INFLUENCE OF HRM PRACTICES ON TURNOVER INTENTION: EXPLORING WORK ENGAGEMENT AS A MEDIATOR IN PAKISTAN'S HEALTHCARE SECTOR

Abstract

This paper examines how HRM practices contribute to employee retention based on the mediating role of job engagement. The respondents were from various hospitals in Pakistan which include; Aga Khan University Hospital (AKUH), Shaukat Khanum Memorial Cancer Hospital and Indus hospital. A sample size of 104 employees at different hierarchal levels completed a structured questionnaire that was designed to be comprehensive. Using SPSS and SmartPLS, the analysis revealed that HRM practices are negatively related with turnover intention and positively correlated with job engagement. The findings indicate that when they are satisfied with their compensation package or have received fair performance reviews, workers tend to be more engaged and less likely to leave their jobs. Moreover, it was found out that there is no significant mediation effect of work engagement between HRM practices and turnover intention. This suggests that whilst HRM processes directly impact retention, engagement needs other approaches for use as leverage against high staff turnover in this sector. Inclusive and open HR practices are strategically important for Pakistan’s healthcare industry because they raise staff satisfaction and enhance organizational durability.