An exploration of nurse turnover at Malamulo Hospital in Thyolo District
Nurse turnover is a serious problem in most health institutions which causes shortage of nurses which compromises client care and the institutions keep on employing new nurses now and again which is costly. This study explained what motivates employees and examines their level of job satisfaction, u...
Saved in:
| Main Author: | |
|---|---|
| Format: | Other |
| Language: | English |
| Published: |
Kamuzu University of Health Sciences
2022
|
| Online Access: | http://nkhokwe.kuhes.ac.mw/handle/20.500.12845/538 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
Add Tag | Summary: | Nurse turnover is a serious problem in most health institutions which causes shortage of nurses which compromises client care and the institutions keep on employing new nurses now and again which is costly. This study explained what motivates employees and examines their level of job satisfaction, using Herzberg's hygiene factors and motivators. The study explored nurse turnover at Malamulo Hospital in Thyolo district in Malawi. A qualitative research was done at Malamulo Hospital in Thyolo District in Malawi to explore nurse turnover thus to find out why nurses leave the institution. Data was collected from a purposive sample of ten nurses who have worked for
Malamulo Hospital for at least six Months and above. Herzberg's motivational theory was used to contextualize the research results. In terms of Herzberg•s motivational theory. the motivators that could influence nurse turnover were natural, real factors such as achievement, recognition, the work itself. responsibility; advancement and growth are related to job satisfaction. The hygiene factors that included company policy, supervision, and relationship with boss, work conditions, salary relationship with peers and working conditions are related to job dissatisfaction. A qualitative research was conducted at Malamulo hospital in Thyolo district to explore nurse turnover. Data was collected from a purposive sample of eight nurses and two key informants (Management members) through an in depth interview using semi-structured interview guide. The results showed that most nurses had incomplete job satisfaction because the Innovators were not present and some of the hygiene factors were neglected. Further the results show that the nurses themselves had problems related to the work itself and, the nurses' expectations were not met and some of the organizational cultural elements were causing dissatisfaction among nurses. Finally, strategies to be done by management to retain more nurses were discussed. |
|---|