Factors Affecting Nurse Retention in A Private Healthcare System in Malaysia
Dublin Core
Title
Factors Affecting Nurse Retention in A Private Healthcare System in Malaysia
Subject
intent to leave, job satisfaction, nurses, nurse retention, organizational commitment, quality of care
Description
Nurse retention has become increasingly challenging in the post-pandemic era, particularly for private hospitals. This
study aimed to identify the significant predictors of nurse retention in selected private hospitals in Malaysia. A
quantitative, descriptive, cross-sectional design was employed. A pre-validated, self-administered questionnaire, distributed via Google Forms, was used for data collection. The respondents included 532 registered nurses employed at three
private hospitals in Malaysia. Data analysis was conducted using descriptive statistics and correlation studies, including
Spearman’s rho and multiple regression analysis. Among the participants, 54% reported good job satisfaction, 27.37%
expressed organizational commitment, 25.97% were satisfied with human resource practices, and 48.41% intended to
remain with their current organization. The findings revealed a strong positive correlation between nurse retention, organizational commitment, human resource practices, and job satisfaction. Multiple regression analysis indicated that job
satisfaction was the most significant predictor of nurse retention (F (1) = 285.334, p (.000) < .05, R2 = 0.354), followed
by human resource practices and organizational commitment. These results suggest that job satisfaction is the primary
factor influencing nurse retention in private healthcare settings. Therefore, hospitals must implement strategies to enhance
employees’ job satisfaction. Human resource management must also establish clear policies on remuneration, career
development, and employee promotion to improve nurse retention
study aimed to identify the significant predictors of nurse retention in selected private hospitals in Malaysia. A
quantitative, descriptive, cross-sectional design was employed. A pre-validated, self-administered questionnaire, distributed via Google Forms, was used for data collection. The respondents included 532 registered nurses employed at three
private hospitals in Malaysia. Data analysis was conducted using descriptive statistics and correlation studies, including
Spearman’s rho and multiple regression analysis. Among the participants, 54% reported good job satisfaction, 27.37%
expressed organizational commitment, 25.97% were satisfied with human resource practices, and 48.41% intended to
remain with their current organization. The findings revealed a strong positive correlation between nurse retention, organizational commitment, human resource practices, and job satisfaction. Multiple regression analysis indicated that job
satisfaction was the most significant predictor of nurse retention (F (1) = 285.334, p (.000) < .05, R2 = 0.354), followed
by human resource practices and organizational commitment. These results suggest that job satisfaction is the primary
factor influencing nurse retention in private healthcare settings. Therefore, hospitals must implement strategies to enhance
employees’ job satisfaction. Human resource management must also establish clear policies on remuneration, career
development, and employee promotion to improve nurse retention
Creator
Zarin Ikmal Zan Mohd Zain, Annamma Kunjukunju, Goventhamma Subramaniam, Nur Izzana Tajuddin
Source
DOI: 10.7454/jki.v28i1.1406
Publisher
Universitas Indonesia
Date
2025
Contributor
Sri Wahyuni
Rights
pISSN 1410-4490; eISSN 2354-9203
Format
PDF
Language
English
Type
Text
Files
Collection
Citation
Zarin Ikmal Zan Mohd Zain, Annamma Kunjukunju, Goventhamma Subramaniam, Nur Izzana Tajuddin, “Factors Affecting Nurse Retention in A Private Healthcare System in Malaysia,” Repository Horizon University Indonesia, accessed February 21, 2026, https://repository.horizon.ac.id/items/show/10968.