Burnout in hostels: How it shapes workers’ perceptions of human resources practices

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload.

Acknowledgments
We would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

Motivation and work environment play a major role in optimizing the employee performance. Investigating the influence of achievement motivation and organizational climate on employees’ performance is the main goal of this study. Furthermore, the survey method is used by this study. Meanwhile, the data were analyzed by using Partial Least Square. The study sample consisted of 226 employees who work in Plantation State-Owned Enterprise. The samples were taken with simple random sampling technique. The result shows that motivation and organizational climate have an influence on work performance. In summary, the organizational efforts are fundamental in increasing employee achievement motivation and creating conducive organizational climate. As a result, the employee performance can reach the optimum level.

The world is changing its impression of working methodologies. Development in each field of life has changed the association as well as the individual's way of life, conduct, and working environment. For this reason, the organizational climate has become a hot topic and is considered a primary influence in increasing employee abilities that further increase an organization’s overall performance. Therefore, this study aims to explore the relationship between organizational climate and psychological capital with the moderating role of innovative organizational culture. For this purpose, data were collected from 232 faculty members in full-time jobs at the leading university (Jouf University) in Saudi Arabia. SEM was applied to test the hypotheses. This study found that organizational climate positively impacts psychological capital, while innovative organizational culture is a significant moderator that builds the association between organizational climate and psychological capital. This study concluded that organizational climate is an imperative factor that enhances psychological capital, as psychological capital has an inordinate impact on the worker’s attitude, behavior, and performance, which is necessary for overall organizational performance. Hence, this study has theoretical and practical implications and leads the way for future exploration, such as in the context of higher educational institutions. It is explained that a healthy climate positively influences the psychological capital of faculty members, enhancing the work performed and the organization itself.

Acknowledgments
This work was funded by the Deanship of Scientific Research at Jouf University under grant No. DSR-2021-04-0305.