Factors Influencing Intention to Leave the Nursing Profession Among Early-Career Nurses in Public Hospitals in Nigeria
Background
The migration and attrition of nurses have become major challenges for healthcare systems in Nigeria. Early-career nurses frequently encounter workplace stressors including inadequate remuneration, limited career advancement opportunities, staffing shortages, and poor working conditions. These challenges may contribute to increased turnover intentions and workforce instability. The loss of skilled nursing personnel affects continuity of care, patient outcomes, and health system performance. Understanding factors influencing nurses' intentions to leave the profession is essential for developing retention strategies and strengthening the nursing workforce.
Research Objectives
- Assess the prevalence of intention to leave the nursing profession among early-career nurses.
- Examine workplace factors associated with turnover intentions.
- Evaluate the influence of job satisfaction on retention.
- Assess the impact of career development opportunities on turnover intentions.
- Identify predictors of intention to leave the profession.
Research Questions
- What proportion of early-career nurses intend to leave the profession?
- Which workplace factors influence turnover intentions?
- How does job satisfaction affect retention?
- What role do career development opportunities play in retention decisions?
- What factors predict intention to leave the profession?
Suggested Methodology
A cross-sectional analytical study will be conducted among nurses with less than five years of professional experience. Structured questionnaires will be administered, and multivariable logistic regression analyses will identify factors associated with turnover intentions.
Suggested Sample
Keywords
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