Role of work constraints, work-life conflicts, and verbal abuse on turnover intentions of hospitals employees in Karachi

Abstract

The study's aim is to examine the effect of work-family conflict, work constraints and VA on turnover intention. The current study used a quantitative approach to effectively generalize the results. The employees of the healthcare organization in Karachi, Pakistan, are the study's target population. Additionally, the study employed multiple linear regression analysis, together with model summary and ANOVA statistics, to test hypotheses using SPSS version 25. A survey technique was also used to gather data from a pre-selected group of respondents in order to gain knowledge. Furthermore, data was collected through convenience sampling. The study result showed that work constraint has a positive but statistically insignificant effect on TI whereas WFC also has a positive but statistically insignificant effect on TI. Likewise, VA has a positive and statistically significant effect on TI. In this way, managers of organizations should include informal work-family policies into their talent management system, such as flexibility and suggestions that help employees in balancing their responsibilities at home and at work. Increased resource scarcity and work constraints will also result in greater intentions to quit the job. Therefore, it is essential for company managers to prioritize providing opportunities for social support to all of their employees.