Turnover: Factors influencing the intentions of healthcare professionals. “Case of a healthcare establishment”

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Published Jun 1, 2025
https://doi.org/10.62438/tunismed.v103i6.5536
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Vol. 103 No. 6 (2025): Tunis Med June 2025

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Zineb Senhaji
Doctor in economics and management, attached to the University Research Laboratory in instrumentation and management of organisations - Faculty of legal, economic and social sciences, Oujda,Mohammed VI Oujda University Hospital Centre, Head of Internal Audit and Management Control, General Management,Morocco
Mohamed Rida Seghrouchni
Doctoral student in management sciences, Social Solidarity Economy and Local Development Laboratory, Faculty of Legal, Economic and Social Sciences, Mohammed 1er University - Oujda- Mohammed VI University Hospital Centre Oujda, 2nd grade Administrator attached to the Human Resources Division of the Mohamed VI University Hospital Centre Oujda, Morocco

Abstract

Introduction: The hospital sector is facing a human resources crisis marked by an increase in turnover, affecting the continuity and quality of care. This shortage of qualified personnel puts pressure on existing teams and complicates patient care. 


Aim: The goal is to determine the specific causes of healthcare professionals’ departures and identify organizational levers that could promote their retention, thereby contributing to better team stability in healthcare settings. 


Methods: A quantitative survey was supplemented by a qualitative study, using interviews and focus groups to obtain comprehensive and nuanced data on the reasons for departure. This dual approach helps to deepen the understanding of healthcare workers' perceptions. 


Results: The main reasons for leaving identified include workload overload due to staff shortages, leading to stress and burnout; limited career advancement opportunities; lack of recognition and unsatisfactory working conditions; organizational constraints, and inadequate remuneration. These factors drive many healthcare professionals to consider working in the private sector or moving abroad. To improve retention, it is essential to implement actions to stabilize teams and enhance the quality of care. 


Conclusion: In light of the human resources crisis in the hospital sector, it is imperative to adopt concrete measures to improve staff retention by offering better career prospects and optimal working conditions.

Keywords:

Turn, over , Hospital sector, Staff departures , Staff retention

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