Abstract
This study discusses the influence of relationship conflict, turnover intention, and employee performance of Gladish Medical Center General Hospital on work burnout as a mediator. The purpose of this study is to examine and analyze the influence of relationship conflict on work burnout as a mediator on turnover intention and employee performance of Gladish Medical Center General Hospital Pesawaran. Researchers use census technique with 70 respondents who are employees of Gladish Medical Center General Hospital Pesawaran. The analytical test uses SmartPLS v.2.0 with SEM (Structural Equation Modelling) analysis method. The results reveal that relationship conflict has a positive and significant influence on turnover intention. Work burnout is proven to mediate the influence of relationship conflict on turnover intention. While relationship conflict has no significant influence on employee performance. Work burnout is proven to mediate the influence of relationship conflict on employee performance. Relationship conflict has a positive and significant influence on work burnout. Work burnout has a positive and significant influence on turnover intention. Work burnout has a negative and significant influence on employee performance.
Highlights
Human resources play huge role in achieving organizational goals (Mathis & Jackson 2002)
The result of this study indicates that relationship conflict has a positive and significant effect on work burnout, this means that the higher the relationship conflict that occurs in employees, the higher work burnout experienced by these employees
Relationship conflict has a positive and significant influence on the employee’s turnover intention and work burnout, but it has no influence on employee performance
Summary
Human resources play huge role in achieving organizational goals (Mathis & Jackson 2002). Schaufeli (2003) states that obtaining reliable and quality human resources requires proper management, starting from the recruitment, selecting, clarifying, and assigning employees according to their abilities. Kreitner and Kinicki (2014) state that conflict is a process in which one group considers that its interests are negatively opposed or influenced by other groups. Conflict can be divided into three types, namely task conflict, relationship conflict, and conflict process. Task conflict is caused by disagreements between employees in handling work tasks. Relationship conflict occurs because of disagreements or personal problems between employees. While conflict process is caused by disagreements in task planning and delegation (Jenh et al, 2008)
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