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Determinants of employee turnover in U.S. healthcare organizations: A multi-level quantitative analysis
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School of Business |
Master's thesis
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en
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51
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Abstract
Employee turnover is a critical challenge in the U.S. healthcare sector, affecting organizational performance and workforce stability. This thesis examined factors associated with employee turnover in private healthcare organizations between 2005 and 2023. The study conducted multiple linear regressions and utilized a quantitative retrospective design alongside multilevel approach, incorporating macroeconomic, organizational and demographic perspectives.
Results demonstrated that lower unemployment and weaker wage incentives are associated with higher turnover, consistent with prior literature. Larger firms experienced lower turnover, further aligning with previous findings, whereas CEO characteristics did not significantly predict employee exits. Demographically, turnover was highest among younger and less educated employees, supporting Human Capital Theory, while gender differences remained negligible.
By integrating macroeconomic, organizational and demographic factors, this thesis provides a more comprehensive understanding of the employee turnover dynamics compared to previous research in the healthcare sector, which has predominantly examined individual perspectives with qualitative survey methods. Ultimately, the findings suggest that policymakers and organizations should target retention strategies towards young and less educated employees during low unemployment conditions, invest in career development, subsidize smaller firms and ensure that compensation remains attractive to retain the valuable healthcare workers.