Nursing shortage is not something new and it is now becoming more and more serious issue worldwide (Omar, Marhana, Halim & Johari, 2012). Researchers had identified that main factor contributing to the shortage is because nurses are leaving to developed countries for higher salary and compensations. According to Auerbach, Buerhaus & Straiger (2007), in order to stabilize nursing workforce the healthcare organization need to have a proper recruitment and retention program. There is no doubt that by hiring nurses will be a solution to the problem but then it is only for short term measures. The best strategy is to retain the nurses as the main objective of any healthcare industry is to deliver high quality care and cost effective (Siew, Chitpakdee
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there are several studies done that had touched on the employee retention but the major part of it was talking more on job satisfaction and stress. There is a limitation on all the previous study as there were inconsistent in the finding that determines employee retentions (Tourangeau, Cummings, Cranley, Ferron & Harvey, 2010). There are many studies pertaining to nurses retention that had been carried out in other countries but as for Malaysia the studies are mainly on medical staffs not on nurses such as ‘Pre-hospital Emergency medical Service Personnel (Said, Sukonthasam, Chanpransit & Wangsrikhu, 2014) and ‘Public Sector health Workforce (Roslan, Hazilah, Filzatun & Azahadi, 2014). Since nurses are the most vital personal in any healthcare organization, thus it is essential to conduct a study to fill the gap. Sadly there is no single study that had purposed the framework that has the combination of job burnout, human resource practice and organizational commitment towards the retention of nurses in the Malaysia nursing industry (AlBattat & Mat Som, 2013). The researcher believes that by conducting this study will reflect on the consequences of job burnout, human resource practice and organizational commitment in her own current organization. the researcher choose to do this study as it would at least allow the management and the
there are several studies done that had touched on the employee retention but the major part of it was talking more on job satisfaction and stress. There is a limitation on all the previous study as there were inconsistent in the finding that determines employee retentions (Tourangeau, Cummings, Cranley, Ferron & Harvey, 2010). There are many studies pertaining to nurses retention that had been carried out in other countries but as for Malaysia the studies are mainly on medical staffs not on nurses such as ‘Pre-hospital Emergency medical Service Personnel (Said, Sukonthasam, Chanpransit & Wangsrikhu, 2014) and ‘Public Sector health Workforce (Roslan, Hazilah, Filzatun & Azahadi, 2014). Since nurses are the most vital personal in any healthcare organization, thus it is essential to conduct a study to fill the gap. Sadly there is no single study that had purposed the framework that has the combination of job burnout, human resource practice and organizational commitment towards the retention of nurses in the Malaysia nursing industry (AlBattat & Mat Som, 2013). The researcher believes that by conducting this study will reflect on the consequences of job burnout, human resource practice and organizational commitment in her own current organization. the researcher choose to do this study as it would at least allow the management and the