Factors influencing turnover intention among healthcare employees during the COVID-19 pandemic in the private hospitals of Bahrain

Abstract

Purpose This study aims to examine the relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand on the health-care employee turnover intention during the COVID-19 pandemic. Design/methodology/approach The authors conducted quantitative research in private hospitals using a self-administered questionnaire, and 264 respondents participated. The authors also used an analysis of moment structures to determine the relationship between independent and moderating variables. Findings The results show a significant positive relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand, affecting turnover intention. This study also found the moderating effect of high work demand on work–family conflict and turnover intention. Research limitations/implications This research was limited to hospitals in Bahrain during the COVID-19 pandemic. Nevertheless, the findings highlight the factors associated with health-care employee turnover intention and only five factors were identified. Practical implications This study enhances the theoretical and practical effects of turnover intention. The results provide a competitive benchmark for hospital managers, administrators and governing bodies of employee retention. Social implications It advances economics and management theory by enhancing the understanding of health-care employees’ turnover intention in Bahrain. It serves as a basis for future large-scale studies to test or refine existing theories. Originality/value To the best of the authors’ knowledge, this study is the first to adopt extrinsic variables in self-determination theory to measure the turnover intention of health-care employees. However, using resources in a crisis can be applied to any disaster.