The moderating effect of organizational climate on the relationship between human resource practices, leadership style and employee intention to stay in Jordanian Public Hospitals
The shortage of medical doctors in public hospitals has become one of the phenomenal challenges facing the health sector in Jordan and how to manage their limited resources to generate desired medical care. Human resources turnover has increased in the last decades because of the wave of global job...
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| Format: | Thesis |
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| Language: | English |
| Subjects: | |
| Online Access: | http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78010/1/Page%201-24.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78010/2/Full%20text.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78010/4/Mohammad%20Fathi.pdf |
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| Summary: | The shortage of medical doctors in public hospitals has become one of the phenomenal challenges facing the health sector in Jordan and how to manage their limited resources to generate desired medical care. Human resources turnover has increased in the last decades because of the wave of global job mobility across local and international sphere, Recently, there are alarming cases of brain drain from Jordan to overseas especially among professional jobs like medical Doctors. The current study sought to fill the research gap by proposing and validating employee retention model considered useful
for Jordanian work environment. Applying social exchange theory and Herzberg two
factors theory, this study examines the moderating effect of organizational climate on the
relationship between human resource practices, leadership styles and employee retention
in Jordanian public hospitals. Self- administered questionnaire was used to collect the
data from medical Doctors in order to examine how organizational climate moderates the
employee retention and human resource practices and leadership style in Jordanian public
hospitals. Data were collected utilizing international accepted measurement tools 383
questionnaires distributed across the sampled and examined by partial least square (PLS)
path analysis show all the dimensions of HR practices to be positively related to employee
retention except employee engagement. For leadership styles, while transformational
leadership, transactional leadership style was supported. Similarly, both variables of HR
practices and leadership styles variables were moderated by organizational climate,
except career development which is insignificant. The implication of these findings is
more beneficial to Jordanian government by way of drawing the attention of policy
makers to create work environment through adequate compensation, career development
opportunities, work-life balance indices, employee engagement and combination of both
transformational and transactional leadership styles at work place. These will not only
retain the best brains but will also increase productivity across the country. The
academics will also draw from these results as references and recommendations within
the limitations of the study. Future study directions were suggested to take care of the
limitations. |
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