Job Satisfaction and Turnover Intentions: An Organizational Psychology Study of Healthcare Workers

This study investigates the relationship between job satisfaction and turnover intentions among healthcare workers, a group often exposed to high occupational stress and systemic challenges. Drawing on organizational psychology frameworks, the research employed a cross-sectional empirical design with a sample of 180 participants representing doctors, nurses, allied health professionals, administrative personnel, and support staff across government, private, and community healthcare institutions. Data were collected using a structured questionnaire and semi-structured interviews, covering dimensions of job satisfaction, organizational climate, stress and well-being indicators, and turnover intentions. Descriptive and inferential statistical analyses revealed moderate overall job satisfaction (M = 3.3) but notable dissatisfaction in areas such as pay, work–life balance, and growth opportunities. Turnover intentions were moderately high, with 31.1% of respondents reporting a strong likelihood of leaving their current organization, primarily due to inadequate pay, workload-related burnout, and limited career advancement. The findings underscore the multidimensional nature of turnover, shaped by both extrinsic and intrinsic factors. The study concludes that healthcare organizations must adopt holistic interventions, including improved compensation, supportive supervision, and career development pathways, to strengthen employee retention and enhance organizational stability.