Abstract:
dmitted to hospitals. However, there is paucity of information on nurses’ performance level in study area. Therefore,
the objective of the study was to assess factors affecting performance of nurses working at Jimma University
Specialized Hospital.
Methods: Institution based cross-sectional study was conducted on 239 nurses working in Jimma University
specialized hospital from January 20-25, 2015. The study participants selected using simple random sampling
method. The data was collected using structured self-administrated questionnaires and facilitated by trained masters
nursing students. The data was entered into SPSS for windows version 20. 0 and descriptive, Bi-variate and
Multivariable logistic regression analyses were performed. Statistical level of significance declared at P<0.05.
Result: More than half 53.1% of respondents were males and the mean age of 27 years. The qualification of
respondents showed that 54.4% had diploma in nursing and about half 49.8% of them had less than two years work
experience. Around one third 32.2% of the nurses rated their performance as poor performance. Perceived level of
knowledge and skill [Adjusted Odds Ratio of 14.0 at 95% Confidence Interval (6.1, 30.9)] and feedback on
performance appraisal [Adjusted Odds Ratio of 4.6 at 95% Confidence Interval (1.8, 11. 2)] identified as factors
affecting performance of nurses. Even though, lack of recognition, unsafe working environment and unsatisfactory
numeration & benefit had no statistically significant, nurses’ rated them as factors hindering their performance.
Conclusion: Even though majority of nurses working in Jimma University Specialized Hospital rated their
performance as good, there is still significant number of nurses who rated their performance below expected level.
Perceived levels of knowledge & skill and feedbacks on performance appraisal were independent determinants of
nurse’s performance level. Thus efforts should be made by the hospital to keep nurses’ up-to date through provision
of in-service training on identified knowledge and skill gaps. In addition, the hospital should enhance provision of
regular feedbacks on performance appraisal.
