Antecedents of Turnover Intentions: Health Care Staff in Saudi Arabia

Nassani, Abdelmohsen A.; Alzamami, Atheer A.; Salamah, Haya A. Bin; Alkhamis, Nada E.

doi:10.7176/ejbm/13-8-18

Cited by 3 publications

(1 citation statement)

References 18 publications

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“…In the healthcare sector, for example, the quality of local healthcare services is influenced by the turnover of the employees [ 2 ]. Inadequate health workers lead to skills imbalance among workers, poor motivation, and poor performance of health workers especially in low and middle-income countries [ 3 , 4 ]. This could affect the delivery and extension of health programmes.…”

Section: Introductionmentioning

confidence: 99%

Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic

Rifin

Danaee

2022

IJERPH

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Employee turnover could affect the organisation’s performance. Job dissatisfaction and burnout have been identified as factors influencing the intention to leave. Thus, this study aimed to determine the level of intent to leave, and predictors associated with intention to leave among medical researchers in Malaysia. A cross-sectional, stratified random sampling study was conducted among researchers in a research organisation under the Ministry of Health. Respondents answered an online questionnaire that included sociodemographic information, job dissatisfaction, burnout, and intention to leave. A total of 133 researchers participated. More than one-third (41.4%) of the researchers had a moderate and high level of intention to leave. Burnout and job dissatisfaction were identified as significant predictors. Burnout was noted to have a positive relationship with the intent to leave (β = 0.289, 95% CI (B): 0.287, 1.096). Meanwhile, job satisfaction was found to have a negative relationship with the intention to leave (β = −0.348, 95% CI (B): −0.768, −0.273). Burnout among researchers is quite worrisome as more than two-thirds of the researchers experienced moderate to high burnout. Reducing burnout and job dissatisfaction would increase work performance and produce high-quality research output, hence decreasing the turnover rate.

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Section: Introductionmentioning

confidence: 99%

Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic

Rifin

Danaee

2022

IJERPH

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Psychological Capital as an Antecedent of Employee Engagement and Its Relationship With Intention to Stay

George

2022

Antecedents and Outcomes of Employee-Based Brand Equity

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Employee engagement is an evolving concept in human resources (HR). Most organizations strive to attain employee engagement because of the various organization-related outcomes. It is important for employees to feel engaged emotionally, socially, and intellectually with the work and organization. Various antecedents affect employee engagement and, in turn, result in an organization-related positive outcome. This chapter discusses in-depth PsyCap as an antecedent of employee engagement and how it relates to intent to stay regarding employees working in travel organizations in India and aims to build relevant theoretical frameworks based on the findings. The chapter also discusses some strategies organizations can implement to achieve employee engagement based on the findings.

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Factors Associated With Turnover Intention Among Healthcare Providers in Saudi Arabia: A Comprehensive Review

Alkhurayji,

Alshehri,

Albalawi

et al. 2024

Cureus

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Turnover has a negative impact and can harm businesses, specifically the organizational structure and service delivery. The purpose of this review is to provide policymakers, healthcare administrators, and stakeholders in Saudi Arabia with approaches and strategies for reducing turnover and improving provider retention by synthesizing existing literature and identifying the key variables influencing turnover intention. This study conducted a comprehensive literature review to explore numerous variables associated with medical professional turnover intentions in Saudi Arabia from 2016 to 2024. The librarian assisted with the creation of the query string. The literature search was carried out using PubMed, Web of Science, and Google Scholar. By utilizing the key terms turnover AND healthcare providers AND healthcare facilities AND Saudi*. The authors separately examined and evaluated the risk of bias in each study using Joanna Briggs Institute (JBI) tools. The findings of this review show that all studies were executed using a cross-sectional design, and five studies were published in 2022. According to this review, ten studies were carried out in hospital settings. Ten studies examined elements associated with work. Moreover, five studies were associated with external variables, followed by five studies linked to personal factors. The most common factors for turnover were satisfaction, stress, and work. Turnover-related factors can have an impact on the long-term sustainability of the healthcare system. This review provides crucial information on the factors related to turnover, using the growing body of research in the Saudi context.

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Antecedents of Turnover Intentions: Health Care Staff in Saudi Arabia

Cited by 3 publications

References 18 publications

Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic

Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic

Psychological Capital as an Antecedent of Employee Engagement and Its Relationship With Intention to Stay

Factors Associated With Turnover Intention Among Healthcare Providers in Saudi Arabia: A Comprehensive Review

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