Attrition Intentions and Job Satisfaction among Nurses and Midwives in Tema General Hospital and Tema Polyclinic, Tema.

Abstract

iii ABSTRACT Nurses and midwives play a critical role in the healthcare sector. However, despite the importance of their role, they experience job dissatisfaction, which often leads to high turnover rates. The study sought to assess factors influencing general job satisfaction (GJS) and intention to turnover/leave (IL) among nurses/ midwives at Tema general hospital (TGH) and Tema polyclinic, Ghana. The quantitative study adopted a cross-sectional design. A multi-stage sampling technique was used, and the sample size was 217. The data analysis was done using SPSS version 22. Both descriptive and inferential statistical techniques were used. The study found a higher level of job satisfaction (M=5.08, SD=1.87) among the health professionals. The job satisfaction items include “There is personal growth in my work (M=5.30, SD=1.43),” “In general, the researcher is satisfied with the work (M=5.12, SD=1.41),” “I will always choose a nursing/midwifery career again if I am making a new job decision (M=5.11, SD=1.61),” etc. Support (𝛽=0.41, p<0.01), Nurse/midwives' Relationship (𝛽=0.32, p<0.01), and Pay and Benefits (𝛽=0.21, p<0.01) are the significant hygiene factors predicting GJS. With respect to the motivator factors, Autonomy (𝛽=0.26, p<0.01) relates positively and strongly with GJS. When it comes to IL, Scheduling (𝛽=0.68, p<0.01) and Rank (𝛽=0.42, p<0.10) appeared to be the major hygiene factors. Autonomy (𝛽=-0.26, p<0.10) also relates strongly to IL. Finally, the study found a low positive relationship between GJS and IL (r=0.13, p<0.06). These findings imply that both hygienic and motivator factors play crucial roles in predicting GJS and IL among health professions. Therefore, policy makers and practitioners should factor in both dimensions in pursuit of higher job satisfaction and low turnover.