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Table 2 Motivation and job satisfaction mean scores and their relation to turnover intention

From: The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

   Turnover intention, mean ± SD  
Scales and subscales Total (n = 228) mean ± SD Yes (n = 157, 69%) No (n = 71, 31%) P c
Overall motivation score 3.65 ± 0.38 3.58 ± 0.38 3.81 ± 0.31 < 0.001 a
 Job satisfaction 3.15 ± 0.46 3.08 ± 0.49 3.30 ± 0.37 0.001 a
 Burnout 3.29 ± 0.99 3.20 ± 0.99 3.49 ± 0.95 0.02 a
 General motivation 3.30 ± 0.86 3.21 ± 0.88 3.52 ± 0.77 0.008 a
 Organizational commitment 3.31 ± 0.75 3.14 ± 0.76 3.68 ± 0.57 < 0.001 a
 Intrinsic job satisfaction 4.02 ± 0.51 3.97 ± 0.57 4.13 ± 0.35 0.036 a
 Timeliness and attendance 4.15 ± 0.53 4.13 ± 0.53 4.20 ± 0.54 0.263
 Conscientiousness 4.35 ± 0.42 4.35 ± 0.43 4.35 ± 0.41 0.929
Overall job satisfaction scoreb 3.15 ± 0.46 3.08 ± 0.49 3.30 ± 0.37 0.001 a
 Remuneration 2.12 ± 0.72 2.07 ± 0.69 2.25 ± 0.77 0.16
 Career development 2.58 ± 0.94 2.47 ± 0.93 2.82 ± 0.94 0.008 a
 Management 2.76 ± 0.83 2.65 ± 0.85 2.98 ± 0.75 0.008 a
 Work environment 2.87 ± 0.76 2.79 ± 0.75 3.06 ± 0.76 0.012 a
 Workload 3.12 ± 0.79 3.07 ± 0.83 3.21 ± 0.69 0.304
 In-service training 3.53 ± 0.90 3.52 ± 0.92 3.56 ± 0.86 0.843
 Tasks 3.67 ± 0.71 3.61 ± 0.74 3.81 ± 0.61 0.028 a
 Supervision 3.81 ± 0.71 3.75 ± 0.74 3.94 ± 0.64 0.085
 Morale 3.85 ± 0.63 3.75 ± 0.67 4.06 ± 0.46 0.001 a
  1. astatistical significance P < 0.05;
  2. ball subscales refer to satisfaction with the dimensions under review;
  3. cWilcoxon rank-sum test.
  4. Maximum score is 5. A higher score indicates higher levels of motivation and job satisfaction.