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.
