Background.Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses.\r\nHowever, developments of coping strategies demand a clear understanding of workplace variables that either motivate nurses\r\nto remain employed or lead them to leave their current jobs. Objective. This study was designed toassess factors influencing job\r\nsatisfaction and intention to turnover among nurses in Sidama zone public health facilities, in Southern Ethiopia. Method. Crosssectional\r\nstudy design was carried out on 278 nurses using both qualitative and quantitative data collection methods from May\r\n12 to June 05, 2010. Result. A total of 242 nurses were interviewed giving a response rate of 87%. Nearly two-third (68.6%) of the\r\nparticipantswere female, and themeanagewas 28 (�±6.27) years for both sexes. All job satisfaction subscale except benefit and salary\r\nsubscale were significant predictors of overall job satisfaction. Satisfactions with work environment and group cohesion (AOR: 0.25\r\n[95% CI: 0.12, 0.51]), single cohesion (AOR: 2.56 [95% CI: 1.27, 5.13]), and working in hospital (AOR: 2.19 [95% CI: 1.12, 4.30]) were\r\nthe final significant predictors of anticipated turnover of Sidama zone nurses. Conclusions.More than any factors managers should\r\nconsider themodification of working environment and group cohesions rather than trying tomodify nurses to retain andmaintain\r\nmore experienced nurses for the organizations.
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