DETERMINANTS OF EMPLOYEE TURNOVER IN NEPALESE HOSPITALS
Date
2024
Authors
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Journal ISSN
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Publisher
Shanker Dev Campus
Abstract
The main goal of this study examine the impact of economic factor, working
environment factor, career development factor, performance appraisal factor, training
and development, organizational commitment on employee turnover in Nepalese
hospitals. . The descriptive and causal comparative research design was considered as
an appropriate design. Self-administered survey was conducted with the set of close
ended questionnaire. The sampling method in this study follows non-probability
sampling method as it is more cost effective and faster. Randomly selected 385
employees from two teaching hospitals with total sample size of 385 was surveyed. The
study explores the factors influencing employee turnover (ET) by examining multiple
predictors, including economic factors, working environment, performance appraisals,
career development, organizational commitment, and training and development.
Through a comprehensive analysis of demographic data, descriptive statistics,
correlation, and regression results, the research provides valuable insights into the
dynamics of turnover within organizations. The respondents represent a diverse group,
with a majority being female and belonging to younger age groups. The sample consists
of professionals from various roles, including healthcare practitioners, administrative
staff, and technical experts, with most having less than five years of work experience.
Educational qualifications are concentrated around bachelor‘s and diploma levels, and
the majority of respondents are employed in private healthcare institutions. This
diversity ensures that the findings are relevant across multiple job categories and career
stages. The regression analysis highlights that the independent variables collectively
explain a significant portion of the variation in employee turnover. The results confirm
that while these factors are critical, other unexplored influences also contribute to
turnover. The statistical tests validate the model's overall effectiveness, showing that
the predictors meaningfully affect turnover rates.