The paradox of nurse turnover: wealth, yet inadequate compensation and high stress in Dubai’s private health-care sector

Purpose Nurse turnover is a global concern, with particular emphasis on the Gulf Cooperation Council countries, where the issue has been exacerbated by the COVID-19 pandemic. This study aims to specifically examine nurse turnover in Dubai’s private health-care sector, which presents significant challenges to both patient care quality and operational stability. The aim is to identify key factors driving turnover and provide actionable insights for health-care management to enhance nurse retention. Design/methodology/approach A case study approach was adopted, with 23 in-depth interviews conducted with nurses from a private hospital in Dubai. Thematic analysis was used to identify the core factors contributing to nurse turnover within this specific context. Findings The study identifies inadequate compensation, limited benefits and poor work–life balance as primary drivers of nurse turnover in Dubai’s private health-care sector. Notably, these factors are compounded by the unique socio-economic and institutional context of Dubai, characterised by rapid development, a highly diverse workforce and distinctive labour policies. Originality/value This research contributes to the existing literature by highlighting the unique socio-economic and institutional context of Dubai’s health-care system. The study extends existing turnover models to reflect Dubai’s specific challenges and provides practical implications for health-care managers to develop effective retention strategies that address these contextual factors.