The Reality of Employee Turnover and Its Impact on the Performance Level of Employees in the Health Directorates in Hebron Governorate

Abstract

This study aimed to examine the reality of employee turnover and its impact on the performance of staff working in the health directorates of Hebron Governorate. A sample of 147 employees selected using a proportional stratified sampling technique. The study employed the descriptive–analytical method, and data collected through a structured questionnaire. The findings indicated that the overall level of employee turnover in the health directorates was high. The most prominent causes of turnover included job stagnation, work-related challenges, the nature of the job and teamwork, and the lack of appropriate motivation, all of which rated high. In contrast, social and political constraints, lack of comfort, and management style rated moderate. Results further revealed that employee performance levels were high; however, turnover had a negative effect on performance. Based on these findings, the study recommends reducing turnover rates by formulating clear policies that ensure the stability of health personnel and enhance their organizational loyalty. It also highlights the need to address job stagnation through transparent and equitable promotion standards based on competence and achievement, as well as providing continuous professional development programs that improve employee performance and career advancement opportunities. Furthermore, creating a supportive and comfortable work environment that fosters employees’ psychological and social well-being is essential to strengthening satisfaction and organizational commitment. Finally, adopting participatory leadership styles grounded in effective communication, motivation, and empowerment recommended, as good management practices found to be positively associated with improved performance.