EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER INTENTIONS AMONG MEDICAL PRACTITIONERS

Odebiyi Itunu Iyabo

Department of Business Administration and Management

Federal Polytechnic, Bida, Nigeria

E-mail: itunuodebiyi@gmail.com

ABSTRACT

This study aims to examine the effect of human resource management practices on employee turnover intentions among medical practitioners in Nigerian public hospitals. The population of the present study consisted of 1,570 medical practitioners who work in Nigerian public health facilities in Abuja, Niger, and Nasarawa states. Also, simple random probability sampling technique was adopted. The participants returned almost all the distributed questionnaires but 310 questionnaires were valid and used for analysis with statistical package for social sciences (SPSS) used for data analysis. Results demonstrate that employee training is negatively related to turnover intentions. This suggests that a well-trained employee may wish not to leave the hospital. Also, results indicate that a fair and competitive compensation practice may discourage medical practitioners from quitting their employment. This suggests that a well-paid medical practitioner may stay longer than those who are not satisfied with their level of pay. Based on the findings of this study, it is recommended that both federal and state ministries of health need to appraise the HR policies being implemented in various government hospitals to avoid cases of brain-drain. More so, lingering issues bothering on allowances and unpaid salaries in some government-owned hospitals must be attended to. Hence, the researcher concludes that HR policies on employee training and compensation practice are relevant in mitigating turnover intentions among medical practitioners in government hospitals.

Keywords: employee turnover intentions, employee training, compensation practice, and performance appraisal.