TURNOVER INTENTION AMONG COMMUNITY PHARMACISTS IN THE MALAYSIAN NORTHERN REGION

Abstract

Turnover is a challenging issue for many organizations. Turnover caused organization suffer a loose of competent employees as well as costs associated with employee turnover and hiring new employees. High turnover among community pharmacists presents a significant concern due to its potential negative impact on the quality of pharmaceutical care and patient safety. Addressing this issue requires a thorough investigation of turnover intention, as it has been found to be positively associated with actual turnover. Turnover intention, although not synonymous with immediate departure, serves as a critical indicator of an employee's inclination to leave their current position. Therefore, the purpose of this study was to examine the job satisfaction, organizational commitment, job stress, perceived organizational support, career commitment, and work climate that affect turnover intention among community pharmacists in northern region of Malaysia. The meaningfulness of work was added as mediator. A quantitative study was conducted with 228 community pharmacists who participated in this study voluntarily. The data collection based on self-administered questionnaire. The findings emphasize the critical role of job satisfaction, organizational commitment, job stress and career commitment in influencing turnover intention. However, perceived organizational support and work climate were not significant with turnover intention. The insights offered by this research are valuable for top management in community pharmacies, providing them with the necessary knowledge to formulate effective strategies for managing employee turnover intention. Implementing these strategies can foster a more stable and engaged workforce, ultimately benefiting both employees and the organization as a whole.