Author:
Abdallah Yassine Raghida,Jacobs Ronald Lynn
Abstract
Purpose
The purpose of this study is to explore the influence of employee development programs on organizational commitment and its subsequent impact on employee turnover intention by considering individual differences for non-medical staff in a health-care institution in Lebanon. This study is relevant in understanding and addressing the brain drain phenomenon in the Lebanese health-care sector.
Design/methodology/approach
Correlational analysis and hierarchical regression were conducted to examine the relationships among employee development, organizational commitment and turnover intention. The study also made use of Process by Hayes to examine the existence of a moderated mediated relationship, which is the central point of this research.
Findings
Results indicate that when holding constant frequency of training, individuals high in commitment report a lesser intention to leave compared to those low in commitment. As a first-stage moderated mediation model is understood, this finding shows that the indirect effect of frequency of training on turnover intention through organizational commitment is moderated by individual differences.
Originality/value
The findings of this study, based on the human capital theory and social exchange theory, enhance our understanding of how employee development influences organizational commitment, predominantly in the context of Lebanon’s health-care sector grappling with brain drain. Additionally, by integrating both the self-determination theory and the expectancy theory, the study provides a new stance on how intrinsic motivational factors contribute to a better understanding of this complex relationship, especially considering the brain drain dilemma. This study addressed the gap in research studies that failed to explore the extent of the relationship between employee development and turnover intention by highlighting the importance of looking at the relationship as a moderated mediated type of relationship. The findings highlight the importance of organizations implementing the right development programs, as they yield higher levels of organizational commitment and subsequently decrease the intention to leave. This study is important for health-care organizations in Lebanon, suggesting a strategic approach to retain skilled professionals amidst ongoing migration challenges.
Reference59 articles.
1. The association between training and organizational commitment among white‐collar workers in Malaysia;International Journal of Training and Development,2003
2. Workforce challenges cited by CEOs as top issue confronting hospitals in 2022;American College of Healthcare Executives,2022
3. Azhari, T., Bassam, L. and Saad, M. (2022), “Lebanon’s healthcare on brink of collapse amid crisis”, Reuters, available at: www.reuters.com/world/middle-east/lebanons-healthcare-brink-collapse-amid-crisis-says-minister-2022-01-20/
4. Self-efficacy: toward a unifying theory of behavioral change;Psychological Review,1977
5. The relationship between training and organizational commitment: a study in the health care field;Human Resource Development Quarterly,2001