Addressing Health Workers Shortages: The Mediation of Organizational Commitment between Supportive Work Environments and Employee Retention in Developing Economy

Abstract

Background: Globally healthcare sector faces significant challenges due to high turnover rates of competent healthcare professionals, particularly in low- and middle-income countries. Retaining proficient employees is critical for preserving service quality and organizational sustainability. This paper intended to explore how a supportive work environment can foster organizational commitment and employee retention in Nepal’s healthcare sector, addressing a gap in research on developing economies. The paper is grounded in Social Exchange Theory and Organizational Equilibrium Theory.

Methods: A quantitative, cross-sectional research design was employed, with data collected from 457 medical employees across three major teaching hospitals in Nepal. Structural equation modeling (SEM) was used to analyze the relationships among variables.

Results: Results indicate that a supportive work environment significantly improve organizational commitment and directly influences retention. Also, organizational commitment partially mediates this relationship, confirming its critical role in retention strategies. The study highlighted that a supportive work environment boosts organizational commitment, which in turn improves retention.

Conclusion: This study concludes that importance of non-monetary incentives including workplace climate, emotional support, peer relationship and recognition in promoting long-term commitment and retention, even though monetary rewards are still crucial. Moreover, healthcare organizations in developing nations like Nepal must understand that sustaining competent employees can be greatly aided by investing in a supportive work environment and management techniques.

Implications: Practical implications suggest that healthcare institutions should prioritize creating supportive environments through leadership development, equitable treatment, and career growth opportunities to reduce turnover. Future research could explore longitudinal effects, generational differences, and sector-specific comparisons to enhance retention strategies in resource-constrained settings.