Factors Influencing Turnover Intention among Nurses and Midwives in Ghana

Table 3

Multivariate logistic regression analysis of the factors associated with turnover intention among study participants.

Variables	Univariate		Multivariate
	Crude OR (95% CI)	value	Adjusted OR (95% CI)	value
Rank
Staff nurse/midwife	1.00		1.00
Senior staff nurse/midwife	5.05 (1.08–23.61)	0.040	6.81 (1.18–39.16)	0.032
Nursing/midwifery officer	0.50 (0.19–1.29)	0.149	0.63 (0.17–2.38)	0.494
Senior nursing/midwifery officer	0.30 (0.07–1.38)	0.123	1.25 (0.17–9.42)	0.829
Principal nursing/midwifery officer	0.90 (0.23–3.58)	0.886	11.79 (1.20–115.98)	0.034
Salary (Gh¢)
1000–2000	1.00		1.00
2000–3000	1.23 (0.49–3.12)	0.657	1.04 (0.29–3.67)	0.955
3000–4000	0.36 (0.13–0.99)	0.047	0.07 (0.01–0.46)	0.005
Management support
Adequate	1.00		1.00
Inadequate	5.16 (2.26–11.81)	<0.001	3.09 (1.09–8.75)	0.033
Leadership style at the ward
Like	1.00		1.00
Dislike	7.32 (3.06–17.54)	<0.001	3.17 (0.93–10.80)	0.065
Effect of work on the matrimonial home
Yes	1.00		1.00
No	0.18 (0.06–0.53)	0.002	0.40 (0.10–1.52)	0.179
Number of staff on duty per shift
Adequate	1.00		1.00
Inadequate	5.32 (2.36–12.02)	<0.001	3.36 (1.08–10.47)	0.037
Level of exposure
Low	1.00		1.00
High	3.60 (1.59–8.18)	0.002	1.68 (0.62–4.56)	0.304

NB: all significant variables were adjusted for in the multivariate analysis, OR : odds ratio, and CI : confidence interval.