Theses & Dissertations

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https://hdl.handle.net/20.500.14170/188

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Browsing Theses & Dissertations by Author "Abderrahmane Baddou"
  • Publication
    The human resource practices and self-efficacy on turnover intention: career commitment as a moderator
    ( 2023)
    Abderrahmane Baddou
    The overall health of people is influenced by the healthcare system in every nation. This means that a healthcare system that is both robust and equitable will enhance people's quality of life, leading to economic growth. In line with this, public hospitals serve as the foundation of the healthcare system in all countries, including Algeria. However, one of the most serious issues confronting the Algerian healthcare system is the high rate of doctor turnover. Therefore, it is important to address the issue of doctors’ turnover in Algeria. Doctors' dissatisfaction with existing human resource (HR) practices, such as no provision for job design, organisational safety and training, and lack of self-efficacy, could lead to doctors' turnover. Thus, the focus of this study is to investigate the effect of HR practices, focusing specifically on examining the effects of job design, organisational safety, training, and a lack self-efficacy on doctors’ turnover intention. This study integrated two theories, namely, the Social Cognitive Career Theory, and the Social Exchange Theory, to support the effects of the variables (job design, organisational safety, training, self-efficacy, and career commitment) on doctors’ turnover intention. A total of 563 questionnaires were returned, but only 562 could be used. Data analysis was done using the Structural Equation Modelling (SEM)-Partial Least Squares (PLS) method. The results of the study revealed a negative significant effect of job design, organisational safety, training, and self-efficacy on doctors’ turnover intention. The study also showed that the influence of career commitment as a moderator was negatively significant in strengthening the effects of job design, training, self-efficacy, and doctors’ turnover intentions. Interestingly, career commitment did not moderate the relationship between organisational safety and turnover intention. Thus, the findings of this study can help researchers, practitioners, and policymakers in Algerian public hospitals to further understand the effects of career commitment, job design, training, and self-efficacy to deal with matters that are related to doctors’ turnover intention. At the same time, the hospital management also needs to motivate doctors to enhance their level of career commitment and self-efficacy while being doctors in the ministry. The research also discussed the theoretical and practical contributions. Therefore, the Ministry of Health (MoH) in Algeria should be encouraged to further improve its rules and regulations on designing doctors’ job descriptions and providing sufficient training to decrease the intention to leave among doctors in Algeria. The present study also highlighted the limitations and future research recommendations.
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