Turnover Intention Among Primary Healthcare Physicians in Kuwait

EL Dabbah, Noha A.; Abdel-Aziz, Basem F.; Alrashidi, Ibrahim L.

doi:10.21608/jhiph.2025.396110.1197

Turnover Intention Among Primary Healthcare Physicians in Kuwait

Document Type : Original Article

Authors

¹ Department of Health Administration and Behavioral Sciences, High Institute of Public Health, Alexandria, Egypt

² Department of Health Administration and Behavioral Sciences, High Institute of Public Health, Alexandria University, Egypt

³ Health Promotion Department, Sabah Health Region, Kuwait

10.21608/jhiph.2025.396110.1197

Abstract

Background: Physician retention in primary healthcare centers is essential for ensuring continuity, accessibility, and quality of care.
Objective(s): The aim of present study was to assess the levels of job satisfaction, organizational commitment, and turnover intention among primary healthcare physicians in Kuwait and to identify key sociodemographic and organizational predictors of turnover intention.
Results: Among participants, 55.0% were satisfied with their job, while 66.2% demonstrated low organizational commitment, and 38.7% of participants were likely to leave current employer organization. Turnover intention was significantly higher among older physicians, those with postgraduate qualifications, divorced/widowed individuals, physicians with higher income levels, and those reporting poor or fair health (all p < 0.05). Family medicine physicians exhibited higher turnover intention compared to those in emergency care. Organizational commitment showed a moderate negative correlation with turnover intention (r = -0.354, p < 0.001). Multiple regression analysis identified postgraduate qualifications (MSc: B = 0.66, p = 0.004; MD/PhD: B = 1.22, p < 0.001) as predictors of higher turnover intention, while organizational commitment significantly reduced the likelihood of leaving (B = -0.162, p < 0.001).
Conclusion: Primary healthcare physicians in Kuwait exhibit moderate job satisfaction, low organizational commitment, and notable turnover intention. Strengthening organizational commitment and addressing professional dissatisfaction, especially among highly qualified physicians, should be prioritized in workforce retention strategies.

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