THE EFFECT OF ORGANIZATIONAL CULTURE ON TURNOVER INTENTION IN PRIVATE HEALTH SECTOR PROJECT SUPPORTED PRIVATE HEALTH FACILITIES IN ADDIS ABABA

Abstract

Employee voluntary turnover is very expensive from the point of view of the organization, has significant negative effects on the organization and hence remains a critical issue for organizations. Most of the causes discussed in the literature are classic causes coming from conservative theories such as psychological and sociological organizational behavior etc. One of the classical causes of voluntary turnover that has been researched but still needing attention is organizational culture. This study investigates the impact of organizational culture on turnover intention among professional health employees working in the private health sector. Correlation and regression analysis were applied to establish the relationship and effect between the independent and dependent variables. The findings show that Type B adhocracy culture was the dominant culture type prevailing in the private health facilities. The result revealed only one type of organizational culture influences voluntary turnover intention: Type A Clan culture. It is also shown that this type of organizational culture has a significant and positive effect on voluntary turnover intention among the health professionals. This finding can be adopted by policy makers and other stakeholders who have to develop a way to prevent voluntary turnover among professional health employees and have to develop an organizational culture or policy to retain these human resources working in private health sector facilities.