@article{10.11648/j.ajhr.20150306.22,
  author = {Adugna Endale Woldegiorgis and Shimeles Ololo Sinkie and Fikiru Tafese Jaleta},
  title = {Health Professionals’ Intention to Leave from Public Health Facilities and Its Determinants in Gambella Region, Southwest Ethiopia},
  journal = {American Journal of Health Research},
  volume = {3},
  number = {6},
  pages = {386-392},
  doi = {10.11648/j.ajhr.20150306.22},
  url = {https://doi.org/10.11648/j.ajhr.20150306.22},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajhr.20150306.22},
  abstract = {Background: Although the number of health facilities in Gambella region had been increasing dramatically, there were shortages of health professionals in the health facilities besides their high turnover. In spite of the existence of such problem, its magnitude & determinants were not well known. The objective of this study was to determine the magnitude and determinants of health professionals’ intention to leave from public health facilities in Gambella Region. Methodology: Facility based cross-sectional study design was employed from April 12 to 27, 2012. Eleven health centers using simple random sampling technique and Gambella hospital purposefully were selected. All (256) health professionals working in the selected facilities were included in the survey. Self administered structured questionnaire was used to collect information. The data was entered and analyzed using SPSS version 16.0. Variables which showed association in multivariate analysis was considered as final predictors of intention to leave and strength of association was measured through adjusted odd ratio. Ethical approval was obtained from Jimma University. Result: Among a total of 252 health professionals who responded to the questionnaire, 122(48.4%) had shown intention to leave their current workplace within one year. The magnitude of intention to leave was higher for those who were dissatisfied with their work (86.2%), staff (84.8%), salary (78.8%), management practice (75.8%), incentive mechanism (75.8%), educational opportunity (76.0%), working environment (76.3%), and those who perceived they were not participated in decision making process (76.0%). Final predictors of intention to leave were: educational level, satisfaction status with salary, satisfaction status with work, and perceived involvement in decision making (AOR = 2.08, 5.64, 4.51 and 2.44 respectively). Conclusion: There is high level of health professionals’ intention to leave from public health facilities which can enormously affect the coverage and quality of health services in the region. Health care policy makers and managers should develop and institutionalize evidence based retention strategies taking into consideration the predictors of health professionals’ intention to leave.},
 year = {2015}
}

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TY  - JOUR
T1  - Health Professionals’ Intention to Leave from Public Health Facilities and Its Determinants in Gambella Region, Southwest Ethiopia
AU  - Adugna Endale Woldegiorgis
AU  - Shimeles Ololo Sinkie
AU  - Fikiru Tafese Jaleta
Y1  - 2015/12/30
PY  - 2015
N1  - https://doi.org/10.11648/j.ajhr.20150306.22
DO  - 10.11648/j.ajhr.20150306.22
T2  - American Journal of Health Research
JF  - American Journal of Health Research
JO  - American Journal of Health Research
SP  - 386
EP  - 392
PB  - Science Publishing Group
SN  - 2330-8796
UR  - https://doi.org/10.11648/j.ajhr.20150306.22
AB  - Background: Although the number of health facilities in Gambella region had been increasing dramatically, there were shortages of health professionals in the health facilities besides their high turnover. In spite of the existence of such problem, its magnitude & determinants were not well known. The objective of this study was to determine the magnitude and determinants of health professionals’ intention to leave from public health facilities in Gambella Region. Methodology: Facility based cross-sectional study design was employed from April 12 to 27, 2012. Eleven health centers using simple random sampling technique and Gambella hospital purposefully were selected. All (256) health professionals working in the selected facilities were included in the survey. Self administered structured questionnaire was used to collect information. The data was entered and analyzed using SPSS version 16.0. Variables which showed association in multivariate analysis was considered as final predictors of intention to leave and strength of association was measured through adjusted odd ratio. Ethical approval was obtained from Jimma University. Result: Among a total of 252 health professionals who responded to the questionnaire, 122(48.4%) had shown intention to leave their current workplace within one year. The magnitude of intention to leave was higher for those who were dissatisfied with their work (86.2%), staff (84.8%), salary (78.8%), management practice (75.8%), incentive mechanism (75.8%), educational opportunity (76.0%), working environment (76.3%), and those who perceived they were not participated in decision making process (76.0%). Final predictors of intention to leave were: educational level, satisfaction status with salary, satisfaction status with work, and perceived involvement in decision making (AOR = 2.08, 5.64, 4.51 and 2.44 respectively). Conclusion: There is high level of health professionals’ intention to leave from public health facilities which can enormously affect the coverage and quality of health services in the region. Health care policy makers and managers should develop and institutionalize evidence based retention strategies taking into consideration the predictors of health professionals’ intention to leave.
VL  - 3
IS  - 6
ER  - 

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