Causes and Consequences of Medical Staff Turnover the Case of Menelik II Referral Hospital: in Addis Ababa
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Date
2016-01
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Addis Ababa University
Abstract
The high turnover of staff is unhealthy for the smooth running of institutions since it
affects the growth, profitability and customer satisfaction whenever it occurs in the
workplace. This research is aimed at assessing the causes and consequences of medical
staffs turnover in Addis Ababa city hospitals with particular reference to Menelik II
Referral Hospital considering personal, pull and push factors as causes of turnover and
separation and hiring costs, team cohesion, patient satisfaction, quality of services,
productivity and workload and burnout as consequences of turnover. Respondents were
only medical staffs (existing and those quitted their job) and supporters of medical staffs.
The staff was categorized into three strata, namely medical staffs on the job; medical
staffs quit their job and vital non- medical staffs (coordinators, senior officers and
support staff) who have a direct relation with human resources of the hospital. Thus,
stratified random sampling method was employed and 210 respondents were selected
from 235 staffs. The response rate was 89.36%. Qualitative and quantitative approaches
were employed. Interview data generated qualitative data and the survey questionnaire
responses generated quantitative data. Thematic analysis was conducted for qualitative
data and descriptive summary was used for quantitative data analysis. The findings of the
study revealed that personal factors are not the vital causes for turnover and from pull
factors, high salary elsewhere, availability of more financial benefits elsewhere,
availability of promotional opportunities external to the hospital and higher educational
opportunities are the most important causes initiating medical staffs to leave their job.
The study also revealed that push factors such as low salary and benefits, lack of
motivation and encouragement for good work and absence of recognition for work done
and lack of career advancement are causes triggering staff turn-over. The study has also
found that turnover increased separation and hiring costs; affected team cohesion,
patient satisfaction, quality of services, productivity and workload and burnout of
existing staffs. The study concluded with the recommendation that hospital and health
sector actors should work to improve work conductions (controlling push and pull as
well as personal factors) and reduce turnover. The actors of the health sector require
effective strategies that for managing turn-over in hospitals in Addis Ababa.
Key words: Causes & consequences of turnover, Menelik II Referral Hospital
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Keywords
Causes & consequences of turnover, Menelik II referral hospital