Tesi etd-09302025-181805
Link copiato negli appunti
Tipo di tesi
Corso di Dottorato (D.M.226/2021)
Autore
AWAN, FAZAL HUSSAIN
URN
etd-09302025-181805
Titolo
Between Home and Health: Understanding the Work-Family Conflict and Job Embeddedness in Healthcare Professional’s Turnover Intention
Settore scientifico disciplinare
SECS-P/08
Corso di studi
Ph.D. in Health Science, Technology and Management - Ph.D. in Health Science, Technology and Management
Relatori
relatore Dott. BELLE', NICOLA
Parole chiave
- Turnover Intention
- Healthcare Professionals
- Work-Family Conflict
- Job Embeddedness
- working conditons
- job satisfaction
- Bureaucracy
- Organizaitonal Attachment
- Management Support
Data inizio appello
31/03/2026;
Disponibilità
parziale
Riassunto analitico
Turnover intentions among healthcare workers have emerged as a key global concern, influencing workforce stability, organizational performance, and patient outcomes. This dissertation takes a multi-study method to analyze the drivers of turnover intention, combining structural, social, and psychological aspects across different healthcare environments. This thesis looked at what affects healthcare workers staying in their jobs by using important theories like the job demands-resources model, conservation of resources theory, job embeddedness theory, and social exchange theory.
Study 1 presents a systematic literature review following PRISMA guidelines, examining 45 research studies published between 2021 and 2024. The findings reveal that turnover intention is influenced by a sequence of individual, organizational, and environmental factors, including burnout, organizational culture, leadership styles, job satisfaction, and work-family conflict. This review also highlighted the intensifying impact of the COVID-19 pandemic, as well as the role of workplace stressors such as excessive workload, emotional exhaustion, and workplace violence in increasing turnover intention.
Study 2 expands this investigation via a second systematic review concentrating on the interplay between work–family conflict, job embeddedness, and turnover intention. Based on 42 studies published between 2000 and 2024, the findings indicated that work-family conflict significantly increases turnover intention, particularly among female healthcare workers and caregivers. In contrast, job embeddedness through strong social ties, organizational fit, and perceived sacrifices acts as a protective mechanism. This study further emphasized the importance of family-friendly policies, flexible work arrangements, and career development opportunities for reducing turnover intentions.
Study 3 empirically investigates these relationships using survey data collected from 360 healthcare professionals in public hospitals in Pakistan. By using confirmatory factor analysis and structural equation modeling, the study demonstrates that both work-family conflict and family-work conflict significantly increased turnover intention. However, job embeddedness negatively moderates this relationship and reduces employee,s turnover intentions. These findings provide empirical support for the buffering role of job embeddedness in high-stress healthcare environments.
Study 4 examines turnover intention in the Italian healthcare context, specifically within national health services. This study used the dataset of 26,577 healthcare professionals from the 2023 Organizational Climate Survey conducted by the Sant'Anna School of Advanced Studies, this study employed multiple regression analysis to identify key predictors of turnover intention. The results indicated that personal fulfillment, job satisfaction, and organizational attachment are the strongest protective factors, while administrative burden and certain working conditions are positively associated with turnover intention. The model explains 37.3% of the variance, and findings remain consistent across gender and professional groups.
Overall, this study demonstrates that turnover intention among healthcare professionals is shaped by a complex interaction of work-related stressors, organizational environments, and individual-level psychological factors. The findings also highlight the importance of reducing work-family conflict, strengthening job embeddedness, improving working conditions, and fostering supportive organizational climates. By integrating evidence from systematic reviews and empirical analyses across different contexts, this study provides valuable theoretical, policy, and practical insights to support healthcare professional’s retention and enhance the sustainability of healthcare systems.
Study 1 presents a systematic literature review following PRISMA guidelines, examining 45 research studies published between 2021 and 2024. The findings reveal that turnover intention is influenced by a sequence of individual, organizational, and environmental factors, including burnout, organizational culture, leadership styles, job satisfaction, and work-family conflict. This review also highlighted the intensifying impact of the COVID-19 pandemic, as well as the role of workplace stressors such as excessive workload, emotional exhaustion, and workplace violence in increasing turnover intention.
Study 2 expands this investigation via a second systematic review concentrating on the interplay between work–family conflict, job embeddedness, and turnover intention. Based on 42 studies published between 2000 and 2024, the findings indicated that work-family conflict significantly increases turnover intention, particularly among female healthcare workers and caregivers. In contrast, job embeddedness through strong social ties, organizational fit, and perceived sacrifices acts as a protective mechanism. This study further emphasized the importance of family-friendly policies, flexible work arrangements, and career development opportunities for reducing turnover intentions.
Study 3 empirically investigates these relationships using survey data collected from 360 healthcare professionals in public hospitals in Pakistan. By using confirmatory factor analysis and structural equation modeling, the study demonstrates that both work-family conflict and family-work conflict significantly increased turnover intention. However, job embeddedness negatively moderates this relationship and reduces employee,s turnover intentions. These findings provide empirical support for the buffering role of job embeddedness in high-stress healthcare environments.
Study 4 examines turnover intention in the Italian healthcare context, specifically within national health services. This study used the dataset of 26,577 healthcare professionals from the 2023 Organizational Climate Survey conducted by the Sant'Anna School of Advanced Studies, this study employed multiple regression analysis to identify key predictors of turnover intention. The results indicated that personal fulfillment, job satisfaction, and organizational attachment are the strongest protective factors, while administrative burden and certain working conditions are positively associated with turnover intention. The model explains 37.3% of the variance, and findings remain consistent across gender and professional groups.
Overall, this study demonstrates that turnover intention among healthcare professionals is shaped by a complex interaction of work-related stressors, organizational environments, and individual-level psychological factors. The findings also highlight the importance of reducing work-family conflict, strengthening job embeddedness, improving working conditions, and fostering supportive organizational climates. By integrating evidence from systematic reviews and empirical analyses across different contexts, this study provides valuable theoretical, policy, and practical insights to support healthcare professional’s retention and enhance the sustainability of healthcare systems.
File
| Nome file | Dimensione |
|---|---|
Ci sono 1 file riservati su richiesta dell'autore. |
|