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This study presents a quantitative analysis of the strategic role of job embeddedness on turnover intention among nurses in selected healthcare centres in urban Accra, Ghana. Focusing on both on-the-job and off-the-job embeddedness, the study aims to develop a predictive model as a complement to evidence-based policies on human resources to help improve the existing retention of nurses in the healthcare sector. A sample of 276 nurses was randomly selected to participate in the study. Structured questionnaires were administered through digital formats to enable selected respondents to provide data for analyses. The authors employed descriptive statistics in SPSS Version 28 to analyse the data, while Structural Equation Modelling with SmartPLS 3.0 was used to assess the relationships among the variables. By adopting an ecosystem and strategic perspective, this paper considers the role of on-the-job embeddedness as a vital stability mechanism in healthcare systems. Conversely, off-the-job embeddedness emerged as a comparatively weaker influence. The results underscore the need to improve organisational embeddedness as a strategic approach to curtail turnover and enhance healthcare service within healthcare facilities in Ghana.

Concerns about nurse attrition are mounting. Despite this, limited empirical evidence exists on how different dimensions of burnout and institutional support interact in this context. This study investigates how burnout influences nurses’ turnover intention (TI) in urban Ghana and examines whether institutional support mitigates this relationship. A cross-sectional survey design was employed to collect data from 245 nurses across five Christian-based hospitals. Primary data is analysed and aided by the Partial Least Squares Structural Equation Modelling (PLS-SEM) in addition to conducting direct evaluation to assess the moderating influences. The findings revealed that emotional exhaustion has a significant impact on TI, whereas depersonalisation has no direct effect. Institutional support also significantly reduces TI. In addition, emotional support strongly moderates the link between emotional exhaustion and TI, while access to resources partially moderates the effect of depersonalisation. The study shows that the negative effects of burnout on TI can be reduced through strong institutional support systems. The outcomes reinforce the applicability of Job Demands-Resources and Social Exchange theories and recommend more investment in both tangible resources and emotional support mechanisms to enhance nurse retention in high-demand urban healthcare ecosystems.

Job satisfaction is essential in hospitals for professional nurses to provide quality healthcare services. Job satisfaction of professional nurses contributes to their retention in public hospitals. This study assessed the job satisfaction of professional nurses in public hospitals in the Eastern Cape Province, South Africa. A qualitative case study approach was utilised, collecting data through a combination of in-depth interviews with management and shop stewards, and focus group discussions with professional nurses across three public hospitals in the Eastern Cape Province, South Africa. The interviews and focus group discussions were audio-recorded and transcribed verbatim. The data was analysed thematically. The following three themes emerged from the focus group discussions and interviews: passion for their jobs or profession, professional development opportunities, and a sense of appreciation and satisfaction that influenced professional nurses to continue working in public hospitals. The study further revealed that professional nurses were dissatisfied due to inadequate resources and working conditions, which prevented them from providing high-quality, comprehensive patient care. Job satisfaction is detrimental to staff retention and the provision of quality healthcare services in the South African public healthcare system. It is therefore essential that appropriate mechanisms are put in place to improve professional nurses' job satisfaction in public hospitals, as failure to do so will have a detrimental effect. Authorities should listen to and address professional nurses’ concerns to improve the quality of care in public hospitals.

This study presents a quantitative analysis of the strategic role of job embeddedness on turnover intention among nurses in selected healthcare centres in urban Accra, Ghana. Focusing on both on-the-job and off-the-job embeddedness, the study aims to develop a predictive model as a complement to evidence-based policies on human resources to help improve the existing retention of nurses in the healthcare sector. A sample of 276 nurses was randomly selected to participate in the study. Structured questionnaires were administered through digital formats to enable selected respondents to provide data for analyses. The authors employed descriptive statistics in SPSS Version 28 to analyse the data, while Structural Equation Modelling with SmartPLS 3.0 was used to assess the relationships among the variables. By adopting an ecosystem and strategic perspective, this paper considers the role of on-the-job embeddedness as a vital stability mechanism in healthcare systems. Conversely, off-the-job embeddedness emerged as a comparatively weaker influence. The results underscore the need to improve organisational embeddedness as a strategic approach to curtail turnover and enhance healthcare service within healthcare facilities in Ghana.

Concerns about nurse attrition are mounting. Despite this, limited empirical evidence exists on how different dimensions of burnout and institutional support interact in this context. This study investigates how burnout influences nurses’ turnover intention (TI) in urban Ghana and examines whether institutional support mitigates this relationship. A cross-sectional survey design was employed to collect data from 245 nurses across five Christian-based hospitals. Primary data is analysed and aided by the Partial Least Squares Structural Equation Modelling (PLS-SEM) in addition to conducting direct evaluation to assess the moderating influences. The findings revealed that emotional exhaustion has a significant impact on TI, whereas depersonalisation has no direct effect. Institutional support also significantly reduces TI. In addition, emotional support strongly moderates the link between emotional exhaustion and TI, while access to resources partially moderates the effect of depersonalisation. The study shows that the negative effects of burnout on TI can be reduced through strong institutional support systems. The outcomes reinforce the applicability of Job Demands-Resources and Social Exchange theories and recommend more investment in both tangible resources and emotional support mechanisms to enhance nurse retention in high-demand urban healthcare ecosystems.

Job satisfaction is essential in hospitals for professional nurses to provide quality healthcare services. Job satisfaction of professional nurses contributes to their retention in public hospitals. This study assessed the job satisfaction of professional nurses in public hospitals in the Eastern Cape Province, South Africa. A qualitative case study approach was utilised, collecting data through a combination of in-depth interviews with management and shop stewards, and focus group discussions with professional nurses across three public hospitals in the Eastern Cape Province, South Africa. The interviews and focus group discussions were audio-recorded and transcribed verbatim. The data was analysed thematically. The following three themes emerged from the focus group discussions and interviews: passion for their jobs or profession, professional development opportunities, and a sense of appreciation and satisfaction that influenced professional nurses to continue working in public hospitals. The study further revealed that professional nurses were dissatisfied due to inadequate resources and working conditions, which prevented them from providing high-quality, comprehensive patient care. Job satisfaction is detrimental to staff retention and the provision of quality healthcare services in the South African public healthcare system. It is therefore essential that appropriate mechanisms are put in place to improve professional nurses' job satisfaction in public hospitals, as failure to do so will have a detrimental effect. Authorities should listen to and address professional nurses’ concerns to improve the quality of care in public hospitals.