The Impact of Interpersonal Conflict and Job Stress on Employees Turnover Intention

Abdul Razzaque Bhayo, Prof. Dr. Naimatullah Shah, Ayaz Ahmed Chachar


The turnover intention has been a trend in human resources (HR) professionals is one of the most complex areas. It is suggested that employees’ turnover intention imposes a significant negative impact on organizational performance, for instance, decrease in productivity, profitability. The aim of this study was to determine the principal conflict management style and investigations its effect on turnover of middle managers of the microfinance banking Sukkur division Sindh Pakistan. In actual fact, the development and success of the bank's middle managers play an important role. This is a cross-sectional study in which random sampling and a quantitative method followed by a survey-based research design. Total 400 questionnaires were distributed among the middle managers of microfinance banking sector. The returned questionnaires were 220. The return rate was remained 55%. The data was analyzed by applying statistical package for social sciences SPSS version 21.0 for windows. After cleaning and screening of data, 203 samples were utilized for final usage. Findings: By applying Pearson’s and multiple regression analysis the results show that integrating, obliging, dominating, avoiding and job stress have a significant and positive relationship with turnover intent. On the other hand, obliging and dominating has negative impact towards the turnover intention.

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