The impact of organizational change on employee turnover intentions at private hospitals: The moderating role of emotional intelligence

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The objective of this study is to examine whether employees’ reactions to organizational change can affect employees’ turnover intentions at private hospitals in Jordan, as well as a moderating impact of emotional intelligence on this relationship. The analysis is quantitative, using a questionnaire that was distributed online among private hospital employees. A total of 408 respondents completed the questionnaires and were included in the analysis. The results of the first hypothesis testing show that β = 0.960, t = 0.69.4, p < 0.00 and prove that organizational change significantly influences employee turnover intentions. Concerning organizational change dimensions, the results of cognitive reaction were β = 0.656, t = 0.17.5, p < 0.00, for emotional reaction, β = 0.680, t = 0.31.1, p < 0.00, while for behavioral reaction, β = 0.718, t = 0.22.7, p < 0.00. Finally, moderation results show that emotional intelligence has a significant effect, thus moderating the relationship between organizational change and turnover intentions (β = 0.828, t = 0.11.3, p < 0.00).

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    • Figure 1. Research model
    • Table 1. Cronbach’s alpha
    • Table 2. Respondents’ demographic profile
    • Table 3. Impact of organizational change on turnover intentions
    • Table 4. Impact of organizational change dimensions on turnover intentions
    • Table 5. Multiple hierarchical regression analysis
    • Conceptualization
      Hamza Khraim
    • Data curation
      Hamza Khraim
    • Formal Analysis
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    • Investigation
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    • Methodology
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    • Project administration
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    • Resources
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    • Software
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    • Validation
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    • Visualization
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    • Writing – original draft
      Hamza Khraim
    • Writing – review & editing
      Hamza Khraim