Results on Workplace Conflict And Organization Leadership
To ascertain how leadership factors affected employee turnover, the researcher used
a Likert scale to rate respondent feelings towards some statement associated with
their leadership. The Likert scale was divided into five points where: 1= Strongly
Disagree, 2 Disagree, 3=Neither Agrees or Disagrees, 4= Agree, 5= Strongly
Disagree. Table 4.4 presents the findings from the data.
Table 4.4 Organization Leadership
Statement N Mean Std.
Deviation
The managers in this organization treat employees
with fairness and equity 70 3.26 0.104
The leadership in this organization is very effective 70 3 0.333
The leadership in my organization is what is
encouraging me to stay 70 2.87 0.198
The leadership in my organization motivates
employees 70 2.84 0.413
My organization monitors the leadership behavior 70 2.65 0.178
Total Aggregate 70 2.92 0.409
Source: Primary Data, 2022
The table above indicates that the total aggregate mean for organization was 2.92 suggesting
that the respondents neither agree nor disagreed over how organization as a factor affected
employee turnover. The standard deviation of 0.409 indicated that the respondents were
unanimous in the rating of the factor. While rating the individual organizational factor the
respondents neither agree nor disagree that the managers in this organization treat
employees with fairness and equity with mean 3.26. The standard deviation 0.104 advised
that the all the respondents agreed with the assessment of this individual factor. The
respondents also neither agreed nor disagree how their organization monitors the leadership
behavior with mean 2.65. The standard deviation of 0.178 expressed an accord among the
respondents rating.
Workplace Conflict
To establish how workplace conflict affected employee turnover the researcher
employed the use of a Likert scale. The Likert scale was divided into five points
where: 1= Strongly Disagree, 2 Disagree, 3=Neither Agrees or Disagrees, 4= Agree,
5= Strongly Disagree. Table 4.5 presents the findings.
Table Workplace Conflict
Statement
N
Mean Std.
Deviation
My organization works hard to ensure work
conflict is minimum 70 3.02 0.373
I am encouraged by my involvement in decision
making in my organization 70 3.02 0.183
The professional climate of respect in my
organization is what is making me to stay 70 2.87 0.067
My organization conflict resolution methods are
effective 70 2.86 0.207
I am encouraged to stay in my organization
because of the effective conflict resolution
methods
70 2.6 0.195
Total Aggregate 70 2.87 0.169
Source: Primary Data, 2022
Table 4.5 above reveals that workplace conflict factor had a mean aggregate of 2.87
implying that the respondents neither agreed nor disagreed on how this factor influenced
employee turnover in the hospital. The standard deviation of 0.169 showed a harmony
among the respondents while evaluating this factor.
While evaluating individual statement related to workplace conflict respondents
neither agree nor disagree that their organization works hard to ensure work conflict
is minimum with mean of 3.02. The 0.373 standard deviation suggests that the
respondents were unanimous while evaluating the statement. The respondents also
neither agreed nor disagreed that they were encouraged to stay in my organization
because of the effective conflict resolution methods with 2.6 mean. The 0.195
standard deviation showed that there was a general accord in the respondents’
scores.
Communication
The study also sought to determine the communication aspects that influence
employee turnover. In order to do so the researcher employed the use of a Likert
scale divided into five categories where: 1= Strongly Disagree, 2 Disagree,
3=Neither Agrees or Disagrees, 4= Agree, 5= Strongly Disagree. Table 4.6 presents
the findings.
Table Communication
Statement
N
Mean Std.
Deviation
My manager is approachable making it easy to
communicate emerging issues 70 3.38 0.23
My firm encourages staff members to raise their
concerns 70 3.3 0.364
I appreciate the communication tone used in
manager staff communication 70 3.11 0.337
The communication process in my organization
is effective 70 3.09 1.299
My manager consults with me about the
workability of the project 70 2.6 0.194
Total Aggregate 70 3.1 0.471
Source; Primary Data, 2022
The table above divulges that communication factor had a total mean aggregate of
3.1 implying that the respondents were undecided on how communication as a
factor influenced employee turnover. The 0.417 standard deviation showed that the
respondents were in agreement with their rating.
In regards to individual statements respondents neither agreed nor disagreed that
their manager is approachable making it easy to communicate emerging issues with
mean 3.38. The standard deviation 0.23 meant that respondents reached a consensus
in their scores. The respondents also neither agreed nor disagreed that their manager
consults them about the workability of the project with a mean of 2.6. The standard
deviation of 0.194 implied that respondents were in a unison agreement about their
ratings.
Employee Tenure
The researcher also sought to establish how tenure affected the employee turnover.
To do so the study employed the use of a Likert scale divided into five categories
where: 1= Strongly Disagree, 2 Disagree, 3=Neither Agrees or Disagrees, 4= Agree,
5= Strongly Disagree. The findings are as presented in table 4.7.
Table Employee Tenure
Statement
N
Mean Std. Deviation
I keep advancing in skills and achievements
in my organization
70 3.3 1.059
I am stagnated in one position since I joined
my organization
70 3.09 1.24
My organization allows me to grow
holistically
70 3.02 1.358
I can comfortably stay in my organization
for more than five years
70 2.98 1.294
If I was given other options, I would choose
my organization over them
70 2.53 1.307
Total Aggregate 70 2.98 1.252
Source: Primary Data, 2022
Table 4.7 reflects that employee tenure a factor that stimulates employee turnover
had an aggregate mean of 2.98 and standard deviation of 1.252. This indicated that
the respondents were unclear of how employee tenure affected employee turnover in
the hospital. The standard deviation of 1.252 however indicated that a consensus
about the score was not
arrived at. In respect to individual statements that made up employee rewards the
respondents neither agree that I keep advancing in skills and achievements in my
organization with a mean of 3.3. A standard deviation of 1.059meant respondents
was in agreement bout the rating. In addition, the respondents neither agreed nor
disagree that if they were given other options they would choose their organization
over them with a mean of 2.53. however, this evaluation was not unanimously
agreed upon by all the respondents.
