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Background <p>Midwives’ attrition is a global issue that has a big impact on healthcare institutions. In most healthcare organizations, midwives account for the majority of the workforce. The need for midwifery has grown significantly, but midwife turnover is considered as a global issue. Especially in Ethiopia, midwives turnover is a serious problem and has a negative impact on the provision of quality health services.</p> Objectives <p>To assess turnover intention and its determinants among midwives working in Wolaita zone public Hospitals, 2024.</p> Methods and materials <p>An institutional-based cross-sectional study was conducted among 312 midwives. A Census sampling method was used. Data were collected using a structured self-administered questionnaire. The collected data were checked, coded, and entered into Epi-data version 4.6 and exported to Statistical Package for Social Science version 26 for analysis. Bivariable and multivariable logistic regression was done to identify factors associated with turnover intention in the midwifery profession; a p-value &lt; 0.05 was considered statistically significant. Finally, the findings of the study were presented with text, tables, and graphs.</p> Results <p>Out of 324 midwives 312(48.4%) had turnover intention. 2–4 years’ work experience (AOR: 2.46,95% CI: 1.135–5.35), ≥ 5 years’ work experience(AOR = 3.13 ,95% CI: 1.47–6.63), unsatisfied performance appraisal (AOR = 1.81,95%CI: 1.09–2.99), unsatisfied Recognition and rewards (AOR = 1.78,95% CI: 1.06–3.01), Low normative commitment (AOR = 1.87,95% CI: 1.14–3.08) and low continuance commitment (AOR = 1.91, 95%CI: 1.17–3.12) were factors statistically significant associated with midwives’ turnover intention.</p> Conclusion and recommendations <p>This study showed that magnitude of turnover intention among midwives working was 48.4%. Midwives who had 2–4 years’ work experience, ≥ 5 years work experience, unsatisfied with their performance appraisal, Recognition and rewards and with low normative, and continuance commitment had statistically significant association with midwives’ turnover intention. Therefore, fair performance appraisal, appropriate recognition and rewards and increasing midwives’ commitment towards their hospitals are very important actions that should be taken.</p>

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Turnover intention and its determinants among midwives working in Wolaita Zone public hospitals, South Ethiopia, 2024

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  • 发表日期：

    2026年4月22日

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  • Geressu Gezehagn Gelebo,
  • Fekadu Yadassa Tesso,
  • Meseret Brihanu Aga,
  • Gebino Aylate Tengo

摘要

Background

Midwives’ attrition is a global issue that has a big impact on healthcare institutions. In most healthcare organizations, midwives account for the majority of the workforce. The need for midwifery has grown significantly, but midwife turnover is considered as a global issue. Especially in Ethiopia, midwives turnover is a serious problem and has a negative impact on the provision of quality health services.

Objectives

To assess turnover intention and its determinants among midwives working in Wolaita zone public Hospitals, 2024.

Methods and materials

An institutional-based cross-sectional study was conducted among 312 midwives. A Census sampling method was used. Data were collected using a structured self-administered questionnaire. The collected data were checked, coded, and entered into Epi-data version 4.6 and exported to Statistical Package for Social Science version 26 for analysis. Bivariable and multivariable logistic regression was done to identify factors associated with turnover intention in the midwifery profession; a p-value < 0.05 was considered statistically significant. Finally, the findings of the study were presented with text, tables, and graphs.

Results

Out of 324 midwives 312(48.4%) had turnover intention. 2–4 years’ work experience (AOR: 2.46,95% CI: 1.135–5.35), ≥ 5 years’ work experience(AOR = 3.13 ,95% CI: 1.47–6.63), unsatisfied performance appraisal (AOR = 1.81,95%CI: 1.09–2.99), unsatisfied Recognition and rewards (AOR = 1.78,95% CI: 1.06–3.01), Low normative commitment (AOR = 1.87,95% CI: 1.14–3.08) and low continuance commitment (AOR = 1.91, 95%CI: 1.17–3.12) were factors statistically significant associated with midwives’ turnover intention.

Conclusion and recommendations

This study showed that magnitude of turnover intention among midwives working was 48.4%. Midwives who had 2–4 years’ work experience, ≥ 5 years work experience, unsatisfied with their performance appraisal, Recognition and rewards and with low normative, and continuance commitment had statistically significant association with midwives’ turnover intention. Therefore, fair performance appraisal, appropriate recognition and rewards and increasing midwives’ commitment towards their hospitals are very important actions that should be taken.