Determinants of the Turnover Intention Amongst Junior Doctors in the Ministry of Health Malaysia Hospitals
DOI:
https://doi.org/10.65150/EP-jsshrs/V2E7/2026-24Keywords:
Turnover Intention Among Junior Doctors, Determinants of Turnover Intention of Junior Doctors, Turnover Intention Among Junior Doctors in Malaysia, Malaysian Junior Doctors Turnover Intention.Abstract
This paper investigates the complex phenomenon of high turnover intention among doctors within Ministry of Health Malaysia hospitals. This paper will investigate the determinants of the turnover intention amongst the junior doctors which have been working for less than five years in the Ministry of Health Malaysia hospitals. Despite the critical role that doctors play in delivering the healthcare needed by the public, the persistent issue of turnover intention amongst these doctors poses significant challenges to the stability and effectiveness of the Malaysian healthcare systems. The major issue with turnover intention in the healthcare industry is that it leads to the inability to provide a continuous good healthcare service delivery. By conducting a comprehensive review of existing literature and empirical data, this research will be examining the multifaceted factors influencing the junior doctors’ intentions to quit the public service. Utilizing questionnaire surveys which will be distributed to the public hospitals in Selangor and Kuala Lumpur, the study delves into organizational, personal, social, and contextual determinants of turnover intention. Factors explored includes training & development structure, employment security, remuneration, career advancement opportunities, and workplace co-workers relationship. Additionally, this paper investigates the impact of an external factor which is the family support received or required by these junior doctors, either financially or emotionally. The findings from the survey revealed that the most significant predictor of turnover intention is remuneration, employment security and career advancement opportunities. Meanwhile, training & development and co-workers relationship was found to be less significant predictor of the turnover intention. In addition, family support played a role in reducing the turnover intention among the junior doctors. By combining the findings from various perspectives, this research aims to provide valuable insights for policymakers, hospital administrators, and healthcare professionals to develop targeted strategies and interventions aimed at reducing the turnover intention and fostering a more sustainable and supportive work environment for doctors in Ministry of Health Malaysia hospitals. Recommendations to mitigate the turnover intention requires tackling both the intrinsic and extrinsic factors, which includes laying out a well-structured career progression pathway, better remuneration scheme with improved working hours policy and implementation of a well monitored mentoring programme to guide and retain the junior doctors in the public service in Malaysia.
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