Examining the Effect of Interpersonal and Intrapersonal Conflict on Job Dissatisfaction and Employees Turnover Intention in the Health Care Sector of Pakistan
DOI:
https://doi.org/10.61506/01.00314Keywords:
Interpersonal, Intrapersonal Conflict, Job Dissatisfaction, Turnover IntentionAbstract
This study explains the effect of conflicts within individuals and between individuals in the healthcare industry, and examines their impact on employees' intentions to leave the organization. The objective of this study is to thoroughly examine the impact of certain factors, such as conflicts within oneself and conflicts with others, on employees' intention to leave their current positions. In addition, the study examines the moderating influence of perceived organizational support and the mediating role of job dissatisfaction. A structured questionnaire consisting of 40 items will be utilized to gather relevant insights and collect data. The analytical framework incorporates a variety of statistical tests, including factor analysis, descriptive statistics, reliability tests, correlation tests were performed using Smart PLS. In this study all the hypothesis were found significant. We found that interpersonal conflict with the supervisor has a positive influence on the turnover intentions of the young worker and an insignificant effect on job satisfaction and organizational commitment. Similarly a significant positive impact of intra-personal conflict on turnover intentions were people usually perceive themselves in a personality which also defines how they are going to react towards conflict resolution. We also found that intra-personal conflict of an individual causes barrier against their ability to resolve conflict as their desires and intentions. We also conclude that there is a significant positive impact of intra-personal conflict on the job dissatisfaction. Job satisfaction plays a vital role among employee’s productivity and intention to stay in organization as job satisfaction has been defined as an internal happy feeling of an employee which caused by number of factors like good education, experience, work nature, job security, presence of work-life balance, chances of better career development opportunity.
References
Abd-Elrhaman, E. S. and Ghoneimy, A. G. (2018). The Effect of Conflict Management Program on Quality of Patient Care. American Journal of Nursing Science, 7(5), 192-201. DOI: https://doi.org/10.11648/j.ajns.20180705.16
Abdullah, J. & Djebavni, R. (2011), Determinants of Job Satisfaction in the UAE: A Case Study of Dubai police, 40, 126-146. DOI: https://doi.org/10.1108/00483481111095555
Abelson, R. P. (1959). Modes of Resolution of Belief Dilemmas. The Journal of Conflict Resolution, 3, 343-352. DOI: https://doi.org/10.1177/002200275900300403
Abiodun, A.R. (2014). Organizational conflicts: causes, effects and remedies, International Journal of Academic Research in Economics and Management Sciences, 6,118-137.
Ali, A., Hasan, Z. U., Abbasi, Q., & Sulehri, F. A. (2023). Business or Politics: Exploring the Determinants of Policy Mix in South Asia. Bulletin of Business and Economics (BBE), 12(3), 114-123. DOI: https://doi.org/10.61506/01.00001
Audi, M., Sulehri, F. A., Ali, A., & Al-Masri, R. (2022). An Event Based Analysis of Stock Return and Political Uncertainty in Pakistan: Revisited. International Journal of Economics and Financial Issues, 12(5), 39-56. DOI: https://doi.org/10.32479/ijefi.13239
Audi, M., Sulehri, F. A., Ali, A., & Al-Masri, R. (2023). Role of Terrorist Events in Determining Stock Returns in Pakistan: Covering Most Vibrant Era 2003-2013.
Aydemir, R. (2024). Examining the Cluster Life Cycle in the Process of Economic Development. Journal of Policy Options, 7(1), 18-26.
Bakker, A. B., Demerouti, E., & Euwema, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10(2), 170-180. DOI: https://doi.org/10.1037/1076-8998.10.2.170
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behaviour, 1(1), 389–411. DOI: https://doi.org/10.1146/annurev-orgpsych-031413-091235
Califf, C. B., & Brooks, S. (2020). An empirical study of techno-stressors, literacy facilitation, burnout, and turnover intention as experienced by K-12 teachers. Computers & Education,157, 103971 DOI: https://doi.org/10.1016/j.compedu.2020.103971
Campbell, D. T. (1967). Stereotypes and the perception of group differences. American Psychologist, 22(10), 817–829. DOI: https://doi.org/10.1037/h0025079
Candra, D. M., Hana, S. W., & Wulandari, D. (APR 2018). Caspi, A., & Roberts, B. W. (1999). Personality continuity and change across the life course. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (2nd ed., pp. 300–326). New York: Guilford Press.
Cook, L. A. (2008), Job Satisfaction and Performance: Is the Relationship Spurious? MSc. Texas A&M University.
Coser, K. (1956). The functions of social conflict. Glencoe, IL: Free Press.
Cunliffe, A.L. (2008), Organization Theory, Sage, London. DOI: https://doi.org/10.4135/9781446214770
De Dreu, C. K. W. (2006). When Too Little or Too Much Hurts: Evidence for a Curvilinear Relationship Between Task Conflict and Innovation in Teams. Journal of Management, 32(1), 83–107. DOI: https://doi.org/10.1177/0149206305277795
Giao, Vuong BN, Huan DD, Tushar H, Quan, (2020). The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam. Sustainability. 2020; 12(5), 1857. DOI: https://doi.org/10.3390/su12051857
Hassan, S. Hassan, M., & Shoaib, M. (2014). Measuring the Impact of Perceived Organization Support, Psychological Empowerment and Rewards on Employees’ Satisfaction: Testing the Mediating Impact of Employee Engagement. World Applied Sciences Journal 30 (5), 652-660.
Heijden, B. I., Dam, K. v., & Hasselhorn, H. M. (2009). Intention to leave nursing The importance of interpersonal work context, work-home interference, and job satisfaction beyond the effect of occupational commitment. Career Development International, 616-635. DOI: https://doi.org/10.1108/13620430911005681
Ibrahim, M., & Rasheed, A. (2024). Exploring the Link Between Customer Relationship Management and Hotel Performance. Journal of Policy Options, 7(1), 1-10.
Iqbal, M., & Abbas, W. (2024). Determinants of Expected Service Quality: A Comparative Study in Pakistani Banking Sector. Journal of Policy Options, 7(1), 27-35.
Iqbal, Shuja & Hongyun, Tian & Qalati, Sikander & Khan, Muhammad. (2020). The Impact of Transformational Leadership on Employee retention: Mediation moderation through Organizational Citizenship Behavior and Communication. Frontiers in Psychology. 11. DOI: https://doi.org/10.3389/fpsyg.2020.00314
Irma. P, (2018). A study of the conflict styles of nurse leaders and the influence of these styles on disruptive behaviour.
Irvine DM, Evans MG, (1995). Job satisfaction and turnover among nurses: integrating research findings across studies. Nurse Res, 44(4), 246–253. DOI: https://doi.org/10.1097/00006199-199507000-00010
Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why Differences Make a Difference: A Field Study of Diversity, Conflict and Performance. DOI: https://doi.org/10.2307/2667054
Lambert, E., & Hogan, N. (2009). The importance of job satisfaction and organizational commitment in shaping turnover intent: A test of a causal model. Criminal Justice Review, 96-118. DOI: https://doi.org/10.1177/0734016808324230
McKenna, B. G., Smith N. A., Pool, S. J., & Coverdale, J. H. (2003). Horizontal violence: Experiences of registered nurses in their first year of practice. Journal of Advanced Nursing, 42 (1), 90-96. DOI: https://doi.org/10.1046/j.1365-2648.2003.02583.x
McKenzie, D. M. (2015). The role of mediation in resolving workplace relationship DOI: https://doi.org/10.1016/j.ijlp.2015.01.021
conflict. International Journal of Law and Psychiatry, 39, 52-59.
McMillin, R. (1997). Customer satisfaction and organizational support for service providers. Florida: Doctoral dissertation, University of Florida.
Muhammad, A. A. (2023). Examining the Relationship among Unemployment, Inflation, and Economic Growth. Journal of Business and Economic Options, 10(2), 23-31.
Nawaz, H., Gulzada, M., Islam, M., Bibi, A., Khaliq, F., & Khan, M. A. (2024). Assessing Contentment with Life among Nursing Students at Private Nursing Institute Karachi, Pakistan: Assessing Contentment with Life among Nursing Students. Pakistan Journal of Health Sciences, 21-25. DOI: https://doi.org/10.54393/pjhs.v5i01.1248
Olson TJP, Brasel KJ, Redmann AJ, Alexander GC, Schwarze ML(2013). Surgeon-reported conflict with intensivists about postoperative goals of care. JAMA Surgery, 148(1), 29-35. DOI: https://doi.org/10.1001/jamasurgery.2013.403
Paavola, S., Hakkarainen, K., & Sintonen, M. (2006). Abduction with dialogical and trialogical means. Logic Journal of IGPL, 14(2), 137-150. DOI: https://doi.org/10.1093/jigpal/jzk010
Porath C, Spreitzer G, Gibson C, et al. (2012) Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior 33(2), 250–275. DOI: https://doi.org/10.1002/job.756
Q. Wang and C.Wang, (2020).Reducing turnover intention: perceived organizational support for frontline employees.Wang and Wang Frontiers of Business Research in China (2020) 14, 6 DOI: https://doi.org/10.1186/s11782-020-00074-6
Quader, M. (2024). Exploring Human Resource Management Practices and Employee Satisfaction in Bangladesh’s Private Banking Sector. Journal of Policy Options, 7(1), 36-45.
Quarat. U.A, (2013). Impact of role conflict on job satisfaction, mediating role of job stress in private banking sector. Institute of Interdisciplinary Business Research.
Rabinovic A and Morton TA, (2016). Coping with identity conflict: Perceptions of self as flexible versus fixed moderate the effect of identity conflict on well-being. Self & Identity 15(2), 224–244. DOI: https://doi.org/10.1080/15298868.2015.1117524
Rahim, M. A. (2011). Managing conflict in organizations. New Jersey, NJ: Transaction
Rath, N. (2024). Perceived Advantages and Challenges of Internet Marketing: A Study of Small Entrepreneurs in Punjab, India. Journal of Policy Options, 7(1), 11-17.
Saks AM, Gruman JA, (2014). What do we really know about employee engagement? Human Resources Development Qurterly. 155-182. DOI: https://doi.org/10.1002/hrdq.21187
Sakti, S. H., Ikhsan, M., Pranogyo, A. B., Abdoellah, M. N., & Zabidi, I. (2024). The Influence of Leadership Style, Job Stress, and Job Satisfaction on Employee Turnover Intention Level. Jurnal Global Ilmiah, 1(4), 224-230. DOI: https://doi.org/10.55324/jgi.v1i4.38
Van der Heijden, B. I., van Dam, K. and Hasselhorn, H. M. (2009) Intention to leave
nursing: The importance of interpersonal work context, work-home interference, and job satisfaction beyond the effect of occupational commitment. Career Development International, 14(7), 616-635.
Van Der Vegt, G. S., & Bunderson, J. S. (2005). Learning and performance in multidisciplinary teams: The importance of collective team identification. DOI: https://doi.org/10.5465/amj.2005.17407918
Weerarathna, R. S. (2017). Research Gaps in Organizational Conflicts: Future Research Perspectives. International Journal of Human Resource Studies, 240-252. DOI: https://doi.org/10.5296/ijhrs.v7i4.12214
Weerarathna, R., & Weerasinghe, I. (2017). A Study of the Relationship between Organizational Conflicts & Employees’ Intention to Leave with Special Reference to Staff Assistants in ABC Merchant Bank of Sri Lanka. Global Journal of Management and Business Research: A Administration and Management.
Weihrich, H., & Koontz, H. (1999), Management: A global perspective. 10th ed. McGraw-Hill. Inc.
Wena, J., Huang, S., & Hou, P. (2019). Emotional intelligence, emotional labor, perceived organizational support, and job satisfaction: A moderated mediation model. International Journal of Hospitality Management, 81, 120–130. DOI: https://doi.org/10.1016/j.ijhm.2019.01.009
Wu, G., Zhao, X., & Zuo, J. (2017). Relationship between project’s added value and the trust–conflict interaction among project teams. Journal of management in Engineering, 33(4), 04017011. DOI: https://doi.org/10.1061/(ASCE)ME.1943-5479.0000525
Xie, X., Liu, H., & Deng, H. (2015). Psychological Contract Breach and Turnover Intention: The Intermediary Role of Job Satisfaction. Open Journal of Business and Management, 3, 371-379. DOI: https://doi.org/10.4236/ojbm.2015.34036
Xin, K. R., & Pelled, L. H. (2003). Supervisor-subordinate conflict and perceptions of leadership behavior: A field study. The Leadership Quarterly, 14(1), 25–40. DOI: https://doi.org/10.1016/S1048-9843(02)00185-6
Zakari NM. (2010). Conflict and professionalism: Perceptions among nurses in Saudi Arabiainr 764 297. international Nursing Review, 297–304. DOI: https://doi.org/10.1111/j.1466-7657.2009.00764.x
Zastocki, D., & Holly, C. (2010). Retaining nurse managers. American Nurse Today 5 (12).
Zhong, Y., Ma, H., Zhang, C. C., Jiang, Q. Y., Li, J., Liao, C. J., ... & Shu, L. (2024). Professional identity, job satisfaction, and turnover intention among Chinese novice nurses: A cross-sectional study. Medicine, 103(3), e36903. DOI: https://doi.org/10.1097/MD.0000000000036903
