Evidence map›Paper›PMID 36439941›Full record

ArticleNursing research and practice2022

Factors Influencing Turnover Intention among Nurses and Midwives in Ghana.

Angelina Boatemaa Boateng, Douglas Aninng Opoku, Nana Kwame Ayisi-Boateng, Alhassan Sulemana, Aliyu Mohammed, Joseph Osarfo, Jonathan N Hogarh

Abstract read
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Article in Nursing research and practice, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 23 papers, 3 of them syntheses that pooled it.

0numbers the graph read from it
0cells of the map it votes in
23citing papers in PubMed, 3 pooled it
–field-weighted citation impact
1 · What the graph read from it

What it found

Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.

The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.

2 · The registry

The trial behind it

Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.

Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.

3 · Its place in the literature

Who cites it

23 citing papers in PubMed, 3 syntheses or guidelines pooled it.

  1. Factors influencing turnover intention among midwives: a systematic review.Archives of public health = Archives belges de sante publique · 2026
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4 · The record

Corrections and comments

PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.

5 · Who and what money

Authors and funding

7 authors.

Angelina Boatemaa BoatengDepartment of Occupational and Environmental Health, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.
Douglas Aninng OpokuDepartment of Occupational and Environmental Health, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.ORCID https://orcid.org/0000-0003-2321-387X
Nana Kwame Ayisi-BoatengDepartment of Medicine, School of Medicine and Dentistry, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.ORCID https://orcid.org/0000-0002-0961-4434
Alhassan SulemanaDepartment of Environmental Science, College of Science, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.ORCID https://orcid.org/0000-0001-9679-675X
Aliyu MohammedDepartment of Epidemiology and Biostatistics, School of Public Health, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.
Joseph OsarfoDepartment of Community Medicine, School of Medicine, University of Health and Allied Health Science, Ho, Ghana.
Jonathan N HogarhDepartment of Environmental Science, College of Science, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana.

Funding

No grant is acknowledged in the PubMed record.

6 · The paper itself

Abstract

Background: Nurse turnover intention, defined as a measure of nurses' desire to leave their positions, is a global public health issue with a grave impact on the healthcare workforce. However, literature on it is limited in sub-Saharan Africa, an at-risk region. This study aimed to determine the predictors of turnover intention among nursing staff at a tertiary hospital in Kumasi, Ghana. Methods: This was an institution-basedcross-sectional study conducted among 226 randomly selected nurses and midwives working at a tertiary healthcare center in Kumasi, Ghana. Data were collected by using a structured questionnaire. Significant predictors of turnover intention were analyzed by using multivariate logistic regression analysis. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) and Results: The prevalence of turnover intention among study participants was 87.2% (197/226). About two-thirds (61.5%, 139/226) of the participants were exposed to a high level of workplace hazards. Management support (AOR = 3.09, 95% CI = 1.09-8.75), salary (AOR = 0.07, 95% CI = 0.01-0.46), inadequate number of staff on duty per shift (AOR = 3.36, 95% CI = 1.08-10.47) and participants' rank (AOR = 6.81, 95% CI = 1.18-39.16) were significantly associated with turnover intention. Conclusion: Overall, the turnover intention was high. Hence, there is a need for policymakers, health administrators, and nurse managers to implement strategies such as increasing staff strength, providing adequate support, incentives, and other forms of motivation for nurses and midwives to help reduce the rate of turnover intention.

Identifiers

PMID36439941
PMCPMC9683982

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Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.