Labor Flexibility, Organizational Commitment, and Employee Turnover in a Healthcare Facility, Chimbote – 2024

The research analyzed the relationship between labor flexibility, organizational commitment, and employee turnover in a healthcare facility in Chimbote, 2024. It was applied research with a quantitative approach, non-experimental cross-sectional design, and correlational scope, with a population of 170 employees. The results revealed a significant positive correlation between labor flexibility and organizational commitment, while significant negative correlations were observed between organizational commitment and turnover, as well as between labor flexibility and turnover. Most employees perceive moderate labor flexibility (55.9%) and moderate organizational commitment (61.9%). Turnover is generally considered moderate (44.9%). The ordinal regression indicates that labor flexibility and organizational commitment explain 28.1% of the variance in turnover; however, low labor flexibility increases turnover, while organizational commitment does not significantly influence it. Furthermore, the dimensions of labor flexibility are positively correlated with organizational commitment and negatively with turnover, while the dimensions of organizational commitment are negatively correlated with turnover, except for normative commitment, which does not show a significant relationship. Therefore, it is highlighted that labor flexibility strengthens organizational commitment and reduces employee turnover. A flexible environment and employee commitment are key to promoting loyalty and talent retention, thus contributing to a more stable and sustainable organization. However, the study is limited to a single private healthcare facility, which may affect the generalizability of the findings. Future research could examine similar relationships in public institutions or multiple regions to broaden the applicability of the results. Received: 20 November 2024 / Accepted: 18 June 2025 / Published: 05 July 2025