Sustainable Human Resource Practices and Nurse Retention: Examining the Roles of Work–Life Balance, Organizational Commitment and Employer Branding

Abstract

Abstract: The retention of qualified nurses has become a critical organizational challenge because workforce instability can affect service continuity, employee well-being, organizational reputation and the quality of patient care. Traditional retention strategies have largely emphasized compensation and recruitment, whereas contemporary approaches increasingly recognize the importance of Sustainable Human Resource Management (SHRM), employee experience and employer branding. This review examines the relationship between sustainable human resource practices and nurse retention, with particular emphasis on work-life balance, organizational commitment and employer branding. The review integrates perspectives from sustainable HRM, organizational commitment theory, social exchange theory and employer branding to develop an integrated conceptual framework. Evidence from the literature indicates that employee-centred HR practices, including flexible scheduling, supportive leadership, career development, employee participation, recognition, psychological safety and well-being initiatives, can contribute to improved work–life balance and stronger organizational commitment. Employer branding further strengthens these relationships by translating internal employment practices into a distinctive organizational identity and employee value proposition. In healthcare organizations, an authentic employer brand may enhance nurses’ organizational identification, perceived organizational support and intention to remain. The review proposes that sustainable HR practices influence nurse retention both directly and indirectly through work-life balance and organizational commitment, while employer branding can reinforce these relationships. The article concludes with implications for healthcare managers and future research, particularly the need to integrate employee experience with employer-brand strategy.