CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Nurse retention is a critical issue in healthcare systems worldwide, influencing the quality of patient care, organizational effectiveness, and overall healthcare outcomes. In Nigeria, a country facing significant healthcare challenges, the issue of nurse retention holds particular importance. Understanding the factors that influence nurse retention in Nigerian healthcare institutions is crucial for improving healthcare delivery and addressing workforce shortages. This study aims to investigate these factors comprehensively, shedding light on the unique challenges and opportunities within the Nigerian healthcare context. Adebayo, A. M., & Ilesanmi, O. S. (2019).
One significant factor affecting nurse retention in Nigerian healthcare institutions is the work environment. Research suggests that factors such as workload, staffing levels, and the availability of resources play pivotal roles in nurses' decisions to stay or leave their positions. Additionally, organizational culture, leadership styles, and opportunities for professional development are crucial considerations. By exploring these aspects, this study seeks to identify areas for improvement and intervention to enhance nurse retention rates across Nigerian healthcare facilities. Akanbi, M. A., Akanbi, F. O., & Ikotun, O. (2019).
Moreover, socioeconomic factors also contribute to nurse retention challenges in Nigeria. Issues such as salary discrepancies, inadequate benefits, and limited career advancement opportunities may prompt nurses to seek employment elsewhere or leave the profession entirely. Understanding the socioeconomic factors influencing nurse retention is essential for developing policies and strategies to address these disparities effectively. Anyangwe, S. C., & Mtonga, C. (2007).
In light of the complex interplay of factors affecting nurse retention in Nigerian healthcare institutions, a comprehensive examination is necessary. This study aims to contribute valuable insights to the existing body of literature, informing policymakers, healthcare administrators, and stakeholders on strategies to enhance nurse retention and, consequently, improve the overall quality of healthcare delivery in Nigeria. By addressing these challenges, the Nigerian healthcare system can work towards creating a more supportive, engaging, and sustainable work environment for its nursing workforce. Ogbolu, Y., & Nwonu, E. (2017).Top of Form
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1.2 Statement of the Problem
Nurse retention in Nigerian healthcare institutions poses a significant challenge to the effective delivery of healthcare services, with potential repercussions on patient outcomes and the overall quality of healthcare provision. Despite the critical role nurses play in the healthcare system, turnover rates remain high, leading to workforce shortages and compromising the continuity and quality of care. The problem warrants urgent attention and comprehensive investigation to identify the multifaceted factors influencing nurse retention in Nigerian healthcare institutions. Understanding these factors is essential for developing targeted interventions and policies to improve nurse retention rates, enhance job satisfaction, and ultimately, strengthen the Nigerian healthcare workforce. . Adebayo, A. M., & Ilesanmi, O. S. (2019).
Moreover, the scarcity of research specifically focusing on nurse retention within the Nigerian healthcare context underscores the need for a systematic examination of the issue. Existing literature primarily addresses nurse turnover broadly, often neglecting the unique challenges faced by nurses working in Nigerian healthcare institutions. Consequently, there is a gap in knowledge regarding the specific factors influencing nurse retention in this setting. Addressing this gap is crucial for tailoring interventions to the Nigerian context and effectively addressing the root causes of nurse turnover, thereby fostering a more stable and sustainable nursing workforce in the country. Akanbi, M. A., Akanbi, F. O., & Ikotun, O. (2019).Top of Form
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1.3 Objectives of the Study
The main objective of the study is to examine Investigating the Factors Influencing Nurse Retention in Nigerian Healthcare Institutions. Specific objectives of the study are:
- To identify the key factors influencing nurse retention in Nigerian healthcare institutions.
- 2. To examine the differences in retention factors between various types of healthcare institutions.
- To evaluate the effectiveness of existing retention strategies implemented by Nigerian healthcare institutions.
1.4 Research Questions
To guide the study and achieve the objectives of the study, the following research questions were formulated:
- 1. What are the most prevalent factors, both personal and professional, that influence nurses to remain employed in Nigerian healthcare institutions?
- 2. How do factors influencing nurse retention differ across public, private, and rural/urban healthcare institutions in Nigeria?
- To what extent are existing retention strategies implemented by Nigerian healthcare institutions effective in promoting nurse satisfaction and reducing turnover?
1.5 Research Hypothesis
The following research hypothesis was developed and tested for the study:
Ho: There is no statistical significant relationship between Nurse Retention and Nigerian Healthcare Institutions.
1.6 Significance of the Study
The study is important for many reasons. The following are the major stakeholders this paper through its practical and theoretical implications and findings will be of great significance:
Firstly, the paper will benefit major stakeholders and policy makers in the Nursing Science sector. The various analysis, findings and discussions outlined in this paper will serve as a guide in enabling major positive changes in the industry and sub-sectors.
Secondly, the paper is also beneficial to the organizations used for the research. Since first hand data was gotten and analysed from the organization, they stand a chance to benefit directly from the findings of the study in respect to their various organizations. These findings will fast track growth and enable productivity in the organisations used as a case study.
Finally, the paper will serve as a guide to other researchers willing to research further into the subject matter. Through the conclusions, limitations and gaps identified in the subject matter, other student and independent researchers can have a well laid foundation to conduct further studies.
1.7 Scope of the Study
The study is delimited to Lagos Teaching Hospital. Findings and recommendations from the study reflects the views and opinions of respondents sampled in the area. It may not reflect the entire picture in the population.
1.8 Limitations of the Study
The major limitations of the research study are time, financial constraints and delays from respondents. The researcher had difficulties combining lectures with field work. Financial constraints in form of getting adequate funds and sponsors to print questionnaires, hold Focus group discussions and logistics was recorded. Finally, respondents were a bit reluctant in filling questionnaires and submitting them on time. This delayed the project work a bit.
1.9 Organization of the Study
The study is made up of five (5) Chapters. Chapter one of the study gives a general introduction to the subject matter, background to the problem as well as a detailed problem statement of the research. This chapter also sets the objectives of the paper in motion detailing out the significance and scope of the paper.
Chapter Two of the paper entails the review of related literature with regards to corporate governance and integrated reporting. This chapter outlines the conceptual reviews, theoretical reviews and empirical reviews of the study.
Chapter Three centers on the methodologies applied in the study. A more detailed explanation of the research design, population of the study, sample size and technique, data collection method and analysis is discussed in this chapter.
Chapter Four highlights data analysis and interpretation giving the readers a thorough room for the discussion of the practical and theoretical implications of data analyzed in the study.
Chapter Five outlines the findings, conclusions and recommendations of the study. Based on objectives set out, the researcher concludes the paper by answering all research questions set out in the study.
REFERENCES
Adebayo, A. M., & Ilesanmi, O. S. (2019). Nurses' turnover intentions: The role of leader-member exchange, affective commitment, and job satisfaction. Journal of Nursing Management, 27(1), 59-68. doi:10.1111/jonm.12667
Akanbi, M. A., Akanbi, F. O., & Ikotun, O. (2019). Job Satisfaction and Nurses Turnover Intention in the Nigerian Health Sector: A Survey Research. The Open Public Health Journal, 12(1), 328-335. doi:10.2174/1874944501912010328
Anyangwe, S. C., & Mtonga, C. (2007). Inequities in the Global Health Workforce: The Greatest Impediment to Health in Sub-Saharan Africa. International Journal of Environmental Research and Public Health, 4(2), 93–100. doi:10.3390/ijerph2007040002
Ogbolu, Y., & Nwonu, E. (2017). Job satisfaction and turnover intention among nurses in Nigerian hospitals: Does education and experience matter? Annals of African Medicine, 16(1), 16–20. doi:10.4103/1596-3519.198394
Okoro, A., & Nwosu, C. (2018). Factors Influencing Nurses’ Turnover Intentions in Selected Hospitals in Enugu Metropolis, South East Nigeria. International Journal of Nursing Education, 10(2), 85-91. doi:10.5958/0974-9357.2018.00017.8
