Investigating the relationship between retention factors, work engagement, and turnover intention amongst South African nurses

Abstract

The aim of this study was to examine the interrelationships between retention factors, work engagement, and turnover intention among nurses. A quantitative cross-sectional design was employed using a convenience sample of nurses (N = 121) from central Johannesburg in Gauteng. Correlational analyses showed the interrelationships between the study variables, indicating that retention factors were positively associated with work engagement, while both retention factors and work engagement were negatively related to turnover intention. Partial least squares SEM (PLS-SEM) results further showed that retention factors and work engagement significantly predicted turnover intention. Compensation, work-life balance, supervisor support, and training and development were associated with lower turnover intention, while work engagement showed a direct negative effect. However, career opportunities did not have a significant influence on turnover intention in the model. Mean difference analyses revealed that gender was the only biographical characteristic associated with significant differences in the study variables, with male nurses reporting higher levels of satisfaction with career opportunities and training and development. No significant differences were observed for age. The findings emphasise the importance of strengthening retention practices and fostering work engagement to reduce turnover intention among nurses. The study provides practical recommendations for people practitioners and healthcare policymakers to enhance retention strategies through supportive work environments, fair compensation, and development opportunities. Furthermore, the study contributes to the understanding of retention dynamics within the healthcare context and offers insights relevant to I-O psychology research and practice.