Abstract
Exodus of Healthcare Professionals: Antecedents of Occupational Turnover Among Nurses in Kenya
Highlights
Employees are the most important resource in the healthcare systems
The definition of turnover varies according to different literature, employee turnover is defined as the ratio of the number of workers that had to be replaced in a given time period to the average number of workers and generally viewed as the movement of staff out of an organization (Coomber & Barriball, 2007)
The global healthcare workforce index indicate that over 40% of all countries have fewer than 10 medical doctors per 10 000 people, over 55% have fewer than 40 nursing and midwifery personnel per 10 000 people, over 68% have fewer than five dentists per 10 000 population and over 65% have less than five pharmacists per 10 000 population (World Health Organization, 2019)
Summary
Employees are the most important resource in the healthcare systems. Nurses form the largest percentage of workers in hospitals, and they are at the frontline of providing medical services to the public. Extant empirical reviews (Dewanto & Wardhani, 2018; Hung & Lam, 2020) note with concern that global turnover rate among nurses stands at between 15-44% This paints a gloomy picture in the nursing profession and claws back the gains made in the provision of quality nursing care. The findings of most of these reviews have been inconsistent and inconclusive on the factors associated with high turnover rates among nurses in Kenya. Most of these studies have been undertaken in the Western world. Despite the strides made in the healthcare sector in Kenya, the country is still bedevilled by nurses’ shortage arising from high turnover rates in public hospitals.
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