Factors influencing job satisfaction and intention-to-leave among nurses at Mbabane public hospital, Swaziland

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dc.contributor.advisorBegg, Kerrinen_ZA
dc.contributor.authorMafara, Emmaen_ZA
dc.contributor.otherStellenbosch University. Faculty of Medicine and Health Sciences. Dept. of Global Health. Health Systems and Public Health.en_ZA
dc.date.accessioned2018-03-01T08:53:50Z
dc.date.accessioned2018-04-09T06:50:45Z
dc.date.available2018-03-01T08:53:50Z
dc.date.available2018-04-09T06:50:45Z
dc.date.issued2018-03
dc.descriptionThesis (MPhil)--Stellenbosch University, 2018.en_ZA
dc.description.abstractENGLISH SUMMARY: Background: There is sufficient empirical evidence to show that job satisfaction of nurses tends to affect organizational and health outcomes. However, a clear understanding of workplace variables that influence retention of nurses at an organization is required. Several studies on overall job satisfaction among health care workers have been conducted globally and in sub-Saharan Africa, however, no studies have been conducted in Swaziland on overall job satisfaction and retention of the nurse cadre, in a context where HIV has increased the workload on existing health facilities and consequently on staff. This study was conducted to assess factors influencing overall job satisfaction and intention-to-leave among nurses at Mbabane government hospital in Swaziland. Methods: A cross sectional study was carried out on 147 nurses using both quantitative and qualitative data collection methods from October 1st, 2016 to March 21st, 2017. Participants were nurse assistants, staff nurses, and nursing sisters working full time in the hospital during the study period1. Questionnaire data was analyzed using Stata, version 14.0. Univariate and Multivariate analyses between dependent variables (time pressure, opportunity- to- develop, quality of care, staff relations and work environment) and independent variables (overall job satisfaction and intention- to- leave) were performed using logistic regression. Qualitative data was analyzed using NVivo software. Results: Response rate was 97%, with 147 of 151 nurses participating. Of 147 participants 78 (54.9%) indicated overall satisfaction with their job while 98 (67.1%) indicated that they intended to leave their current position. Opportunity to develop (AOR: 4.11 [95% CI: 1.41-11.10] and Staff relations (AOR: 4.91 [95% CI: 1.75-13.77] were the final significant predictors of overall job satisfaction. After controlling for other factors, the adjusted odds ratio for association between opportunity -to -develop and intention- to- leave increased (0.23 [95% CI: 0.06-0.86]. While adjusted odds ratio for staff relations and intention- to- leave increased (0.22 [95% CI: 0.08-0.61]. Conclusion: The evidence shows that the greatest impact in retention of nurses in organizations will come from improved staff relations and enhanced opportunity-to-develop.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.af_ZA
dc.description.versionMasters
dc.format.extent49 pages : includes annexures
dc.identifier.urihttp://hdl.handle.net/10019.1/103253
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subjectNurses -- Job satisfaction -- Swazilanden_ZA
dc.subjectEmployee retention -- Swazilanden_ZA
dc.subjectNurses -- Job stress -- Swazilanden_ZA
dc.subjectHospitals -- Employees -- Swazilanden_ZA
dc.subjectUCTD
dc.titleFactors influencing job satisfaction and intention-to-leave among nurses at Mbabane public hospital, Swazilanden_ZA
dc.typeThesisen_ZA
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