Al-Hikmah University Journal

Empirical evidence suggests that reasonable number of employees in Nigeria secondary healthcare sector leave their organizations for alternative jobs elsewhere especially when their services are most needed in public sector. The problem is worrisome particularly the outflows of medical doctors to developed countries in search of better alternatives. The study examined the role of continuance commitment in the relationship between perceived organizational supports, self-efficacy and turnover intentions among employees of secondary healthcare sector, in Kwara state. The research is quantitative in nature employing both survey and cross-sectional research designs. Two hundred forty-three (243) pieces of the questionnaire were distributed to respondents of which 227 pieces were valid and used for analysis. The study utilized structural equation modelling to ascertain the hypothesized relationship. The finding revealed that perceived organizational support, self-efficacy and continuance commitment have negative and significant effect on employee turnover intention. In addition, continuance commitment significantly mediated the relationship between perceived organizational support, self-efficacy and turnover intentions. The study recommended that organizations should create and execute policies that significantly boost staff support, such as more complete onboarding procedures, mentoring programs, and systems for frequent feedback and appreciation. Investing in these areas may increase perceived organizational support, which reduces turnover intentions. Also, more training will increase the capacity and capability of employee and ultimately self-efficacy that can reduce intention to quit.