ISSN: 2222-6990
Open access
The private healthcare sector in Malaysia, particularly in Selangor, faces significant workforce retention challenges, exacerbating operational inefficiencies and threatening the quality of patient care. High turnover among healthcare professionals necessitates a deeper understanding of the motivational factors that drive long-term commitment. This study investigates the relationship between key motivating factors and employee retention, with job satisfaction posited as a critical mediating variable. A cross-sectional study was conducted with 250 healthcare professionals (doctors, nurses, pharmacists, and physiotherapists) from private hospitals in Selangor. Data were collected using validated questionnaires measuring five motivating factors (Working Environment, Compensation and Benefits, Training and Development, Promotion and Recognition, and Leadership), Job Satisfaction, and Employee Retention. Statistical analyses, including correlation, regression, and moderation analysis, were employed to test the hypotheses. The findings revealed that Compensation and Benefits (? = 0.142, p = 0.046) and Promotion and Recognition (? = 0.253, p = 0.003) were the only motivating factors with a significant direct impact on employee retention. Job Satisfaction was found to have a considerable positive influence on retention (p = 0.005) and to moderate the effects of several motivating factors significantly. However, factors such as the Working Environment, Training and Development, and Leadership did not exhibit a direct significant relationship with retention. The study concludes that in the context of Selangor's private healthcare sector, tangible rewards and clear career advancement opportunities are the paramount drivers of employee retention. While job satisfaction plays a crucial reinforcing role, it does not universally mediate all motivational pathways. These findings suggest that hospital administrators and policymakers should prioritise competitive, equitable compensation structures and implement structured recognition and promotion systems as cornerstones of their retention strategies to ensure a stable, sustainable healthcare workforce.
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