Perceived Support, Work Environment, and Organizational Commitment: Pathways to Employee Retention

Abstract

Employee retention has become a critical concern in healthcare organizations due to the increasing shortage of skilled nurses and the high costs associated with turnover. This study investigates the impact of perceived organizational support (POS) and work environment (WE) on employee retention (ER), with organizational commitment (OC) examined as a mediating variable among nurses working in private hospitals in Punjab, Pakistan. Drawing on social exchange theory, the study adopted a quantitative design and surveyed 413 nurses through a structured questionnaire. Data were analyzed using regression and mediation techniques. The results revealed that both POS and WE significantly and positively influence ER, confirming the vital role of organizational practices in retaining nursing professionals. Furthermore, mediation analysis demonstrated that OC partially mediates the relationship between WE and ER, suggesting that a positive work environment fosters greater commitment, which in turn enhances retention. However, OC did not mediate the relationship between POS and ER, indicating that perceived support influences retention directly rather than indirectly through commitment. These findings highlight the importance of creating supportive organizational practices and maintaining a healthy work environment to strengthen commitment and reduce turnover in the nursing sector. The study contributes to the literature by contextualizing employee retention within the Pakistani healthcare system and provides practical recommendations for hospital administrators and policymakers to address workforce sustainability challenges.