Resignation Rate Research Articles

A Review of The Current Situation of Career Planning Courses in Chinese Higher Vocational Colleges

As China pays more and more attention to vocational education, the urgency of high-quality employment for vocational college students is also increasing. Career planning courses, as a key comprehensive education for high-quality employment in vocational colleges, play a crucial role. However, according to the data, the resignation rate of vocational college students within six months has remained high in recent years, which shows that the teaching of career planning courses for vocational college students is still not adequate. This paper aims to study the teaching situation of career planning courses in vocational colleges in China and identify the problems and causes of such courses. Using the method of document research, the paper takes the career planning course teaching situation in Ningxia Vocational and Technical College as a sample for study. Through the research, it was found that vocational colleges generally have problems with outdated teaching methods, weak faculty teams, and insufficient course settings, mainly due to the lack of attention from the government, schools, and students themselves on career planning courses. This paper analyzes the problems and causes of the teaching of career planning courses and proposes relevant reform and innovation strategies to enhance the level of attention to career planning courses.

Unraveling teacher stressors in Bhutan: a qualitative exploration of contributing elements

School teaching is widely acknowledged to be a highly demanding profession. Consequentially, an emerging academic literature deals with the stress levels teachers face. While existing studies predominantly focus on quantifying relevant stressors, this study investigates the subjective perceptions and interpretations of stressors by teachers. Data comes from Bhutan, a country with a high teacher resignation rate primarily due to teacher stress, despite being one of the highest-paid occupations. The results show that teacher stress in Bhutan predominantly emanates from heightened job demands. These demands are perceived differently in terms of how individuals view teaching responsibilities and non-academic obligations (e.g., Class Teacher). The pervasive impact of inadequate leadership and management exacerbates stress levels, directly encroaching upon psycho-social wellbeing. Ten teachers in Bhutan were interviewed using a semi-structured format. The interview data was recorded, transcribed, and coded using MAXQDA. Thematic analysis was then conducted based on the generated codes. By adopting a qualitative lens, this research enriches our understanding of teacher stress by unraveling how stressors are interconnected and how different teachers perceive the same stressor differently, providing insights on targeted interventions and support mechanisms. The results also show that supportive leadership can sometimes be viewed as a source of stress as opposed to the popular notion of perceiving it entirely as a stress-mitigating factor.

Effect of Noise in the Emergency Department on Occupational Burnout and Resignation Intention of Medical Staff.

This study aims to explore the effect of noise in the emergency department on the occupational burnout and the resignation intentions of medical staff. This retrospective study selected 42 medical staff (group A) in the emergency department of our hospital from March 2020 to March 2021 and 39 medical staff (group B) in the rehabilitation department during the same period as research subjects. Noise levels in the daily working environment of medical staff were collected. The Maslach Burnout Inventory General Survey and Intent to Leave Scale was used to evaluate occupational burnout and resignation intention. A multivariate linear regression analysis was adopted to explore the effects of noise exposure level in the emergency department on occupational burnout and resignation intention. The scores of emotional fatigue, work apathy and sense of achievement in group A were higher than those in group B (P < 0.05), among which reverse scoring was adopted for sense of accomplishment. Group A had significantly higher scores of resignation intention I, resignation intention II and resignation intention III than group B (P < 0.001). The department of group A had significantly higher noise level than that of group B (P < 0.001). The Multivariate linear regression analysis showed that noise level in the emergency department was correlated with the occupational burnout and resignation intention of medical staff (all P < 0.05). The emergency department is exposed to a high noise level, which is correlated with the occupational burnout and resignation intentions of medical staff. Therefore, hospitals should give importance to noise exposure in the emergency departments and adopt positive coping strategies to reduce the effect of noise on medical staff and the resignation rate.

The Effect of Employee Engagement, Job Satisfaction, and Superior-Subordinate Relationships on the Desire to Change Job and its Implications in Employee Resignation

Purpose: This research aimed at (1) analyze the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; (2) analyze the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Material and Method: This research was a quantitative research design. The sources of data used were primary data and secondary data. The sample used was health workers’ employees (doctors, nurses, midwives, analysts and pharmacists) in a private hospital in Denpasar, totaling 83 people. The data collection technique used was a questionnaire. While, the data analysis technique used was Partial Least Square (PLS). Findings: The result of this research showed that (1) work engagement has a negative and significant effect on employees' desire to change jobs; (2) Job satisfaction has a negative and significant effect on employees' desire to change jobs; (3) The relationship between superiors and subordinates has a negative and significant effect on employees' desire to change jobs; (4) Desire to change jobs has a positive and significant effect on employee resignation; (5) Work engagement has a negative and significant effect on employee resignation; (6) Job satisfaction has a negative and significant effect on employee resignation; (7) The relationship between superiors and subordinates has a negative and significant effect on employee resignation. Research practical &amp; Social Implication: This implication is to give understanding the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Originality/value: The phenomenon of employee resignation is also faced by a private hospital (RS) in the Denpasar city every year. The phenomenon that occurs is the high level of desire to change jobs. The high rate of employee resignation is a serious problem in this private hospital, the management has invested a lot of money for various costs such as education, training and so on which is basically to increase employees’ knowledge and skills.

Exploring the challenges of taiwanese nurses in the COVID-19 post-pandemic era

In the wake of the COVID-19 pandemic, the fluctuating nurse resignation rates highlighted an understudied area in healthcare: post-pandemic challenges in clinical settings. This study, conducted from May to November 2023, employed a qualitative inquiry using focus groups to delve into these challenges. Six focus group sessions, involving 33 nurse participants recruited through snowball sampling from various hospital settings were conducted to explore their clinical experiences during and after the pandemic. Thematic analysis revealed two primary themes: the 'Invisibility of Nurses' within the healthcare system and the 'Moral Duty of Nursing Practice'. These findings illuminate a tension between the overlooked role of nurses and their ethical obligations, underscoring a critical need for policy reassessment. The study advocates for systemic changes, particularly in the undervaluation of the nursing profession and the National Health Insurance system, to address the poor working environment and mitigate long-term nursing shortages. This research deepens understanding of post-pandemic nursing workforce challenges in Taiwan, highlighting the need for policy evolution to enhance recognition and support for the nursing industry. It is suggested to provide tangible compensation to acknowledge nurses' daily care and health education for patients. A healthier working environment can be enhanced by collaborative efforts between healthcare institutions and nurses.

기업의 교육훈련 투자와 신입근로자의 조기퇴사율 간의 관계

Objectives This study aimed to analyze the relationship between variables at the corporate and employee levels by utilizing data from the Human Capital Corporate Panel Survey II (HCCP II) conducted by the Korean Research Institute for Vocational Education and Training in 2021. In order to do so, the study set the corporate training and development investment has an impact on early resignation rate of new employees, and to confirm whether job skill enhancement and job satisfaction have a partial mediating effect in the process.&#x0D; Methods To do this, an analysis was conducted on data obtained from a survey conducted on 854 participants who responded to the 2021 2nd headquarters and employee survey of the Human Capital Corporate Panel (HCCP II) by the Korea Research Institute for Vocational Education and Training. To examine the relationships and distributions among various variables, basic statistical analysis and correlation analysis were conducted using STATA 17 version. Additionally, validity checks were performed during the aggregation process at the organizational level, utilizing Intra-Class Correlation (ICC) and rwg indices. For validation purposes, partial mediation model analysis and significance testing were carried out using the bootstrap analysis method. Corporate training and development investment was assumed as an independent variable, early resignation rate of new employ-ees was assumed as a dependent variable, job skill enhancement and job satisfaction as mediating variables.&#x0D; Results According to the analysis, corporate training and development investment had a negative effect on early resignation rate of new employees. Second, the corporate training and development investment was found to have a positive impact on reducing the early resignation rate of new employees through the job skill enhancement. Third, the corporate training and development investment was confirmed to have a positive impact on reducing the early resignation rate of new employees through increased job satisfaction. The results of this study indicate the need for corporate training and development investment to reduce the early resignation rate of new employees. Furthermore, it was observed that as job skill enhancement and job satisfaction of new em-ployees increase through training and development, the early resignation rate decreases.&#x0D; Conclusions The results indicating that the corporate training and development investment has a positive impact on reducing the early resignation rate of new employees are significant in confirming the effectiveness and necessity of training and development. New employees can enhance their proficiency in job-related skills through education and training. This improve-ment has a positive impact on the job satisfaction of new employees. Moreover, perceiving the organization's investment in edu-cation and training as an investment in and interest in oneself, new employees may develop an increased desire to stay with the organization. To enhance job skill and job satisfaction among new employees and reduce early resignation rate, companies should consider investing in corporate training and development. Furthermore, the significance lies in verifying and confirming the partial mediating effect of job skill enhancement and job satisfaction between the corporate training and development in-vestment and the reduction of the early resignation rate of new employees. This contribution reveals the detailed process through which the effects of corporate training and development investment in reducing the early resignation rate, particularly by examining whether job skill enhancement and job satisfaction mediate this effect. Moreover, the study contributes academ-ically and practically by highlighting the role of job skill enhancement and job satisfaction as intermediate variables in the process where the effects of the corporate training and development investment are observed.

Psychological Well-Being of Nurses with One to Five Years of Clinical Experience.

Nurses are required to fulfill many roles, including expertise, communication, and leadership and are psychologically vulnerable due to lack of manpower, emotional labor, and shift work. Among them, it is necessary to understand the psychological well-being of new nurses and junior nurses who have a high early resignation rate. The purpose of this study was to investigate psychological well-being of nurses and compare psychological well-being of nurses from the first to the fifth years of clinical experience. Cross-sectional comparative design and purposive sampling method were used. Data were collected from 148 nurses with one to five years of experience working in tertiary care general hospitals. On November 11, 2021, an online link for the structured questionnaire was sent to the group social networking service accounts for nurses. Psychological well-being was assessed using a Korean version of the Scales of Psychological Well-being including autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance. The average psychological well-being of nurses was 194.11, with significant differences depending on years of clinical experience (p = .006, F = 3.82) and satisfaction with nursing (p < .001, F = 13.12). It was lowest at 180.08 in the first year, gradually improving, but falling again from the fourth year. Among five subfactors except positive relations with others (p = .389), psychological well-being was related to clinical experiences years using satisfaction with nursing and religion as covariates. This study that compared psychological well-being from the first to the fifth year according to clinical experience revealed the need for optimized intervention for each year. Nursing managers can improve the psychological well-being of nurses through active and appropriate intervention according to the passage of nursing experience.

Research on the Impact of Mental Health on Employee Resignation and Strategies for Enhancing Workplace Well-Being

Psychological health issues not only affect individuals worldwide but also have an impact on many organizations. Research evidence indicates a close connection between the rising employee resignation rates within organizations and the mental health status of employees. Taking an organizational perspective and drawing from relevant organizational behavior and psychology literature, this paper studied the influence of individual psychological health on resignation behavior to demonstrate how organizational strategies interact with mental health, affecting the dynamic relationship between individual employees and the organization as well as the outcomes of these dynamics. Subsequently, this paper provides recommendations for improving workplace well-being and reducing resignation rates. The organization should invest substantial efforts to consider employees mental health and establish a supportive working environment to reduce resignations directly and indirectly caused by psychological problems, therefore maintaining the sustainable operation of the organization, and articulating the research objectives. Ultimately, it emphasizes that organizations should investigate effective strategies that prioritize mental health and retain talent.

Analisis Faktor Pengunduran Diri Karyawan pada Perusahaan PT. Midi Utama Tbk Branch Medan

It is hoped that the results of this research can provide a better understanding which aims to analyze the factors that influence employee resignation at PT. MIDI Utama Tbk. Medan Branch. By understanding the factors that influence attrition, companies can take better action in retaining potential employees. Employee resignation is an important issue in human resource management, because it can have a negative impact on company productivity and recruitment costs. The research results show that there are several main factors that contribute to employee resignation at PT. MIDI Utama Tbk Branch Medan. These factors include dissatisfaction with working environment conditions, excessive workload, lack of career development opportunities, as well as communication and management problems. In addition, personal factors such as changes in family status also influence the decision to resign. By understanding these factors, companies can take more effective action in retaining potential employees and promoting a more positive work atmosphere. Efforts to improve communication, reduce excessive workload, and provide further career development opportunities can be effective strategies in reducing employee resignation rates.

The Most Essential Skills for Newly Qualified Teachers

The primary purpose of this essay is to propose the most essential skills for being a new teacher. Hence, three main sections are included in this essay. The first skill this essay would like to discuss is management skill. This section will argue two primary skills: personal and classroom management. Firstly, practical individual management skills could reduce the anxiety of entrants. Newly qualified teachers should design a work plan to prevent overpressure. Reasonable use of time is likely to enhance the satisfaction of their work. Therefore, that might reduce the school’s resignation rate, and the other management skills will emphasise students’ behaviours. Several students would like to know the last defensive line of their new teachers. Consequently, they might keep challenging the tolerance of their teachers. This is the reason why classroom management skills should be paid attention. Teachers should maintain each student’s rights so that they can have a harmonious climate in the classroom. Hence, beginning teachers should lead class management—the second section associates with the relationship between teachers and other people, including students, staff and parents. When communicating with students, teachers could apply particular methods to shorten the distance between pupils, such as appropriate humour. Furthermore, the other skilful colleagues might be regarded as beginning teachers’ teachers because of their extensive experiences. On the other hand, a harmonious relationship with parents is likely to promote children’s progress. Apart from these two skills, the third one that will be argued is the teacher’s individual teaching and development skills. Accordingly, the effective delivery of knowledge skills might decide whether or not the class is booming. Positive teaching skills should stimulate students’ critical thinking to achieve academic achievements. Moreover, beginning teachers should keep the belief that they are required to continue with professional development.

Turbulence Ahead: Strategic Human Capital Management, Job Satisfaction, and Turnover Intention

The COVID-19 pandemic further illuminated the importance of strategic human capital management (SHCM). As the pandemic surged in the United States, employee retirement and resignation rates grew rapidly. Not surprisingly, the significant number of individuals seeking new employment opportunities or entirely exiting the labor force exacerbated human capital shortages that were already crippling public sector organizations. Fortunately, research has shown organizations that engage in SHCM initiatives can simultaneously enhance performance-related outcomes and successfully endure turbulent workforce conditions. Job satisfaction and employee turnover intention are two such outcomes that have received ample consideration among researchers. But while public sector scholarship has empirically demonstrated that SHCM influences employee job satisfaction, it has failed to adequately account for its indirect linkage to voluntary employee turnover. Therefore, using local government data collected biannually from 2016 to 2022, this study explicitly examines how endogeneity issues factor into the dynamic relationship between SHCM, job satisfaction, and turnover intention. The results of two-stage least squares regression analysis suggest that SHCM is indirectly related to employee turnover intention by way of employee job satisfaction.

The Effect of Self-Efficacy and Happiness at Work on Employee Resignation Rates Through Servant Leadership (Study at PNM Mekaar PT. Permodalan Nasional Madani, Balikpapan Branch)

The purpose of this study is to investigate, via employee servant leadership at PT. Permodalan Nasional Madani, Balikpapan Branch, the relationship between turnover intention and self-efficacy and job satisfaction. This study employs a quantitative methodology utilizing IBM Statistics SPSS 26.0 and the PLS tool for structural equation modeling (SEM). The workers at the Balikpapan Branch of PT. Permodalan Nasional Madani serve as the study's unit of analysis. The sample size is made up of 117 participants. A questionnaire that was sent online was used as the data gathering method. The study's findings demonstrate that self-efficacy and job satisfaction might moderate the impact of these factors on employees' intentions to leave PT. Permodalan Nasional Madani, Balikpapan Branch

Employer Branding and COVID-19: A Job Demand–Resource Model for Employee Attraction and Retention in Health Sector

The healthcare sector includes a gamut of products and services, from manufacturing medical equipment/drugs and managing medical insurance to providing medical services. Professionals, including doctors, nurses, biomedical engineers, clinicians and other allied healthcare professionals, form the bulk of the human resources in the healthcare sector. During the COVID-19 pandemic, these workers were at the forefront of delivering preventive, palliative and curative health services. During this time, health sector employees faced enormous challenges at work, resulting in burnout and, thus, a higher rate of resignation. With burnout reported among healthcare professionals, the already overburdened health system had started crumbling and desperately needed human resources. Moreover, job seekers were reluctant to apply to the health sector during the COVID-19 pandemic. Thus, a dual challenge exists for healthcare organisations to attract and retain new employees. To overcome these challenges, companies in the healthcare industry need to brand themselves as one of the best employers, which could help attract and retain job seekers. Hence, this article proposes a theoretical model for attracting and retaining job seekers in the health sector based on the job demands–resources model. This article also suggests some propositions that could be later empirically tested.

Employee resignation study in Fairfax County

The Great Resignation is an economic trend in which employees have voluntarily resigned from their jobs en masse. Increasing resignations have created hardships for companies during the COVID-19 pandemic. This article examines the presence of the Great Resignation in Fairfax County, Virginia, the consequences of this phenomenon, and possible solutions that local businesses can adopt to minimize the impact of resignations. We hypothesized that by adding benefits such as hybrid work options and healthcare, local companies can fight increasing resignation rates. We collected and analyzed two types of data to verify the hypothesis. The first type was statistical data published by US federal and local governments. The second type was survey data. We created a ten-question survey (the Fairfax Resignation Survey) and sent it to 2,000 employees in Fairfax County. The questions covered the demography of survey respondents, employee turnover status, impact of increasing resignations, and potential solutions to improve the situation. Based on the survey responses and a comprehensive analysis of statistical data and related studies, we concluded that adding additional benefits is critical for companies to retain talent and restrain the growing resignation rate.

Effects of Emotional Leadership within the Nursing Organization Which is Perceived by Korean Hospital Nurses on Their Job Stress and Resignation

This study aims to clarify the relationship among emotional leadership, job stress, and resignation for efficient personnel management of nurses This study has been conducted on 230 nurses who worked at general hospitals in C-dos understanding the objective of this study and agreeing to participate in it from March 1st to April 21st, 2019. RMR, GFI (Goodness of Fit Index 0.9), NFI (Normed Fit index 0.8), and CFI (Comparative Fit Index 0.9) were used to verify goodness-of-fit of model. According to the result of study, t-value of structured equation model turned out to be higher than 1.965 Secondly, according to the result of multi-group analysis with structured equation, influence of job stress among groups with high level of emotional leadership on resignation in the hospital was .351 followed by .95 for those with low level of emotional leadership. Emotional leadership is expected to reduce job stress among nurses and also resignation rate at the same time.

Reasons for resident resignations from Orthopedic Residency Programs in Turkey: A cross-sectional survey from residents' perspectives.

The aim of this study was to analyse the factors that led to resignations from Orthopaedics and Traumatology Residency pro- grammes in Turkey, and to determine the overall rate of resignation among residents from Orthopaedics and Traumatology programmes. In this cross-sectional survey,120 residents who either resigned or transferred to other OT clinics between autumn of 2013 and spring of 2020 were included. They were asked to complete a questionnare which was sent via Whatssapp application or e-mail. The ques- tionnare was comprised of 2 sections; Section A, which adressed resignation, consisted of 15 questions and Section B, which adressed transfer to another OT programme, consisted of 12 questions. Both sections had open ended and multiple choice questions. Of 120 residents, 96 (6.6%) resigned and then transferred to another specialty, and 24 (1.6%) transferred to another orthopedics and traumatology clinic based on our review. The overall resignation rate as per the total quotas for orthopedics and traumatology residency from 2013 to 2020 was 8.2%. Of the 120 orthopedics and traumatology residents who were eligible for the survey, 83 (70%) completed the questionnaire. Sixty-one (60 males, 1 female; median age = 26 years; age range = 25-35) of 96 residents who resigned from the orthopedics and traumatology residency completed section A (the response rate was 63.5%); 22 (22 males; median age=27.6 years; age range=25-34) out of 24 residents who transferred to another orthopedics and traumatology clinic completed section B (the response rate was 91.6%). In section A, 40 out of 61 individuals (65.5%) preferred orthopedics and traumatology specialty as the first choice in TUS, and 34 residents (55.7%) reported not to have had enough information regarding the residency program before starting their clinics. In section B, out of the 22 residents, 13 (59%) stated that orthopedics and traumatology residency was not their first choice in TUS, and 18 (81.8%) reported not to have had sufficient knowledge about the preferred clinic. The most common reason for resignation or transfer to another specialty was heavy workload (n=46, 74.19%), followed by excessive hours of work (n=45, 72.58%). The most common reason for transfer to another orthopedics and traumatology clinic was drudgery (n=10, 45.5%), followed by problems with the hierarchy in orthopedics and traumatology residency (n = 9, 40.9%). The results of this survey have shown us, with an overall resignation rate of 8.2% as per the total quotas for OT residency from 2013 to 2020, that resignation from OT residency represents an important problem in Turkey. Workload and excessive hours of work were the most common reasons for resignation from orthopaedic residency programmes. Furthermore, extra work that diverted residents from their actual job responsibilities, as well as academic and educational concerns, were the main factors leading to transfer to another OT residency programme.

A Comprehensive Programmatic Investigation of the Antecedents and Consequences Related With the Great Resignation of Individuals and Organizations – A COVID-19 Strategic Review and Research Agenda

“The Great Resignation” has caused an impact across every industry in the U.S. (Thompson, 2021b). Since it began with record-high resignation rates in April 2021, there has been much speculation on why workers are resigning as organizations struggle to deal with these impacts (Iacurci, 2022). This study reviews emergent research into the causes of “The Great Resignation” to determine if recent research and preliminary studies support popular theory/ opinions and aim to link the emergent causes with more developed studies in employee retention to provide actionable strategies for organizations. This review finds that wages, childcare issues, and workplace culture are all leading causes of resignations (Fuller &amp; Kerr, 2022; Slater, 2022). Other popular theories on resignation causes such as government aid, preference for remote work, burnout, and employer requirements were also considered. Because this study provides an initial review of emergent research and seeks to add further contributions, future research is needed to provide additional insights to fully understand and determine the causes and impacts of “The Great Resignation” in the U.S.

Evaluation of Medium- to Long-Term Women’s Shelters: Insights from Shelter Staff in Taiwan

To date, 17 medium- to long-term women’s shelters provide services to survivors of domestic violence in Taiwan. However, little is known about these shelters or the women they help. This study collected quantitative data from senior managers of 17 such shelters. The results revealed that as of 2020, these shelters had been in operation for 1.8 years, on average, and had assisted a total of 186 clients. The shelters contain an average of 5.5 rooms available for families, with an average minimum stay of 6 months and maximum stay of approximately 8 months. The managers perceive the main problems of the shelters to be insufficient funding, high staff resignation rates, the charging of utility and cleaning fees, old facilities, high admittance rates of foreign spouses, and a lack of facilities for older adults and people with disabilities. The shelters provide services to a diverse group of survivors, comprising Taiwanese citizens (54.1%), indigenous people (3.7%), and foreign spouses (42.2%). These findings have practical implications for women’s shelters providing help to domestic violence survivors. Additional exploration of the shelters and allocation of additional funds for the shelters’ development is necessary. Future research could explore the effectiveness of services offered to survivors.

Can a high-powered financial incentive programme reduce resignation rates among healthcare providers in rural areas? Evidence from Thailand's 2008 Hardship Allowance programme.

Geographic disparities in the availability of healthcare providers remain a global health challenge. Financial incentives have been widely implemented to attract rural healthcare workers with limited scientific evidence in developing economies. In this study, we investigate the relationship between financial incentives and rural resignations in a middle-income country using Thailand's Hardship Allowance programme that first doubled or tripled but later decreased direct payments to rural providers. This retrospective observational study used data on dentists' work status from the Human Resource Management Department at the Ministry of Public Health in Thailand. Segmented regression and difference-in-differences approaches were used to analyse the effect of changes to the Hardship Allowance on rural dentists' resignation and relocation patterns. We found that the dramatic increase in the Hardship Allowance in 2008 was associated with a decrease in resignation rates among dentists in rural areas. However, after Thailand recategorized certain rural districts into urban areas in 2016, dentists were more likely to relocate from the newly urbanized areas to established urban centres, likely due in part to reductions in the Hardship Allowance that accompanied recategorization. However, we did not find that resignations increased in these affected areas. Finally, in a subgroup analysis, we found that older dentists were less likely than younger dentists to relocate from areas affected by the 2016 rural-to-urban recategorization. Overall, our study found that a dramatic increase in financial incentives reduced resignation rates in rural Thailand, but a reversal of the incentives as a result of rural-to-urban reclassification resulted in relocations from the affected areas to established urban centres. When considering their strategic goals of equitable healthcare workforce distribution, policymakers should be aware that both direct and indirect changes to payment incentives may affect dentists' resignation and practice location decisions and that these decisions may be influenced by provider demographics.

DETERMINANTS OF EMPLOYEE RETENTION IN PRIVATE HEALTHCARE

&lt;p&gt;The continuous ongoing concern about shortages of healthcare workers in the healthcare industry in Malaysia has brought a significant impact on workforce productivity. The condition gets worsened during the COVID-19 pandemic back in 2020. Private healthcare has reported high staff turnover and caused higher costs to the business which in terms of direct financial losses and lack of continued care. The aims of this study are to identify the root causes of the high resignation rate in private healthcare. Five key factors (job satisfaction, work environment, compensation and benefits, work-life balance and employee recognition) were successfully identified and measured as significant contributors towards employee retention of selected private healthcare in Malaysia. A quantitative study was conducted via survey for obtaining primary data and information needed. There were 123 respondents and data were collected from the selected private hospitals in Sarawak, Malaysia. Based on rigorous reviewing of the literature, instrument designing and subsequent pilot testing, the study identified six (6) hypotheses which are tested using statistical technique SPSS version 26. The outcome revealed that employee recognition, with the unstandardized coefficients Beta value of 0.359 followed by job satisfaction with a Beta value of 0.295 was a supported and stronger predictor in influencing employees’ retention in the private hospitals. Other determinants like working environment, compensation and benefits and work-life balance were not strongly supported however been highlighted by respondents as important factors too. Moreover, some unique factors like training and development, fairness, leadership skills among leaders or managers and hospital facilities and equipment were highlighted by respondents in this study and these factors are regarded as crucial for getting management attention in retaining the talents in the hospitals. This study also contributes both theoretical and empirical value to private healthcare in retaining talent through building trust in their employees and having immense credibility of leaders with a long-term win-win employee relationship.&lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;JEL: E24; J24; I10&lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/edu_01/0917/a.php" alt="Hit counter" /&gt;&lt;/p&gt;