| dc.creator |
Masano, Robert |
|
| dc.date |
2015-06-17T14:42:03Z |
|
| dc.date |
2015-06-17T14:42:03Z |
|
| dc.date |
2013 |
|
| dc.identifier |
http://hdl.handle.net/11192/490 |
|
| dc.description |
A Dissertation Report Submitted in Partial Fulfillment of the Requirements for Award of the Degree of Master of Business Administration (MBA- Corporate Management) of Mzumbe University |
|
| dc.description |
The retention of sufficient and qualified nurses is essential in providing quality and accessible health care. The overall objective of the study was to explore labour turnover and retention of Nurses in Tabora Region, a case study of Nkinga referral hospital focusing on the push and pull factors, effects of nurse’s turnover and personal characteristics of nurses.
In this study cross-sectional descriptive study was used, with sample size of 65 nurses and 7 key informants who are members of the hospital management committee. Structured questionnaires and interviews were used in data collection. Purposive sampling method was used whereby questionnaires was issued to 65 nurses working at Nkinga referral hospital interviews was conducted to 7 members from the hospital management committee drawn from 9 members of the management team. Data were analysed using descriptive statistics to describe the sample characteristics also to provide descriptive information about the distribution of key research variables in the study. The study revealed that if Nkinga referral hospital has to retain the nurses the most identical key is to create an environment where nurses will feel welcome and valued.
Lack of promotion without clear explanations was cited as the reasons for labour turnover, financial factors accompanied with lack of good leadership not ready to listen to the concern of nurses in order to facilitate their retention.
Social security sector reported to be the reason for nurses to move to other areas. Nurses found National Social Security fund (NSSF) have a least lump sum benefit during retirement compared with other social schemes services. As the alternative they have to shift to public health facility to secure maximum social security benefit. Therefore development of sensitive system and strategies from managers and organizations at large is recommended to create responsive environment to make nurses welcomed and reduce turnover from the facility. |
|
| dc.language |
en |
|
| dc.subject |
Labour retention |
|
| dc.title |
Labour turnover and retention of nurses in Tabora region: a case study of Nkinga referral hospital |
|
| dc.type |
Thesis |
|