Purpose: Avoiding role conflict and role ambiguity, as well as preventing negative stress, are critical factors in improving employee performance. It is well-known that among the factors that can reduce effectiveness and efficiency in healthcare organizations, intention to leave, role conflict, and role ambiguity rank at the top. The relationships among these concepts have also been highlighted in the literature. Accordingly, this study examined the effects of role conflict and role ambiguity on intention to leave, with job stress serving as a mediating factor, in healthcare organizations. Methods: Data were collected by applying the survey technique on 347 healthcare workers in a public state hospital operating in Kayseri province. The questionnaires were face-to-face and collected by hand. The statistical procedures were carried out using SPSS. In the analyses, a confidence level of 95% was applied, and results were considered statistically significant when the p-value was below 0.05.Results: The findings obtained in this context indicate that job stress acts as a partial mediating variable in the effect of role conflict on turnover intention. In contrast, it was found that job stress does not play a statistically significant mediating role in the effect of role ambiguity on turnover intention among healthcare workers.Conclusions: The research found that role conflict significantly increased job stress and intention to leave, and that job stress played a partial mediator role in this process. It is estimated that the impact of role ambiguity is negligible due to the rigid bureaucratic functioning and predefined protocols in public hospitals. The results emphasize the critical importance of structural arrangements to minimize role conflict rather than individual interventions for workforce stability.
Memiş KARACA (Thu,) studied this question.