Exploring the Moderating Effect of Well-Being on Job Crafting and Retention Outcomes of Healthcare Workers in the Nigerian Healthcare System

Abstract

Background: Globally, the business environment has become competitive due to innovation and technology, so organisations have resorted to strategic means to remain relevant and retain their workforce. The dynamic business changes heightened by the COVID-19 pandemic have made it clear that sticking to the traditional method of business operation may result in poor retention outcomes.

Objective: This study examined the moderating effect of employees’ well-being on the relationship between job crafting and retention outcomes of healthcare workers in public hospitals in Lagos State, Nigeria.

Methodology: The study employed the quantitative research design using primary data. The population of the study comprised all doctors and nurses in the secondary category of public hospitals in Lagos State, with a sample size of 725 determined using Morgan Sample Size Determination Table. Structural Equation Modelling, specifically, Partial Least Squares Method, was utilised in evaluating the collected data.

Results: Findings reveal that employees’ well-being has a small and inverse moderating influence on the relationship between job crafting and retention outcomes, despite directly influencing retention outcomes. The findings contributed to understanding the complex dynamics between job crafting, employees' well-being, and retention outcomes in the Nigerian healthcare system.

Conclusion: Motivating elements must be present for employees’ well-being to control the connection between job crafting and retention outcomes successfully.

Recommendations: Regular well-being assessments should be conducted to monitor employees' happiness; interventions should be individualised to meet needs while building a friendly and stimulating work environment that encourages retention by proactively addressing well-being concerns in the organisation.

Unique Contribution: The study found a modest and inverse moderating impact, which raises concerns that depending exclusively on employee well-being as a moderating variable between job crafting and retention outcomes may not be an efficient way to achieve positive retention outcomes.