Effect of Motivation and Job Satisfaction on Turnover Intention of Health Workers in Hospitals in Ilorin, Kwara State, Nigeria

Abstract

The shortage of healthcare staff, particularly clinical personnel, poses significant challenges in the healthcare sector. Many health workers are compelled to work at multiple facilities due to staffing shortages, leading to increased workload and job dissatisfaction. This issue is further exacerbated by migration to better-equipped hospitals that offer superior working conditions and healthcare services. High costs associated with overtime work, limited career development opportunities, and restricted access to professional training contribute to low motivation and inefficiency, ultimately increasing turnover intentions. This study examines the relationship between motivation and job satisfaction and turnover intention among General Hospital Ilorin health workers. Specifically, it explores the impact of work-life balance, job satisfaction, career advancement, workplace relationships, job security, managerial support, decision-making involvement, and recognition on employees’ intention to leave. A total of 202 questionnaires were distributed using purposive and simple random sampling, with 134 completed and returned. Data were collected using a validated self-developed questionnaire, and the instrument's reliability was confirmed through the split-half method, yielding a coefficient of 0.677. Regression analysis was employed to test the study’s hypotheses. The results indicate that work-life balance, workload satisfaction, career progression, relationships with colleagues, job security, supervisor support, involvement in decision-making, and recognition significantly reduce turnover intention (β = 0.336, t = 3.817, p < .05; β = 0.230, t = 3.007, p < .05; β = 0.236, t = 2.728, p < .05). Conversely, high job demands, poor workload management, and limited growth opportunities increase employees’ desire to leave. The study concludes that improving work-life balance, enhancing career advancement opportunities, strengthening managerial support, and recognizing employees' contributions can significantly reduce turnover intention among health workers. It recommends the establishment of policies that promote work-life balance, encourage professional development, and ensure adequate workload management to enhance job satisfaction and employee retention.