Organizational Predictors of Turnover Intentions among Healthcare Professionals in Pakistan: A Quantitative Analysis

Abstract

This study investigates organizational factors influencing turnover intentions among healthcare professionals in Pakistan. Drawing on Conservation of Resources (COR) theory, this quantitative research examines the relationships between abusive supervision, organizational commitment, job stress, job satisfaction, and turnover intention. Additionally, the moderating role of power distance is tested. Data were collected through a structured questionnaire from a sample of 395 healthcare professionals, including young doctors and paramedical staff, selected via convenience sampling. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to analyze the data. Results show that job stress, job insecurity, abusive supervision, and low job satisfaction significantly predict turnover intentions. While power distance moderates some relationships, its interaction with abusive supervision and organizational commitment is statistically insignificant. The findings suggest that addressing job stress and abusive supervisory practices can substantially reduce turnover intentions in the Pakistani health sector. These results offer implications for human resource practices and organizational policies aiming to improve employee retention in resource-constrained health systems.