Background Choking refers to a blockage of upper airways by food or other objects resulting in interruption of breathing. It is a medical emergency that needs immediate action by anyone near by the victim to save life. Chocking is a major cause of illness and death in the pediatric population under the age of 5 years. Children at this age spent more time in their school and are at high risk during their feeding and playing. Immediate provision of first aid in response to choking by a preschool teacher will help to decrease the risk of developing life-threatening complications, length of hospital stays, the cost of treatment, and death. Methods Institutional-based cross-sectional study design was applied to the study area using pretested, structured, and self-administered questionnaires. The collected data were analyzed using SPSS version 25. Multiple logistic regression analysis was used to identify factors associated with Knowledge, attitude, and practice of kindergarten teachers towards first aid management of choking. Results A total of 224 Kindergarten teachers were involved in the study with a response rate of 95%. Only eighty-three (37%) of them were knowledgeable and 97 (43.3%) have faced a choked child in the school compound. Of these, only 42 (43.2%) had provided first aid to the victim. Most of the respondents 95.1% had a positive attitude towards choking first aid and 57.1% of them agreed that choking needs immediate management. Multiple logistic regression analysis showed that Kindergarten teachers with the previous first aid training were 2.9 times more knowledgeable than those kindergarten teachers without previous first aid training (AOR: 2.902, 95% CI: 1.612, 5.227) Conclusions The level of knowledge and skills for providing first aid for choking children among kindergarten teachers is low. There is a need for urgent intervention to train teachers regarding the provision of first aid for choking children.
Background: Turnover intention is a probability of an employee to leave the current institution within a certain period due to various factors. It is the strongest predictor of actual turnover expected to increase as the intention increases. Emergency Department (ED) nurses are especially vulnerable to turnover because of their increased potential for developing burnout and compassion fatigue with the work environment has a great role. The aim of this study was to assess nurses’ intention to leave their current health institution and associated factors in emergency departments of selected governmental hospitals in Addis Ababa, Ethiopia.Methods: Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. Logistic regression model was used and adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors.Result: A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their institutions are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033- 50.772; p<0.048), monthly income of less than 3145 Birr (adjusted OR=6.05, 95% CI=1.056-34.641; p<0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040- 0.908; p<0.037).Conclusion: More than 77% of the respondents has intention to leave their current working place of emergency unit. Educational status, monthly income and autonomy were significantly associated with emergency nurses’ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
Background: Turnover intention is a probability of an employee to leave the current institution within a certain period due to various factors. It is the strongest predictor of actual turnover expected to increase as the intention increases. Emergency Department (ED) nurses are especially vulnerable to high turnover because of their increased risk of developing burnout and compassion fatigue associated with the work environment. This study is aimed to assess nurses’ intention to leave emergency departments and associated factors at selected governmental hospitals in Addis Ababa, Ethiopia.Methods: Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. The logistic regression model was used and an adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors.Result: A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their institutions are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033- 50.772; p<0.048), monthly income of less than 3145 Birr (adjusted OR=6.05, 95% CI=1.056-34.641; p<0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040- 0.908; p<0.037).Conclusion: More than 77% of the respondents have the intention to leave their current working place of the emergency unit. Educational status, monthly income, and autonomy were significantly associated with emergency nurses’ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
Background Emergency Nurses’ turnover is defined as resignation of a licensed nurse from emergency department or hospital due to various factors. Actual Turnover is expected to increase as the intention increases. Turnover from Emergency Department can be nurses’ preference of working in other departments within the same hospital or totally to leave the hospital. Emergency Department nurses are especially vulnerable to turnover because of their increased potential for developing burnout and compassion fatigue in which work environment has a great role.Objective To assess the factors that affect turnover intention among nurses working in emergency departments of selected governmental hospitals in Addis Ababa, Ethiopia.Methods Institutional based cross-sectional study was carried out on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to march 31, 2018, using structured pre tested self-administered questionnaire. Logistic regression model was used and adjusted odds ratio with 95% confidence interval was calculated to identify associated factors.Result A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had intention to leave the hospital. Significant predictors of nurses’ intention to leave their jobs are educational status (adjusted Odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033, 590.772; p <0.048), monthly income of Less than 3145 ETB (adjusted OR=6.049, 95% CI=1.056,34.641; p <0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040, 0.908; p <0.037).Conclusion and recommendation more than 75% of the respondents has intention to leave the organization. Educational status; monthly income and autonomy were significantly associated with emergency nurses‟ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses decision making for patient care activities and shared decision over work or unit related activities.
Background: The turnover intention is a probability of an employee to leave his or her current job within a certain period due to various factors. It is the strongest predictor of actual turnover which is expected to increase as the intention increases. Emergency Department(ED) nurses are especially vulnerable to turnover because of their increased potential for developing burnout and compassion fatigue in which the work environment has a great role. Objective : To assess the magnitude and associated factors that affect turnover intention among nurses working in emergency departments of selected governmental hospitals in Addis Ababa, Ethiopia. Methods: Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. Logistic regression model was used and adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors. Result: A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their jobs are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033- 50.772; p <0.048), monthly income of Less than 3145 ETB (adjusted OR=6.05, 95% CI=1.056-34.641; p <0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040- 0.908; p <0.037). Conclusion: more than 75% of the respondents has intention to leave their current working place of emergency unit. Educational status; monthly income and autonomy were significantly associated with emergency nurses‟ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
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