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Personal, Professional, and Work-Life Balance Factors Influencing Nurses' Retention in Selected Government Hospitals in the Jaffna District, Sri Lanka

2026-04-07T05:33:15Z

Title: Personal, Professional, and Work-Life Balance Factors Influencing Nurses' Retention in Selected Government Hospitals in the Jaffna District, Sri Lanka Authors: Kamalarupan, L.; Wijethunga, W.M.C.C.; Thenuwara, T.H.T.N.; Rajeev, G. Abstract: Introduction: Retention of skilled nurses is crucial for quality healthcare, yet workforce stability in Sri Lanka remains a challenge. Evidence on how personal, professional, and work-life factors influence nurse retention in government hospitals in Sri Lanka is limited. Objectives: This study aims to assess the influence of personal factors, professional factors, and work-life related factors on nurses' retention in selected government hospitals in the Jaffna District. Methodology: A descriptive cross-sectional study was conducted among 282 nurses from Teaching Hospital Jaffna, Base Hospital Chavakachcheri, Base Hospital Point Pedro, and Base Hospital Thellippalai, using stratified random sampling. Data was collected using a structured self-administered questionnaire with a 3-point Likert scale (1=make me leave, 2=neutral, 3=make me retain). The instrument was validated by experts and demonstrated excellent internal consistency (Cronbach's α = 0.903). Mean scores were interpreted as 1.00-1.49 = high intention to leave, 1.50- 2.49=neutral, and 2.50-3.00= high intention to retain. Data was analyzed using SPSS version 26, employing descriptive statistics, chi-square tests, and independent t-tests (p<0.05). Ethical approval was obtained from the Ethical Review Committee, Faculty of Medicine, University of Jaffna. Results: Majority of participants were female (68.8%, n=194), with a mean age of 33.28±7.05. Retention intention was significantly higher among nurses with greater job satisfaction (2.41+0.59) compared to those with lower satisfaction (1.71±0.60),, work-life balance factors (2.42 ± 0.58 vs. 2.10 ± 0.58), and family responsibilities (2.31±0.60 vs. 1.99±0.61; all p<0.01). Professional development factors such as career-building opportunities (2.47±0.60 vs. 2.00±0.58), training participation (2.48+0.57 vs. 2.03±0.59), and support from senior staff (2.38±0.61 vs. 2.05±0.57; all p < 0.001) were also significant predictors. Work-life balance showed strong effects, with higher scores for scheduling satisfaction (2.51+0.56), control over workload (2.45±0.57), and time-off opportunities (2.39±0.60) among nurses intending to stay (p<0.001). Conclusion: These findings underscore the need for context-specific workforce strategies that prioritize job satisfaction, professional growth, and work-life balance to enhance nurse retention in government hospitals of the Jaffna District.

Prevalence of preterm birth and associated maternal factors at Teaching Hospital Anuradhapura, Sri Lanka

2025-12-10T03:53:12Z

Title: Prevalence of preterm birth and associated maternal factors at Teaching Hospital Anuradhapura, Sri Lanka Authors: Dharmadasa, U.K; Premathilake, S.M.S.P; Kamalarupan, L; Sasrubi, S Abstract: Background: Preterm birth is a primary cause of newborn morbidity and mortality. Preterm birth rate in Sri Lanka ranges from 10-15 per 1000 live births. Objectives: To assess the prevalence and maternal factors associated with preterm birth at Teaching Hospital Anuradhapura, Sri Lanka Method: A hospital-based descriptive cross-sectional study was conducted among all mothers attending postnatal wards, Obstetrics and Gynaecology Unit during October 2023 at Teaching Hospital Anuradhapura. Details of pregnancy, obstetrics and birth profile were collected using an interviewer-administered questionnaire and data extraction sheet. Results: Data were collected from all mothers (n=597) during their postnatal hospital stay. Prevalence of preterm birth was 9.5%. Mode of delivery, pregnancy outcome (singleton/twin), previous history of preterm labour, previous history of gestational diabetes mellitus, consanguinity, stressful events during pregnancy, pregnancy complications like premature rupture of membranes, pregnancy induced hypertension, placental abruption, oligohydramnios, cervical incompetence, chorioamnionitis and vaginal candidiasis were significantly associated with preterm birth. Conclusions: Prevalence of preterm birth was 9.5% in Anuradhapura Teaching Hospital. Mode of delivery, pregnancy outcome, previous history of preterm labour, previous history of gestational diabetes mellitus, consanguinity, stressful events during pregnancy, pregnancy complications and vaginal candidiasis were significantly associated with preterm birth.

Framework on core competences for physiotherapists and nurses working with older adults in Sri Lanka

2025-12-10T03:48:11Z

Title: Framework on core competences for physiotherapists and nurses working with older adults in Sri Lanka Authors: Pereira, D; Senanayake, K; Jayawardana, S; Santhalingam, S; Kamalarupan, L; Tha- botharan, D; Sujendran, S; Lokeesan, V; Karthijekan, K; Senavirathna, C; and et, al Abstract: The popula*on of Sri Lanka is rapidly ag- ing, and there is a growing demand for healthcare professionals skilled in older adult’s care. The CAPAGE project “Promot- ing academic and professional excellence in health care to meet the challenges of ag- ing in Sri Lanka” is a transna*onal Euro- pean Union co-funded project to enhance professional competences of health care professionals. The main objec*ve of this study is to create a framework of core com- petences for physiotherapists and nurses working with older adults in Sri Lanka. Based on a recent literature review and a focus group analysis with experts, a com- petences framework will iden*fy knowledge and skill-based competences required for health care professionals, spe- cifically for physiotherapists and nurses, working with elderly. Main competences iden*fied were: high-quality standards and team leadership (leader/expert); pa*ent- centered prac*ce, effec*ve communica- *on (communicator); interprofessional ef- fec*ve team collabora*on and shared deci- sion-making process (collaborator); coor- dina*on of care and healthcare manage- ment (organizer); health promo*on, well- ness and well-being (health and welfare advocate); evidence-based prac*ce and lifelong learning and con*nuous profes- sional development (scholar); professional and ethical standards and mul*-dimen- sional approach and best prac*ces (profes- sional). This framework on competences can enable to update and improve knowledge, know-how, skills and mainly the conceptual approach in care and man- agement of older adults, considering specific socio-economic and cultural as- pects of Sri Lanka.

Association of socio-demographic factors on attitudes of nurses toward caring for older adults at Teaching Hospital Jaffna

2025-11-11T05:39:51Z

Title: Association of socio-demographic factors on attitudes of nurses toward caring for older adults at Teaching Hospital Jaffna Authors: Hazeem, AM; Mathusnka, MKI; Kamalarupan, L; Thanujanan, K Abstract: Population ageing is increasing globally; hence, it’s crucial to give more focus to caring for them. Nurses are one of the key players among the multidisciplinary team who work with older adult patients. A nurse’s attitude towards the elderly affects their compassionate care. Objectives: To assess the association of socio-demographic factors with the attitude of nurses toward caring for older adults at Teaching Hospital Jaffna. Methodology: This was a hospital-based descriptive, cross-sectional study, conducted among 216 nurses working in Teaching Hospital Jaffna from May 2023 to August 2024. Ethical clearance was obtained from the Ethics Review Committee of the Faculty of Medicine, University of Jaffna. Data collection was done by a simple random sampling technique. A pre-designed and validated self-administered questionnaire was used to collect the data. SPSS 25 software was used to analyze the data. Univariate analysis was used to assess the attitude of nurses, and a Chi-Squared test was performed to identify the association of socio-demographic factors. Results: The response rate was 93.1%. The age range was 25 to 57 years old. The majority of them were female (70.4%). Nearly half were Sri Lankan Tamil (52.8%) and Hindus (47.7%). The majority were in medical wards (18.1%). Nearly more than half were below 05 years of working experience (63.9%). More than three-quarters were diploma holders (78.2%). The majority had a positive attitude (90.3%) based on considering 50% as the pre-determined cut-off value. A statistically significant relationship was found between attitude and currently working ward/unit (p=0.033) and higher education qualification (p=0.011). Conclusion: The Majority of the nurses had a positive attitude towards caring for older adults. Relevant wards and units take appropriate measures to ensure that nurses have the appropriate attitude toward caring for older adults.