Retaining Caregivers: Human Resource Architecture and Female Nurse Retention in Ghana’s Christian Hospitals, Sub-Saharan Africa
Abstract
Objectives: The paper examines the effect of HR architecture through High Performance Work Systems practices on turnover intention of nurses. This research is significant because keeping skilled health professionals in the healthcare sector in Sub-Saharan Africa is a key issue. Prior Work: The research is premised on the theories of Social Exchange, Job Demands-Resources, and Resource-Based. The study contributes to the extant literature on strategic human resource management by assessing the effects of organizational support and HPWS practices in the healthcare industry. Approach: Partial Least Squares Structural Equation Modeling was used to analyze the cross-sectional data gathered from 194 respondents, Results: The considerable impact of compensation and rewards, job security, and training and development on turnover intention was demonstrated. Performance management did not have a significant effect on turnover intention. Perceived organizational support enhances the impact of essential HRM practices in retention. Implications: The importance of organizational climate and human resource management strategies in retaining health workers is stressed. Value: This study adds value to the field of strategic human resource management through the findings gained from the healthcare industry of Sub-Saharan Africa. The study’s novelty is that it merges supportive organizational culture and high-performance work systems to understand employee retention.
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