WORK-LIFE BALANCE AND NURSE RETENTION IN LEVEL 4 FAITH-BASED HOSPITALS IN NYANZA REGION, KENYA: THE MODERATING ROLE OF ORGANIZATIONAL CULTURE

Abstract

This study examined how components of work-life balance – employee workload, flexibility, managerial support, and leave provisions – influence nurse retention in Level 4 faith-based hospitals, while also assessing the moderating effect of organizational culture.  Compared to other healthcare professions, nursing experiences relatively higher turnover. Using Work/Family Border Theory, the study explains why enhancing WLB improves retention. Explanatory design was adopted, with quantitative approach applied in data collection and analysis.  From the target population of 442 nurses, a sample of 210 was drawn and structured questionnaires were administered to them. Data analysis and hypothesis testing were conducted using PLS-SEM.  Correlation analysis showed a strong positive and significant relationship between WLB and nurse retention (rₛ = 0.717, p < 0.001).  In the initial model, WLB significantly predicted nurse retention (β = 0.684, p = 0.000), explaining 46.5% of the variance. When organizational culture was incorporated, the path coefficient reduced to β = 0.539 (p = 0.000), and the model explained 50.0% of the variance. However, the moderating effect was weak and statistically non-significant.  This study expands existing knowledge by confirming the positive impact of WLB on nurse retention.  It highlights the importance of flexible and supportive work environment that enables employees to balance professional and personal responsibilities, ultimately promoting fulfilment. Hospitals should ease workload, offer flexibility, support, and sufficient leave days