The effects of midwives’ job satisfaction on burnout, intention to quit and turnover: a longitudinal study in Senegal

Table 5 Summary of significant results of the logistical regressions between job satisfaction and job search and turnover

Variables dependent	Significant independent	1^stAnalysis^d P ≤ 0.10	2^ndAnalysis^eOR (95%CI)
Job search* ^a	Job satisfaction facets ^c
	1. Remuneration	0.06	0.41 (0.15–1.11)
	9. Job security	0.00	0.16 (0.04–0.67)
Turnover** ^b	Job satisfaction facets
	6. Continuing education	0.00	0.13 (0.03–0.44)
	7. Management	0.04	1.07 (0.29–3.92)

* Controlling for: age, tenure, type of institution, educational attainment, rank, employee status, interviewer and perception of alternatives).
** Controlling for: age, tenure, type of institution, educational attainment, rank and employee status).
Categories: a: not searching (1) vs actively searching (2), b: stayed (1) vs. quit (2), c: most dissatisfied 25 % (1) vs. rest (2).
d: multiple regressions performed between each dimension of job search/turnover and facet of job satisfaction separately (P < 0.10); e: for both job search and turnover, all significant job facets from 1^st analysis entered simultaneously in second multiple regression (P < 0.05).

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