Job satisfaction and work engagement as mediators of quality of work-life and job retention among nurses in Tabuk hospitals, Saudi Arabia

The healthcare system in the Kingdom of Saudi Arabia (KSA) faces significant challenges due to high nurse turnover, which incurs substantial costs in recruitment, training, and management while negatively impacting service quality. This study investigates the relationship between Quality of Work Life (QWL) dimensions and job retention among Saudi nurses in public hospitals in the Tabuk region, focusing on the mediating roles of work engagement and job satisfaction and the moderating effects of gender, age, and work experience. Grounded in Job Embeddedness Theory, the study employed a quantitative, cross-sectional design. Data were collected from 475 Saudi nurses in 12 public hospitals through a structured survey questionnaire. The hypotheses were tested using Partial Least Squares Structural Equation Modelling (PLS-SEM) with bootstrapping for statistical validation. The findings revealed that the QWL dimensions exhibit complex relationships with work engagement, job satisfaction, and job retention. Results showed a significant and positive relationship between Quality of Work Life (QWL) dimensions, work engagement, job satisfaction, and job retention. Work engagement demonstrated a significant positive influence by the work context (β = 0.264, p < 0.001), work world (β = 0.198, p = 0.004) and work design (β = 0.148, p = 0.010). However, work design (β = -0.255, p = 0.045) and work- life balance (β = -0.374, p = 0.002) negatively and significantly affected job retention. Work engagement positively influenced job satisfaction (β = 0.125, p = 0.006) but had an insignificant direct effect on job retention (β = 0.049, p = 0.089). Notably, job satisfaction negatively impacted job retention (β = -0.467, p < 0.001), suggesting intricate dynamics among QWL components. Additionally, the analysis showed that the three moderating variables, which are gender, age, and work experience, did not significantly impact nurses’ perceptions of QWL. These studies contribute valuable insights to the field of QWL research, advancing knowledge in this area. Furthermore, the findings hold practical significance for policymakers, offering a foundation for developing effective strategies and policies to enhance nurse retention in healthcare systems.

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