Reducing Turnover through Empowerment: The Role of Training and Development in Enhancing Job Satisfaction of Nurses in Multi-Specialty Private Hospitals

The purpose of this study was to investigate the impact of training and development practices on job satisfaction and turnover intention among nursing staff in private multi-specialty hospitals in Karnal district, Haryana. The study addresses a critical issue in healthcare management—how to retain skilled nursing professionals in a competitive and high-pressure work environment. The research problem was grounded in the observation that despite access to training, many nurses continue to express dissatisfaction and consider leaving their current roles, prompting a deeper examination of the effectiveness of development strategies in influencing retention. A quantitative research design was employed, using a structured questionnaire distributed to 519 nursing professionals. Data were analyzed through descriptive statistics, One-Way ANOVA, and Structural Equation Modeling (SEM) to assess relationships among training satisfaction, job satisfaction, and turnover intention. The findings revealed that training and development significantly enhance job satisfaction, which in turn reduces turnover intention. SEM results confirmed that job satisfaction acts as a partial mediator between training and turnover. One-Way ANOVA further indicated statistically significant differences in job satisfaction across training levels. The study has important practical implications for hospital administrators and human resource professionals. It highlights the need for structured, relevant, and empowering training programs as strategic tools for enhancing employee engagement and reducing staff attrition. By investing in continuous professional development, hospitals can build a more stable, satisfied, and high-performing nursing workforce.