CHAPTER
ONE
INTRODUCTION
Background
information
Organizational
conflict refers to unacceptable behavior workplace principle (Andersson &
Pearson, 1999).Uncivil behaviors are usual in the workplace (Milam,
Spitzmueller, and Penney,
2009;
Pearson and Porath, 2002). Past studies have explored that Organizational
conflict has linkage with intention to quit (Griffin, 2010), employees
satisfaction (Lim, Cortina, & Magley, 2008; Lim & Lee, 2011), effects
mental and physical health (Lim et al., 2008), as well as work family conflict
(Lim & Lee, 2011), absenteeism (Clegg, 1983). According to Andrusyszyn and
Laschinger (2010) perceived co-worker uncivil behavior has a significant impact
in organization. Recent studies have viewed Organizational conflict in general;
while only a few studies if workers are rude, uncivil, their absenteeism may
halt the employees performance (e.g., Lim & Lee, 2011; Reio, 2011; M.
Sliter, & Jex, 2012). Study for Veterans Health Administration indicated
that organizational conflict in Veterans Health Administration was lacking and
inconsistent (EES, 2011). Veterans Health Administration has spent millions of
dollars trying to counter internal fallout from disrespectful may through
Alternative Dispute Resolution (ADR) and federal Equal Employment Opportunity
complaint procedures (EEOC Report, 2007).The organization also had incurred
millions of hours of sick leave usage (EEOC Report, 2009).Subjected study is intended to observe the impact of Organizational
conflict in association with healthcare organization of Nigeria (Nazir 2016). Organizational
conflict is associated with increase absenteeism (Abid, G., Khan, B., Rafiq,
Z., & Ahmed, A. (2015).Organizations
is now suffering
many organizational problems like
decrease in employees performance, lower
morale of employees, increase absenteeism and
lower organizational commitment
(Rehman, O., Karim, F., Rafiq, M., & Mansoor, A. (2012). ) This study is
helpful in understanding the impacts of Organizational conflict as a correlate
to job commitment and absenteeism. Organizational conflict is measured from
emergency workers (called “victim” organizational conflict) employed in
healthcare organization in Nigeria.
SIGNIFICANCE OF THE STUDY uncooperative
behavior of peers and poor image of a nurse in health sector, poor professional
care, dishonorable and unsuitable, unproductively and conflict, gossip about
everyone all the time, refuse to help the technicians, lack of trust, but
Uncivil behavior is more often prevails in the workplace and have an important
and significant effect on nurses’ absenteeism. Moreover, this is significant
for addressing the rudeness at healthcare organization in Nigeria. This
research is going to unveil such factors which are considered to be significant
in eliminating uncivil behavior especially in healthcare organizations.
PURPOSE
OF THE STUDY
In
this context, this study is to establish the effect of Organizational conflict on
employee absenteeism. Also, this study has great importance especially for
health-care organizations. It gives direction to executives to enhance the
level of job satisfaction and organizational trust of employees by preventing
uncivil behavior at workplace. In doing so, it probed Organization’s commitment
of excellent care for its stakeholders. It also appraised the value of
understanding beneficial discussions in Organization by explored assessments of
any relational and impactful undercurrents of organizational conflict the
organization.
RESEARCH QUESTION
Following
above theoretical framework these questions can be raised.
RQ1-What
is the relationship between Organizational conflictand employee absenteeism in
health sectors of Nigeria?
RQ2-What
is the relationship between Organizational conflictand organization commitment
in health sectors of Nigeria?
RQ3–
How organizational conflict is relating with employees in health sectors of Nigeria?
RQ4-
How we can assume that absenteeism represent individual withdrawal from
dissatisfying working conditions in health sectors of Nigeria?
OBJECTIVE
OF RESEARCH
The
following are the research objective by understanding research questions.
Ø To
investigate the relationship between workplace organizational conflict and
employees absenteeism.
Ø To
inquire the relationship between Organizational conflict and organization
commitment.
Ø To
investigate how organizational conflict is relating with employees.
Ø To
conduct assume that absenteeism represent individual withdrawal from
dissatisfying working condition.
HYPOTHESIS
Keeping
in view the research objective the following hypothesis can be made.
Hypothesis
1: There is significant relationship between Organizational conflictand
employee absenteeism in health sectors
of Nigeria.
Hypothesis
2: The association among Organizational conflict and employee absenteeism
is moderated by continuance commitment
in health sectors of Nigeria.
Hypothesis
3: The linkage between Organizational conflict and employee absenteeism is
moderated by affective commitment in health sectors of Nigeria.
Hypothesis
4: The relationship among Organizational conflict and employee absenteeism is
moderated by normative commitment in health sectors of Nigeria.