Abstract:
Background:Intention to leave is when an employee is planning to leave an organization in the
near future. Measuring the intentions to leave of employees is a very strong indicator of staff
Turnover. Staff turnover is a major problem worldwide and especially in developing countries
like in our continent Africa. Therefor knowing the employee’s intention to leave will help in
identifying ways to retain health care providers.
Objective: To assess the magnitude of intentions to leave and associated factors at public
primary hospital of North Shewa zone, Amhara region, Ethiopia, 2023.
Method: Institution based cross-sectional study design that used both quantitative and
qualitative method of data collection among health workers working at primary hospitals of
north shewa zone. Self-administered standardized structured questionnaire for quantitative and
interview guide for qualitative were used for data collection. Variables having p value less than
0.25 during bivariate analysis were entered in to multivariate logistic regression model. Thematic
analysis was done for qualitative data analysis.
Result: The overall intention to leave among the health care providers in the study was 67.9%.
Male health professionals were 2.62 (AOR=2.62, 95%CI: 1.18, 5.84) times intention to leave as
compared to female health professionals. Health professionals who had not involved in decision
making were 3.04 (AOR=3.04, 95%CI: 1.08, 8.54) times more intended to leave than those who
were involved in decision making. Being satisfied with payment and reward reduces the odds of
being intended to leave by 93% (AOR=0.07, 95%CI: 0.03, 0.16) as compared with being
unsatisfied. According to the qualitative data finding the reason for intention to leave are
summarized as a sub-theme of individual, economical and leadership related factors. Burnout
was the solely reason which was stated as an individual related factors.
Conclusion: There is high level of health professionals’ intention to leave from public hospitals
of north shewa zone Amhara region. Therefore, all stake holders need to develop and implement
retention strategies that aim to improve the retaining of health care workers at their working
organization such as unifying health care providers who are living separately with their families,
increase salary or income, creating good social relation and involve in decision making process.
Key word: Intention to leave, north shewa zone, health care providers, primary hospital
