AN ANALYSIS ON THE DETERMINANTS OF QUALITY OF WORK LIFE AND EMPLOYEE TURNOVER AMONG THE NURSES OF PRIVATE HOSPITALS IN COIMBATORE

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International Journal of Management (IJM)
Volume 10, Issue 2, March–April 2019, pp.182-194, Article ID: IJM_10_02_019
Available online at https://iaeme.com/Home/issue/IJM?Volume=10&Issue=2
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
DOI: 10.34218/IJM.10.2.2019.019
© IAEME Publication Scopus Indexed
AN ANALYSIS ON THE DETERMINANTS OF
QUALITY OF WORK LIFE AND EMPLOYEE
TURNOVER AMONG THE NURSES OF
PRIVATE HOSPITALS IN COIMBATORE
S. Mohammed Al Basidh
Ph.D. Research Scholar, Prist School of Business, Prist University
Thanjavur, Tamil Nadu, India
Dr. S. Venkatesh
Associate Professor, Prist School of Business, Prist University
Thanjavur, Tamil Nadu, India
ABSTRACT
The present study is an attempt to examine this issue in the context of the nurses
working in the private hospitals of Coimbatore district. The present research could
found that the 200 sample nurses selected from the private hospitals of Coimbatore
district have shown dissatisfactory view on the quality of work life of their organization
Key words: health services quality of work life, turnover intention, skilled manpower
competitive advantage, demographic factors, work life dimensions, home life
dimension, organizational commitment.
Cite this Article: S. Mohammed Al Basidh and S. Venkatesh, An Analysis on the
Determinants of Quality of Work Life and Employee Turnover among the Nurses of
Private Hospitals in Coimbatore, International Journal of Management (IJM), 10(2),
2019, pp. 182-194.
https://iaeme.com/Home/issue/IJM?Volume=10&Issue=2
1. INTRODUCTION
With the increasing demand for health services and the resultant competition, the workload of
the nurses who play a vital role in the health provision has increased leading to a deterioration
in the quality of work life and the turnover intention. With health sector constituting a core
sector of the economy, improving the quality of work life of the nurses would result in better
health services. Hence, understanding the opinion of the nurses on the quality of work life in
their organization and their opinion on turnover intention is essential. The present study is an
attempt to examine this issue in the context of the nurses working in the private hospitals of
Coimbatore district.

An Analysis on the Determinants of Quality of Work Life and Employee Turnover among the
Nurses of Private Hospitals in Coimbatore
2. SIGNIFICANCE OF EMPLOYEE RETENTION IN AN
ORGANISATION
With the increasing population there has been increase in the demand for health services. More
specifically, owing to globalization, the increasing per capita income of the population due to
higher employment opportunities, the increasing awareness on health care, increasing lifestyle
diseases have all resulted in the increased demand for private health services. As a result, the
health sector in India has become a vibrant industry leading to increased competition among
the health institutions. This in turn put work pressure on the part of the health personals leading
to changes in the quality of work life of the health personals. With the skilled manpower
leveraging the competitive advantage of any organization (Botha, Bussin & De Swardt 2011;
Van Staden & Du Toit 2010).The increased work load and the deteriorating quality of work life
naturally results in the decision to leave the organisation. When a skilled worker or a knowledge
worker leaves the organisation, the organisation not only loses its competitive advantage
(Ramsey & Barkhuizen 2011) but also incurs cost in replacing the skilled manpower (Oser,
Biebel, Pullen, & Harp, 2013). In a competitive environment, it becomes difficult to replace
the skills of the employee who leaves the organisation. Hence, sustaining the skilled manpower
is essential on the part of any organisation. In the case of health institutions, nurses play a vital
in the growth of the health organisations and in the provision of effective health services. Due
to increasing work load, the attrition rate among nurses is increasing. The attrition rate is found
to be highest in the case of private hospitals with annual rate of 10.90 per cent. (Suresh K.
sharma et.al., 2009). Above all, around 47.50 per cent of the nurses from private sector
hospitals were intended to leave the organisation due to poor salary, poor working condition,
week interpersonal relationship, poor growth opportunities, lack of training and career
advancement etc. (Suresh K. sharma et.al., 2009).
Hence, providing a congenial work environment is of primary goal of any health institution
if at all if the heath institution wants to retain the highly competent and productive nurses.
Failure to provide such an environment leads to frustration resulting in high turnover. (Gellatly,
Cowden, & Cummings, 2014). With nurses playing an important role in the service provision
the decision to quit the job affects the progress of the health organisation. Hence, it becomes a
strategic issue of any organisation (Martins & Coetzee 2007). Thus, understanding the cause of
employee turnover and methods to enhance the commitment of the employees for the purpose
of retaining the talented employees forms the prime strategy of an organisation. (Wallis &
Kennedy, 2013). Employee retention is the willingness of the employer to stay in the
organization for a longer time. It is the organization’s ability to make the employee to think of
staying in the organization. (Sangita Ulhas Gorde, 2019).
3. FACTORS DETEMINING QUALITY WORKLIFE AND EMPLOYEE
TURNOVER
Studies carried out in the contest of employee retention came out with the major conclusion that
quality of work life is the major determinant of employee retention. (Rahman et.al.2017).
Quality of work life is the feeling of the employees on the work environment of their
organization. The feeling of the employees on the work environment cannot be decided on
single factor. It includes factors on various aspects of the work environment categorized under
broad dimensions. Walton (1975) identified eight dimensions determining the quality work life. These
includes the adequacy of income, safe and healthy working conditions, opportunities to grow
in profession or at work, chances of utilizing the capacities at work place, social integration,
constitutionalism at work, work and life space and social relevance of the work.

S. Mohammed Al Basidh and S. Venkatesh
Based on the Maslow’s (1970) hierarchical theory, Marta et al. (2011) identified seven
dimensions of quality work life. These includes the health and safety measures, the economic
needs of the families of the employees, the social needs, self-esteem, knowledge needs and the
aesthetic needs of the employees.
Tylor (1979) viewed that quality of work life is the basic factor determining the work related
variables in an organisation. He opined that the quality of work life is strongly associated with
the involvement of the employees in the organisation, equality, social support job and
promotional prospects, chance to use employees’ skill, self-development and social
significance of the job or the service or the good produced.
Alireza (2011) in an attempt to explore the relationship between the quality of work life
and the demographic factors on the samples taken from IT employees could found that the
gender difference does not influence the quality of work life of the employees. However, the
level of income and the experience exhibit a significant influence on the quality of work life.
The study by Jeyarathnam et.al.(2011) that attempted to examine the relationship between
the productivity and the quality of work life among the sample of 190 employees of sugar mills
in Erode indicated that the improved quality of work life has a significant influence on the
productivity of the employees.
Ali Mohammad Mosadeghrad (2013) in his study attempted to examine the relationship
between the quality of work life and the intention to leave the organization among the hospital
employees of Iraṇ. The study also attempted to underline the important factors determining the
quality of work life. The analysis was done on the basis of the data collected from 608 sample
employees. The analysis indicted that the support of the management, followed by job proud,
job security and job stress are the major determinants of intention to stay in the organization or
turnover intention.
Chen and Farh (200) identified four dimensions of quality of work life. These include the
job characteristics, work and family life balance, salary and other monetary compensation are
the major influencing factor on quality of work life. The study could prove the significant
influence of these factors on the quality work life.
The study carried out by Huang et al. (2007) indicated the significance of the improved
work life balance on the reduced intention or the willingness to leave the organization.
Grover & Crooker (1995) viewed that the employees who have high organizational
commitment has good access to family responsibility. The survey by Landauer, (1997)
indicated the balance between the work and the personal responsibilities indicate the
significance of the quality of work life.
According to Change (1999) turnover intention is the objective of the employee to leave the
organization. This implies the breach in the relationship between the employee and the
organization.
Mohammed J Almalki et.al.(2012) in their study could establish that the work life or home
life dimension, work design, work context and work world have significant influence on the
demographic variables on the nurses’ satisfaction and turnover intention. While work life and
home life dimension refers to the link between the environment at home and at workplace.
The study conducted by Al Juhani and Kishk (2006) in Al-Madinah region to examine the
satisfaction level of the staff nurses indicated the high level of their dissatisfaction which had a
negative impact on their performance leading to poor quality of health care and the decision to
leave the work.

4. PROBLEM DESIGN
The above discussion and the literature indicated the importance of quality work life, the factors
and the dimensions determining quality work life, the impact of quality of work life on the
turnover intention of the employees.
In the Indian context, with the increasing role played by the private health industries, the
role of nurses on the provision of quality health services is significant. However, the dual role
played by the women nurses – as home maker and full filling the organizational commitment,
a poor work environment and home environment, namely the poor quality work life is said to
influence their decision to continue or leave the job. Since nursing is a skill a reduction in the
supply of nursing labour due to their decision to leave would affect the quality of the health
provision considerably. Hence, it becomes essential to provide the expected working
environment to the nurses by the organization. In this backdrop it becomes essential to
understand the relationship among the factors deciding the decision to stay or leave the
organisation. The issues that can considered include: 1) What is the level of satisfaction of the
nurses on their existing quality of work life, 2) to what extent the socio economic background
of the employees determine the opinion of the sample nursing respondents on the quality of
work life.2) to what extent the present quality of work environment influences their intention
to stay or quit the organization. The present study attempts to examine the above mentioned
issues.
5. OBJECTIVES OF THE STUDY
Based on the above issues, the objectives framed for the present research can be given as:
1)To study the socio economic background of the sample nurses
2)To obtain the opinion of the sample bank employees on their work environment.
3)To trace out the relationship between the socio economic background and the opinion of
quality of work life of the nursing employees.
4)To study the impact of socio economic and quality work life factors on the opinion on
intention to stay or leave the organization.
6. MATERIALS AND METHODS
Primary Data
Since the prime aim of the study is to examine the opinion of the nurses on their quality of work
life it became essential to obtain the required primary data from the nurses working in the
private hospitals. The number of private hospitals in the district of Coimbatore is found to be
one of the highest in the state. There has been increasing number of people visiting the district
from the neighbouring state of Kerala and from the neighbouring districts for want of a quality
treatment in private hospitals. Hence, it was felt apt to understand the opinion of the nurses on
the quality of their work life. Since it was felt that differences in the working condition results
in differences in the opinion on quality of work life, it was decided to select sample respondent
nurses from only multi-specialty hospitals. From the yellow pages and health care magic it was
found that there 32 multi-specialty hospitals in the district. In these there are 20 specialized
treatment divisions/departments which are found common in all the hospitals. To cover samples
from all these, five multi-specialty hospitals were selected randomly and two nurses were
selected from each of the departments as samples from the selected hospitals. Thus, the total
sample size is worked out to 200. The selected sample nurses were approached and the required
data were collected with the help of a pre tested questionnaire.

To understand the prevailing quality of work life of the women nurses selected as samples,
from the review of related studies discussed above and from the field survey 29 factors
categorized under eight dimensions were identified and included. These dimensions include:
Adequate and fair compensation (four factors), Working conditions(eight factors), Use of
capacities at work (four factors), Opportunities at work (two factors), Social integration at work
(three factors), Constitutionalism at work (two factors), Occupied space by the work in life (two
factors) and Social relevance and importance of work (four factors). The turnover intention is
measured in terms of three scales. Since the long run plan cannot be predicted either due to
change in the organization’s work environment or due to change in the attitude of the
employees, the nursing employees’ turnover intention is measured only for the short run (less
than one year). That is, to identify whether the sample nurse is willing to leave the organization
within one year. Hence, the present study is based on the nurses’ intention to leave, given the
present working environment of the organization. Though there are studies which measured the
turnover intention of the employees based on multiple factors and at various scales, in the
present study so as to have a clear understanding of their intention to leave the institution in the
short run for the question on “I have considered often leaving your job?” the choice of answer
was put direct with a five point scale as “Highly Agree, Moderately Agree, Not decided,
Moderately Disagree and Highly Disagree.
The collected data were analyzed using the simple percentage method. To identify the
important factors determining the quality of quality of work life, the principle component
analysis was used. To understand the relative influence of the eight dimensions on the turnover
intention, a multiple regression was used.
7. ANALYSIS AND INTERPRETATION OF RESULTS
As it is provided in table 1, among the sample nurses the highest share (29.00 per cent) fall in
the age group of 40-50 years. Their monthly income distribution show that their highest share
28.50 per cent of the sample nurses earn a monthly income of Rs.28.50 per cent. A majority of
the sample nurses practice as nurses in their hospitals (55.50 per cent). The highest 31 per cent
of the total sample respondents have put 10-15 years of experiencing as nurses. Graduation in
Nursing is the highest qualification of the majority (70.50 per cent) of the sample nurses.
Among the sample nurses, 67 per cent are married and the highest share of 54.50 per cent of
the sample nurses have four member families.
Table 1 Socio Economic Profile of Sample Nurses
Socio Economic Factors No. of Respondents Percentage
Distribution of Age
1 Less than 30 26 13.00
2 30-40 54 27.00
3 40-50 58 29.00
4 Above 50 22 11.00
Total 200 100.00
Distribution of Monthly Income (in Rs.)
1 Less than 15000 52 26.00
2 15000-20000 57 28.50
3 20000-25000 25 12.50
4 25000-30000 36 18.00
5 Above 30000 30 15.00
Total 200 100.00
Designation
1 Nurse 111 55.50
2 Nursing midwife 66 33.00
3 Nursing Orderly 23 11.50

Total 200 100.00
Years of Experience
1 Less than 10 48 24.00
2 10-15 62 31.00
3 15-20 40 20.00
4 20-25 28 14.00
5 25-30 22 11.00
Total 200 100.00
Professional Qualification
1 Degree in Nursing 141 70.50
2 Diploma in Nursing 33 16.50
3 Certificate in Nursing 26 13.00
Total 200 100.00
Marital Status
1 Married 134 67.00
2 Unmarried 66 33.00
Total 200 100.00
Size of family
1 2 25 12.50
2 3 36 18.00
2 4 109 54.50
4 Above 4 30 15.00
Total 200 100.00
Source: Computed from Primary Data.
The arithmetic mean provided in Table 2 provides an overall view of the sample
respondents’ opinion on the 29 factors identified measuring the quality of Work Life (QWL).
As seen in the table, the arithmetic mean calculated for all the factors are almost nearing the
value of four. Given the five point scale, the value of four in the scale indicates that almost in
the case of all the factors the sample nursing women are moderately dissatisfied. The coefficient
of variation, a measure of volatility in the opinion among the sample nurses indicate that the
coefficient of variation for all the factors all less indicating the consistency in their opinion
namely, dissatisfaction viewed n the factors of quality of work life. The skewness shows that
though they are exactly zero, a majority of the factors have registered values nearing zero or
less than one indicating the nearing normal distribution of the opinion of each of the factors on
quality of work life. Thus the present table indicate the nurses’ dissatisfaction on the quality of
work life of their health organization.
Table 2 Factors of Quality of Work Life
Sl.No. Factors Arithmetic
Mean
Coefficient of
Variation
Skewness
ADEQUATE AND FAIR COMPENSATION
1 I am satisfied with my salary and other perks 3.4 36.67 0.87
2 My salary is in commensurate with my salary
of my colloquies
2.63 56.81 1.69
3 my organisation provides me over time
benefits
3.57 40.62 -0.03
4 My organisation provides me fringe benefits 3.86 36.15 0.32
WORKING CONDITIONS
5 My organisation has a reasonable working
Hours
3.74 37.88 0.40
6 My workload is manageable 3.26 51.59 0.96
7 I have sufficient skill to work with the
available modern instrument for patient
treatment
3.91 40.65 0.21

8 My organisation’s premises is neat and clean 3.19 37.31 0.81
9 My organisation has sufficient equipment for
patients' treatment
3.86 45.87 -0.01
10 MY organisation's equipment are safe to
handle
3.29 39.56 0.75
11 My organisation has flexible working hours 3.15 40.84 0.74
12 MY organisation provides the employees
leave with salary when required
4.16 31.80 0.15
USE OF CAPACITIES AT WORK
13 My organisation has given me full autonomy
in my patients' treatment
3.42 36.20 0.49
14 My duty involves high degree of personal
responsibilities
3.87 36.86 0.24
15 My job involves the challenging service to
the patient
3.79 40.00 0.43
16 MY organisation appreciates me if I do my
job well
3.95 32.27 0.50
OPPORTUNITIES AT WORK
17 I have good growth prospects in my
organisation
3.43 37.90 0.69
18 My organisation provides me sufficient
training in my related services
3.6 39.54 0.34
SOCIAL INTEGRATION AT WORK
19 My organisation does not discriminate by
gender
3.28 46.54 0.58
20 I have good rapport with my co-workers and
my department head
4.65 29.56 -0.49
21 My team members are all highly committed
at their work
4.19 32.41 0.05
CONSTITUTIONALISM AT WORK
22 MY organisation always recognises the
services of the employees
3.97 33.13 -0.15
23 My organization provides me full freedom to
provide work related suggestions
4.56 25.45 -0.60
OCCUPIED SPACE BY THE WORK IN LIFE
24 I am able to balance between my work and
household responsibilities
3.68 52.91 0.36
25 My work load in the organisation does not
affect my leisure time
3.57 53.85 0.47
26 I am pride to be the part of my organisation 3.59 53.24 0.46
27 My organisation has got good reputation in
the society
3.59 54.25 0.44
28 MY organisation provides a quality service to
the patients
3.66 53.12 0.37
29 My organisation has transparent promotional
polices
3.71 51.88 0.31
8. PRINCIPLE COMPONENT ANALYSIS
Having identified 29 factors determining the quality of work life of nurses, the principle
component analysis is applied for the dimensional reduction. The calculated KMO (Kaiser-
Myer_Olkin value indicates that it is 0.886. It is a measure to test for the sample adequacy. If
the value is greater than 0.6 it is said that the samples are adequate. Since our value is 0.886 it
satisfies the minimum criteria. The Barlett’s Test, an another measure to test the differences in
the variance among the group. Since the calculated chi square value of 4183.853 is greater than
the critical value it can be said that the groups do not have same variances and hence, the
principal component analysis can be carried out.

Table 3.A
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .886
Approx. Chi-Square 4183.853
Bartlett's Test of Sphericity df 406
Sig. .000
Since the aim of performing the principal component analysis is to reduce the set of
variables, the eigenvalues are used as the criteria of reducing the variable. The rule of thumb is
to use the Total Variance Explained Table. The variables that have eigenvalue less than one can
be removed. The extracted variance (extracted sum of squares) indicate that of the 29 variables
considered, seven variables could explain the highest variance. That is they could explain 68.58
per cent variance. Hence, these seven are the principle components and are the optimal number
of components. Under the Total Variance Explained table, it can also be seen in the table that
all the seven components have eigenvalue greater than 1. The first component has the highest
total variance and the last component has the least variance.
Table 3 B Total Variance Explained
Component Initial Eigenvalues Extraction Sums of Squared
Loadings
Rotation Sums of Squared
Loadings
Total % of
Variance
Cumulative
%
Total % of
Variance
Cumulative
%
Total % of
Variance
Cumulative
%
1 7.811 26.934 26.934 7.811 26.934 26.934 5.652 19.489 19.489
2 5.642 19.454 46.388 5.642 19.454 46.388 4.214 14.531 34.020
3 1.572 5.420 51.808 1.572 5.420 51.808 3.055 10.534 44.554
4 1.467 5.058 56.866 1.467 5.058 56.866 2.661 9.176 53.730
5 1.354 4.670 61.536 1.354 4.670 61.536 1.762 6.075 59.804
6 1.037 3.577 65.113 1.037 3.577 65.113 1.429 4.929 64.733
7 1.006 3.470 68.583 1.006 3.470 68.583 1.116 3.850 68.583
8 .859 2.962 71.545
9 .807 2.781 74.326
10 .784 2.702 77.028
11 .700 2.415 79.443
12 .690 2.378 81.821
13 .645 2.223 84.044
14 .572 1.971 86.015
15 .545 1.879 87.894
16 .488 1.684 89.578
17 .441 1.521 91.099
18 .403 1.390 92.488
19 .380 1.311 93.799
20 .346 1.193 94.992
21 .312 1.075 96.067
22 .283 .977 97.045
23 .264 .909 97.954
24 .246 .850 98.804
25 .137 .472 99.276
26 .100 .344 99.620
27 .054 .186 99.806
28 .041 .141 99.947
29 .015 .053 100.000
Extraction Method: Principal Component Analysis.

The communalities indicate the extent to which a variable is explained by the component.
Accordingly, it could be said that the factor on “My organization provides a quality service to
the patients (0.962) has the highest communalities while the factor on “My job involves the
challenging service to the patient”(0.435) has the least communalities.
Table 3.C Communalities
Initial Extraction
I am satisfied with my salary and other perks 1.000 .667
My salary is in commensurate with my colloquies' salary 1.000 .569
my organisation provides me over time benefits 1.000 .606
My organisation provides me fringe benefits 1.000 .625
My organisation has a reasonable working Hours 1.000 .535
My workload is manageable 1.000 .712
I have sufficient skill to work with the available modern instrument for patient
treatment
1.000 .666
My organisation’s premises is neat and clean 1.000 .657
My organisation has sufficient equipment for patients' treatment 1.000 .672
MY organisation's equipment are safe to handle 1.000 .521
My organisation has flexible working hours 1.000 .750
MY organisation provides the employees leave with salary when required 1.000 .625
My organisation has given me full autonomy in my patients' treatment 1.000 .573
My duty involves high degree of personal responsibilities 1.000 .568
My job involves the challenging service to the patient 1.000 .435
MY organisation appreciates me if I do my job well 1.000 .665
I have good growth prospects in my organisation 1.000 .681
My organisation provides me sufficient training in my related services 1.000 .680
My organisation does not discriminate by gender 1.000 .460
I have good rapport with my co workers and my department head 1.000 .665
My team members are all highly committed at their work 1.000 .602
My organisation always recognises the services of the employees 1.000 .482
My organization provides me full freedom to provide work related
suggestions
1.000 .867
I am able to balance between my work and household responsibilities 1.000 .945
My work load in the organisation does not affect my leisure time 1.000 .945
I am pride to be the part of my organisation 1.000 .933
My organisation has got good reputation in the society 1.000 .945
My organisation provides a quality service to the patients 1.000 .962
My organisation has transparent promotional polices 1.000 .876
The rotated component matrix indicate that component 1 correlates strongly with the
dimensions on ‘occupied space by the work in life”. Hence, component I indicates the
satisfactory opinion of the sample nurses on the home life environment. However, the other
components shows a mixed trend. Components 2, 3, 4, 5, 6 and seven exhibits relationship with
the factors on “My salary is in commensurate with my colleques' salary”, “my organisation
provides me over time benefits, “My organisation provides me fringe benefits”, “My
organisation has a reasonable working Hours” and “My workload is manageable”
Thus, these results suggest that probably only components 24-29 reflect real underlying
traits.

Table 3.D Rotated Component Matrix
Component
1 2 3 4 5 6 7
I am satisfied with my salary and other
perks 0.716
My salary is in commensurate with my
colleques' salary 0.669
my organisation provides me over time
benefits 0.446
My organisation provides me fringe benefits 0.613
My organisation has a reasonable working
Hours 0.654
My workload is managable 0.728
I have sufficient skill to work with the
available modern instrument for patient
treatment 0.741
My organisattion's premises is neat and
clean 0.721
My organisation has sufficient equipment
for patients' treatment 0.788
MY organisation's equipments are safe to
handle 0.404
My organisation has flexible working hours 0.774
MY organisation provides the employees
leave with salary when required 0.623
My organisation has given me full
autonomy in my patients' treatment 0.637
My duty involves high degree of personal
responsibilities 0.638
My job involves the challenging service to
the patient 0.467
MY organisation appreciates me if I do my
job well 0.7
I have good growth prospects in my
ogranisation 0.731
My organisation provides me sufficient
training in my related services 0.758
My organisation does not discrminate by
gender 0.448
I have good rapport with my co workers and
my department head 0.751
My team members are all hihgly committed
at their work 0.498
MY organisation always recognises the
services of the employees -0.433
My organization provides me full freedom
to provide work related suggestions 0.918
I am able to balance between my work and
household responsibilities 0.971
My work load in the organisation does not
affect my leisure time 0.971
I am pride to be the part of my organisation 0.963
My organisation has got good reputation in
the society 0.969
MY organisation provides a quality service
to the patients 0.98
My organisation has transparent
promotional polcies 0.934
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.a
a. Rotation converged in 8 iterations.

Table 4 Impact of Quality Work Life Dimensions on the Turnover Intention
Intercept Variables Coefficient
Constant 0.319901*
(0.115684)
1 adequate and fair compensation -0.869541*
(0.251241)
2 working conditions -0.083080*
(0.017647)
3 use of capacities at work -0.184108*
(0.073657)
4 opportunities at work -0.198658*
(0.097180)
5 social integration at work -0.220797*
(0.088871)
6 constitutionalism at work -0.021150*
(0.008761)
7 occupied space by the work in life -0.021040*
(0.005005)
8 social relevance and importance of work -0.128075*
(0.057292)
R Squared 0.88
Adjusted R Squared 0.77
F Value 81.23*
DF 191
N 200
With the objective of identifying the impact of quality work life on the turnover intention
of the nurses, in the present paragraph the impact is measured using a multiple regression
model. It is hypothesized that the quality of work life (measured in terms of eight dimensions)
influence the intention of the nurses whether to continue in the organization or to leave. Hence,
the turnover intention is considered as the dependent variable, while the eight dimensions of
quality work life are taken as the independent variable. The multiple regression run indicates
that all the dimensions significantly and negatively influence the decision to leave the
organization. For example, the negative slope coefficient for the dimension on “adequate and
fair compensation” (-0.869541) indicates that increase in adequate and fair compensation
reduces the decision of the sample nurses to leave the organization. Similarly, the coefficients
of the other dimensions also found to be negative and significant. The adjusted R square value
of 0.77 provided in the model indicate that 77 per cent of the variation in the opinion of the
sample nurses on their turnover intention is being explained by these eight dimensions. The
significant F value also confirms the fit of the variables selected in explaining the variation in
the dependent variable due to the dependent variable.
9. FINDINGS AND CONCLUSIONS
With the private health institutions playing a vital role in the health provision, increasing
demand for health services has resulted in the increased work pressure and poor quality of work
life leading to decision to leave the organization. The present research could found that the 200
sample nurses selected from the private hospitals of Coimbatore district have shown
dissatisfactory view on the quality of work life of their organization. Also, the quality work

life dimension could exercise a significant influence on the turnover intention of the sample
nurses.
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AN ANALYSIS ON THE DETERMINANTS OF QUALITY OF WORK LIFE AND EMPLOYEE TURNOVER AMONG THE NURSES OF PRIVATE HOSPITALS IN COIMBATORE

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AN ANALYSIS ON THE DETERMINANTS OF QUALITY OF WORK LIFE AND EMPLOYEE TURNOVER AMONG THE NURSES OF PRIVATE HOSPITALS IN COIMBATORE