Factor influencing pharmacist engagement and turnover intention in Thai community pharmacist: a structural equation modelling approach

Background: Turnover of community pharmacist can affect the costs of a pharmacy, and also continuity of patient care, and most importantly the quality of care. It is essential to identify factors that affect pharmacist turnover intention to retain them in the organization.  Objective: This study aimed to test the proposed hypothesized structural model of factors influencing pharmacist engagement and turnover intention in the Thai community pharmacists.  Methods: A cross-sectional study design with the self-administered questionnaire was conducted in 209 full-time community pharmacists.  The hypothesized model comprised five constructs.  Organizational resources were assessed by training and development, payment and recognition, and physical working conditions.  Job characteristics were assessed by autonomy, job skill variety, task significance, and task identity.  Social supports were evaluated by supervisory support, and peer support.  Pharmacist engagement was assessed by vigor, dedication, and absorption.  Pharmacist turnover intention was measured by three indicative items. Data were analyzed using Structural Equation Modeling (SEM) technique.  Results: Turnover intention ranged from 20.67-29.33%.  The model fitted the data well (χ2/DF=2.17, GFI=0.89, CFI=0.94, and RMSEA=0.07). Organizational resources had a significant negative direct effect on pharmacist turnover intention (β = -0.39).  Job characteristics and social supports had a significant positive effect on pharmacist engagement (β = 0.42, and 0.56 respectively).  Pharmacist engagement had a significant negative effect on pharmacist turnover intention (β = -0.29).  Thus, job characteristics and social supports had a significant negative indirect effect on turnover intention via pharmacist engagement (β = -0.12 and -0.16, respectively).  Conclusions: Organizational resources that included training and development, payment and recognition, and physical working conditions were the most important factors to reduce turnover intention. Job characteristics and social supports helped to decrease pharmacist turnover intention via pharmacist engagement.