Turnover Intentions and Effects on the Health Sector in Zimbabwe

This study investigates turnover intentions and their effects on the health sector in Harare Metropolitan Province, Zimbabwe. The research explores the prevalence, underlying causes, and consequences of turnover intention among healthcare professionals working in public health facilities. Using a qualitative approach, data were collected through structured questionnaires administered to a purposively selected sample of 50 health workers, including doctors, nurses, and primary healthcare providers. The findings reveal a high prevalence of turnover intention, primarily driven by factors such as insufficient medication, low salaries, poor working conditions, limited career advancement, inadequate management support, and job dissatisfaction. The study also highlights the negative impact of turnover intention on healthcare service delivery, including increased workload for remaining staff, reduced patient care quality, low staff morale, and heightened operational costs. Respondents unanimously acknowledged the economic and social disruptions caused by staff turnover, emphasizing its adverse effect on institutional knowledge and healthcare outcomes. Based on the findings, the study recommends improved compensation, better working environments, enhanced professional development opportunities, and stronger leadership as strategies to curb turnover intentions. The study concludes by calling for further research into the long-term impact of staff retention interventions and comparisons between public and private sector healthcare settings in Zimbabwe.

Education

1. Ajzen, I., (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), pp.179-211. [Google Scholar] [Crossref]

2. Antonenko, P.D., (2015). The instrumental value of conceptual frameworks in educational technology research. Educational Technology Research and Development, 63, pp.53-71. [Google Scholar] [Crossref]

3. Best, J., & Khan, J. (1995). Research in Education. Pearson. [Google Scholar] [Crossref]

4. Brookfield H. B. (1998).The impact of flexible benefits plans on job satisfaction, organizational commitment and turnover intention”, Benefits Quarterly, 10 (1):84-90 [Google Scholar] [Crossref]

5. Brookfield, S. D. (1998). Developing critical thinkers: Challenging adults to explore alternative ways of thinking and acting. San Francisco, CA: Jossey-Bass. [Google Scholar] [Crossref]

6. Bryant, O.A., (2018). Employee turnover in the long-term care industry using Herzberg’s motivation-hygiene theory. International Journal of Academic Research in Business and Social Sciences, 8(4), pp.57-76. [Google Scholar] [Crossref]

7. Buchan, J., & Calman, L. (2004). The global shortage of registered nurses: An overview of issues and actions. International Council of Nurses. Retrieved from https://www.icn.ch [Google Scholar] [Crossref]

8. Chiat, L.C. and Panatik, S.A., (2019). Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology, 1(2), pp.10-15. [Google Scholar] [Crossref]

9. Cranny, C. J., Smith, P. C., & Stone, E. F. (1992). Job satisfaction: How people feel about their jobs and how it affects their performance. New York, NY: Lexington Books. [Google Scholar] [Crossref]

10. Demir, A. (2002). Job satisfaction of nurses working at Turkish hospitals. Journal of Nursing Management, 10(1), 25–30. https://doi.org/10.1046/j.0966-0429.2001.00204.x [Google Scholar] [Crossref]

11. Docquier, F., (2006). Brain drain and inequality across nations. [Google Scholar] [Crossref]

12. Dzvairo, T., (2023). Unpacking the effects of high staff turnover in Zimbabwean government hospitals. Am J Multidiscip Res Innov, 2(2), pp.51-57. [Google Scholar] [Crossref]

13. Figueroa, C.A., Harrison, R., Chauhan, A. and Meyer, L., (2019). Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC health services research, 19, pp.1-11. [Google Scholar] [Crossref]

14. Gebrekidan, A.Y., Enaro, E.Y., Azeze, G., Adella, G.A., Kassie, G.A., Haile, K.E. and Asgedom, Y.S., (2023). Turnover intention among healthcare workers in Ethiopia: a systematic review and meta-analysis. BMJ open, 13(5), p.e067266. [Google Scholar] [Crossref]

15. Gusar, I., Šijan, D., Sorić, T., Šare, S., Županović, M. and Ljubičić, M., (2025). Predictors of Croatian nurses' turnover intention: A cross-sectional study. Health policy, 151, p.105198. [Google Scholar] [Crossref]

16. Hayes, L. J., O'Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., ... & North, N. (2006). Nurse turnover: A literature review. International Journal of Nursing Studies, 43(2), 237–263. https://doi.org/10.1016/j.ijnurstu.2005.02.007 [Google Scholar] [Crossref]

17. Lee, J., (2008). Effects of leadership and leader‐member exchange on innovativeness. Journal of managerial psychology, 23(6), pp.670-687. [Google Scholar] [Crossref]

18. Leedy, P.D., (1980). Practical Research Planning and Design Macmillan Publishing Co. New York. [Google Scholar] [Crossref]

19. Lopes Morrison, R., (2005). Informal relationships in the workplace: Associations with job satisfaction, organisational commitment and turnover intentions (Doctoral dissertation, Massey University). [Google Scholar] [Crossref]

20. Lopes, P.N., Salovey, P., Côté, S., Beers, M. and Petty, R.E., (2005). Emotion regulation abilities and the quality of social interaction. Emotion, 5(1), p.113. [Google Scholar] [Crossref]

21. Manda, S., (2023). COVID-19, livelihoods and gender: material, relational and subjective realities in rural Zambia. World Development Perspectives, 32, p.100547. [Google Scholar] [Crossref]

22. Mendes, F. and Stander, M.W., (2011). Positive organisation: The role of leader behaviour in work engagement and retention. SA Journal of Industrial Psychology, 37(1), pp.1-13. [Google Scholar] [Crossref]

23. Mitchell, T.R. and James, L.R., (2001). Building better theory: Time and the specification of when things happen. Academy of Management Review, 26(4), pp.530-547. [Google Scholar] [Crossref]

24. Mobley, W.H., (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), p.237. [Google Scholar] [Crossref]

25. Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6(3), 209–225. https://doi.org/10.1007/BF01419445 [Google Scholar] [Crossref]

26. Mutsau, S., (2016). The Health Sector’s Response to the Impact of Hyperinflation. Economic Management in a Hyperinflationary Environment: The Political Economy of Zimbabwe, 1980-2008, p.428. [Google Scholar] [Crossref]

27. Nanayakkara, M.K.N.P. and Dayarathna, N.W.K.D.K., (2016). Application of Herzberg’s two factor theory of motivation to identify turnover intention of the non-executive level employees in selected super markets in Colombo, Sri Lanka. [Google Scholar] [Crossref]

28. Odon, H. D., Lounsbury, J. W., & Gibson, L. W. (1990). Personal and organizational factors in job satisfaction and turnover intentions of information systems professionals. Journal of Management Information Systems, 7(1), 195–212. [Google Scholar] [Crossref]

29. Ohunakin, F., Adeniji, A. and Oludayo, O., (2018). Perception of frontline employees towards career growth opportunities: Implications on turnover intention. Business: Theory and Practice, 19, pp.278-287. [Google Scholar] [Crossref]

30. Poon, Y.S.R., Lin, Y.P., Griffiths, P., Yong, K.K., Seah, B. and Liaw, S.Y., (2022). A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions. Human resources for health, 20(1), p.70. [Google Scholar] [Crossref]

31. Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 600–624. https://doi.org/10.1108/EUM0000000006233 [Google Scholar] [Crossref]

32. Ren, Z., Zhang, X., Sun, Y., Li, X., He, M., Shi, H., Zhao, H., Zha, S., Qiao, S., Li, Y. and Pu, Y., (2021). Relationships of professional identity and psychological reward satisfaction with subjective well‐being among Chinese nurses. Journal of nursing management, 29(6), pp.1508-1516. [Google Scholar] [Crossref]

33. Vance, R.J., (2006). Employee engagement and commitment. SHRM foundation, 1(1), pp.1-53. [Google Scholar] [Crossref]

34. Vance, R.J., (2006). Employee engagement and commitment. SHRM foundation, 1(1), pp.1-53. [Google Scholar] [Crossref]

35. Waldman, J. D., Kelly, F., Arora, S., & Smith, H. L. (2004). The shocking cost of turnover in health care. Health Care Management Review, 29(1), 2–7. https://doi.org/10.1097/00004010-200401000-00002 [Google Scholar] [Crossref]

36. Wolfswinkel, J.F., Furtmueller, E. and Wilderom, C.P., (2013). Using grounded theory as a method for rigorously reviewing literature. European journal of information systems, 22(1), pp.45-55. [Google Scholar] [Crossref]

• Assessment of the Role of Artificial Intelligence in Repositioning TVET for Economic Development in Nigeria
• Teachers’ Use of Assure Model Instructional Design on Learners’ Problem Solving Efficacy in Secondary Schools in Bungoma County, Kenya
• “E-Booksan Ang Kaalaman”: Development, Validation, and Utilization of Electronic Book in Academic Performance of Grade 9 Students in Social Studies
• Analyzing EFL University Students’ Academic Speaking Skills Through Self-Recorded Video Presentation
• Major Findings of The Study on Total Quality Management in Teachers’ Education Institutions (TEIs) In Assam – An Evaluative Study