Relationship status
0.606a
Single
76 (33.6)
64 (84.2)
12 (15.8)
Married
147 (65.0)
130 (88.4)
17 (11.6)
Cohabiting
3 (1.3)
3 (100.0)
0 (0.0)
Level of education
0.109
Diploma
119 (52.7)
107 (89.9)
12 (10.1)
First degree
89 (39.4)
77 (86.5)
12 (13.5)
Postgraduate
18 (8.0)
13 (72.2)
5 (27.8)
Years of practice
0.056a
1–5
120 (53.1)
103 (85.8)
17 (14.2)
6–10
51 (22.6)
49 (96.1)
2 (3.9)
11–15
35 (15.5)
27 (77.1)
8 (22.9)
16+
20 (8.9)
18 (90.0)
2 (10.0)
Rank
0.003a
Staff nurse/Midwife
84 (37.2)
73 (86.9)
11 (13.1)
Senior staff nurse/Midwife
69 (30.5)
67 (97.1)
2 (2.9)
Nursing/Midwifery officer
43 (19.0)
33 (76.7)
10 (23.3)
Senior nursing/Midwifery officer
9 (4.0)
6 (66.7)
3 (33.3)
Principal nursing/Midwifery officer
21 (9.3)
18 (85.7)
3 (14.3)
Salary (Gh¢)
0.033
1000–2000
87 (38.5)
77 (88.5)
10 (11.5)
2000–3000
105 (46.5)
95 (90.5)
10 (9.5)
3000–4000
34 (15.0)
25 (73.5)
9 (26.5)
Management support
<0.001
Adequate
72 (31.9)
53 (73.6)
19 (26.4)
Inadequate
154 (68.1)
144 (93.5)
10 (6.5)
Leadership style at the ward
<0.001
Like
73 (32.3)
52 (71.2)
21 (28.8)
Dislike
153 (67.7)
145 (94.8)
8 (5.2)
Effect of work on the matrimonial home
0.001
Yes
97 (42.9)
93 (95.9)
4 (4.1)
No
129 (57.1)
104 (80.6)
25 (19.4)
Number of staff on duty per a shift
<0.001
Adequate
53 (23.5)
37 (69.8)
16 (30.2)
Inadequate
173 (76.6)
160 (92.5)
13 (7.5)
NB: postgraduate includes masters, GHC 8.13: USD 1.00 per exchange rate in Ghana during the study period, SD : standard deviation, aanalyzed by using Fisher’s exact test.
