Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

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The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload.

Acknowledgments
We would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

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    • Table 1. Statistically significant means
    • Table 2. Cronbach-Alpha values
    • Table 3. Demographic variables
    • Table 4. Mean and the most common conflicts ranks
    • Table 5. Means, standard deviations, and T-values for internal turnover
    • Table 6. Means, standard deviations, and T values for external turnover
    • Table 7. The results of T values, F values, and the level of significance shown based on the demographic variables
    • Conceptualization
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Data curation
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Formal Analysis
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Funding acquisition
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Investigation
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Methodology
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Project administration
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Resources
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Software
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Supervision
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Validation
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Visualization
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Writing – original draft
      Akif Al-Khasawneh, Bassam Abu Khadar
    • Writing – review & editing
      Akif Al-Khasawneh, Bassam Abu Khadar