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: 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.