The impacts among job demands, work engagement, work schedule flexibility, and financial reward on turnover intentions

Abstract

        The purpose of this study was to apply turnover intention theory to employee turnover intention in a private hospital setting and confirm the validity of conceptual model. The proposed turnover intention theory model for suppressing turnover intention was tested using data collected from 890 professional nurses, who had been working in the private hospital industry. The results showed that a modified theory with five components (job demands, work engagement, work schedule flexibility, financial reward, and turnover intention) best explained turnover intention. The factors leading to job satisfaction (motivation to stay) are distinct from those that lead to job dissatisfaction. The study also indicated that financial reward factors had more influence on professional nurses than do other factors. The results suggested that private hospital managers need to concentrate more on financial reward to better decrease turnover intention was provided.