Impact of succession planning practices on employee relations among health professionals in one government hospital in Zimbabwe

https://doi.org/10.35912/amor.v6i3.2413
Published: Feb 6, 2025

Abstract:

Purpose: This study ascertains how succession-planning practices affect employee relations in public healthcare facilities in Zimbabwe.

Research Methodology: The pragmatism philosophy, which emphasizes relevance in interpreting mixed-method data, served as the foundation for this study. A sample size of 60 respondents was chosen from 120 healthcare professionals. A descriptive method was used for data analysis using SPSS and theme analyses.

Results: The results revealed that although succession planning exists in healthcare institutions, its implementation is shambolic, heightening its negative impact on employee relations, as evidenced by high staff turnover.

Limitations: Despite adopting a mixed-method approach, the findings could not unravel the effective implementation of succession planning in the whole country; hence, the results from one institution cannot be generalized.

Contribution: Effective succession planning results in better employee relationships, lower uncertainty, increased engagement, and boosted morale among staff members. It can also broaden our understanding of best practices in succession planning.

Keywords:
1. Succession planning
2. health care institution
3. employee relations
4. Mentoring
Authors:
1 . Wilson Mabhanda
Midlands State University, Gweru, Zimbabwe
2 . Herbert Masukume
Midlands State University, Gweru, Zimbabwe
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How to Cite
Mabhanda, W., & Masukume, H. (2025). Impact of succession planning practices on employee relations among health professionals in one government hospital in Zimbabwe. Annals of Management and Organization Research, 6(3), 221–236. https://doi.org/10.35912/amor.v6i3.2413
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Issue & Section
Vol. 6 No. 3 (2025): February
Articles
Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Author Biography

Herbert Masukume, Midlands State University, Gweru, Zimbabwe

Management Sciences 

Lecturer

References

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    Ahmad, A., & Keerio, N. (2020). The critical success factors of succession planning in Malaysian public universities. International Journal of Advanced Science and Technology, 29(5), 4028-4040.

    Alaflaq, S., Aloqab, A., & Al-Dakhli, A. (2024). The Influence of Job Rotation on Employee Performance in the Syrian Nour Foundation. CARC Research in Social Sciences, 3(1), 49-55. https://doi.org/10.58329/criss.v3i1.94.

    Ali, Z., Bashir, M., & Mehreen, A. (2019). Managing organizational effectiveness through talent management and career development: The mediating role of employee engagement. Journal of Management Sciences, 6(1), 62-78.

    Ali, Z., & Mehreen, A. (2019). Understanding succession planning as a combating strategy for turnover intentions. Journal of Advances in Management Research, 16(2), 216-233. https://doi.org/10.1108/JAMR-09-2018-0076.

    Allison, M. (2002). Into the fire: Boards and executive transitions. Nonprofit Management and Leadership, 12(4), 341-351. https://doi.org/10.1002/nml.12402.

    Alradhi, T., Al-Abed, M., & Alkherbi, A. (2020). The Impact of Succession Planning on Product and Service Innovation at Family Businesses in Yemen. Journal of Impact, 1(1), 14-14. https://doi.org/10.48110/joi.v1i1.7.

    Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2023). Empirical Effects of Work Environment, Job Satisfaction and Work Engagement on Turnover Intention in Hospitality Industry. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 9(1), 129-129. https://doi.org/10.17358/jabm.9.1.129

    Anjum, N., Rahman, M. M., & Rahaman, M. S. (2022). Challenges for HR professionals in the post-COVID-19 era. Journal of Business Strategy Finance and Management, 4(1), 5. http://dx.doi.org/10.12944/JBSFM.04.01.02

    Bajaj, R., Sinha, S., & Tiwari, V. (2013). Crucial factors of human resource management for good employee relations: A case study. International Journal of Mining, Metallurgy & Mechanical Engineering, 1(2), 90-92.

    Bano, Y., Omar, S. S., & Ismail, F. (2022). Succession planning best practices for large and small organizations. Mediterranean Journal of Social Sciences, 13(2), 11-21. https://doi.org/10.36941/mjss-2022-0013

    Bella, K. M. J. (2023). Exploring the impact of workplace relationships and employee job satisfaction. International Journal of Scientific Research in Modern Science and Technology, 2(8), 55-62.

    Buckman, J., Jones, P., & Buame, S. (2020). Passing on the baton: A succession planning framework for family-owned businesses in Ghana. Journal of Entrepreneurship in Emerging Economies, 12(2), 259-278. https://doi.org/10.1108/JEEE-11-2018-0124.

    Cascio, W. F. (2003). Managing human resources. Colorado: McGraw–Hill.

    Eladira, E., Lubis, Y., & Sakti, I. (2024). The effect of e-assessment on performance, competency, work-life balance, and motivation on civil servant performance. International Journal of Financial, Accounting, and Management, 6(2), 165-181. https://doi.org/10.35912/ijfam.v6i2.1825.

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    Erasmus, L. (2009). The effectiveness of succession planning in SARS enforcement Port Elizabeth. Nelson Mandela Metropolitan University.

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    Geib, N., & Boenigk, S. (2022). Improving nonprofit succession management for leadership continuity: A shared leadership approach. Nonprofit Management and Leadership, 33(1), 59-88. https://doi.org/10.1002/nml.21508

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    Hapsari, G. P. P., & Zulherman, Z. (2021). Pengembangan media video animasi berbasis aplikasi canva untuk meningkatkan motivasi dan prestasi belajar siswa. Jurnal basicedu, 5(4), 2384-2394. https://doi.org/10.31004/basicedu.v5i4.1237

    Heinonen, K., & Strandvik, T. (2022). Applying pragmatism to stimulate service research and practice–a European perspective. Journal of Services Marketing, 36(4), 467-475. https://doi.org/10.1108/JSM-06-2021-0211.

    Hoque, K. E., & Zheng, C. (2024). Succession planning in higher education: A systematic literature review (2012–2022). Human Resources Management and Services, 6(1). 10.18282/hrms.v6i1.3391.

    Hunter, T., & Decker-Pierce, B. (2021). Identifying the Characteristics and Competencies Executive Directors Need to Lead Human Service Organizations in Today's Operating Environment: What Boards Need to Know for Succession Planning. Journal of Nonprofit Education & Leadership, 11(1). 10.18666/JNEL-2020-9139.

    Ichdan, D. A. (2024). The effect of training, work environment, motivation, job satisfaction, and career satisfaction on employee productivity. Annals of Management and Organization Research, 6(1), 57-69. https://doi.org/10.35912/amor.v6i1.2264.

    Ijaz, S., & Nawaz, S. (2022). Impact of organizational support on employee creativity and innovative work behaviour: Mediation of employee creativity. Pakistan Social Sciences Review, 6(4), 41-51. https://doi.org/10.35484/pssr.2022(6-IV)05.

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  2. Ahmad, A., & Keerio, N. (2020). The critical success factors of succession planning in Malaysian public universities. International Journal of Advanced Science and Technology, 29(5), 4028-4040.
  3. Alaflaq, S., Aloqab, A., & Al-Dakhli, A. (2024). The Influence of Job Rotation on Employee Performance in the Syrian Nour Foundation. CARC Research in Social Sciences, 3(1), 49-55. https://doi.org/10.58329/criss.v3i1.94.
  4. Ali, Z., Bashir, M., & Mehreen, A. (2019). Managing organizational effectiveness through talent management and career development: The mediating role of employee engagement. Journal of Management Sciences, 6(1), 62-78.
  5. Ali, Z., & Mehreen, A. (2019). Understanding succession planning as a combating strategy for turnover intentions. Journal of Advances in Management Research, 16(2), 216-233. https://doi.org/10.1108/JAMR-09-2018-0076.
  6. Allison, M. (2002). Into the fire: Boards and executive transitions. Nonprofit Management and Leadership, 12(4), 341-351. https://doi.org/10.1002/nml.12402.
  7. Alradhi, T., Al-Abed, M., & Alkherbi, A. (2020). The Impact of Succession Planning on Product and Service Innovation at Family Businesses in Yemen. Journal of Impact, 1(1), 14-14. https://doi.org/10.48110/joi.v1i1.7.
  8. Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2023). Empirical Effects of Work Environment, Job Satisfaction and Work Engagement on Turnover Intention in Hospitality Industry. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 9(1), 129-129. https://doi.org/10.17358/jabm.9.1.129
  9. Anjum, N., Rahman, M. M., & Rahaman, M. S. (2022). Challenges for HR professionals in the post-COVID-19 era. Journal of Business Strategy Finance and Management, 4(1), 5. http://dx.doi.org/10.12944/JBSFM.04.01.02
  10. Bajaj, R., Sinha, S., & Tiwari, V. (2013). Crucial factors of human resource management for good employee relations: A case study. International Journal of Mining, Metallurgy & Mechanical Engineering, 1(2), 90-92.
  11. Bano, Y., Omar, S. S., & Ismail, F. (2022). Succession planning best practices for large and small organizations. Mediterranean Journal of Social Sciences, 13(2), 11-21. https://doi.org/10.36941/mjss-2022-0013
  12. Bella, K. M. J. (2023). Exploring the impact of workplace relationships and employee job satisfaction. International Journal of Scientific Research in Modern Science and Technology, 2(8), 55-62.
  13. Buckman, J., Jones, P., & Buame, S. (2020). Passing on the baton: A succession planning framework for family-owned businesses in Ghana. Journal of Entrepreneurship in Emerging Economies, 12(2), 259-278. https://doi.org/10.1108/JEEE-11-2018-0124.
  14. Cascio, W. F. (2003). Managing human resources. Colorado: McGraw–Hill.
  15. Eladira, E., Lubis, Y., & Sakti, I. (2024). The effect of e-assessment on performance, competency, work-life balance, and motivation on civil servant performance. International Journal of Financial, Accounting, and Management, 6(2), 165-181. https://doi.org/10.35912/ijfam.v6i2.1825.
  16. Equan, U. (2021). Improving Succession Planning Within Property and Casualty Insurance Agencies in Charlotte, North Carolina. University of the Southwest.
  17. Erasmus, L. (2009). The effectiveness of succession planning in SARS enforcement Port Elizabeth. Nelson Mandela Metropolitan University.
  18. Gabriel, P. I., Biriowu, C. S., & Dagogo, E. L.-J. (2020). Examining succession and replacement planning in work organizations. European Journal of Business and Management Research, 5(2). 10.24018/ejbmr.2020.5.2.192
  19. Geib, N., & Boenigk, S. (2022). Improving nonprofit succession management for leadership continuity: A shared leadership approach. Nonprofit Management and Leadership, 33(1), 59-88. https://doi.org/10.1002/nml.21508
  20. George, R., & Krishnakumar, S. (2023). Significance of employee engagement and succession planning on organizational development. Paper presented at the International Conference on Economics, Business and Sustainability. https://doi.org/10.1007/978-981-99-3366-2_35.
  21. Hapsari, G. P. P., & Zulherman, Z. (2021). Pengembangan media video animasi berbasis aplikasi canva untuk meningkatkan motivasi dan prestasi belajar siswa. Jurnal basicedu, 5(4), 2384-2394. https://doi.org/10.31004/basicedu.v5i4.1237
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  23. Hoque, K. E., & Zheng, C. (2024). Succession planning in higher education: A systematic literature review (2012–2022). Human Resources Management and Services, 6(1). 10.18282/hrms.v6i1.3391.
  24. Hunter, T., & Decker-Pierce, B. (2021). Identifying the Characteristics and Competencies Executive Directors Need to Lead Human Service Organizations in Today's Operating Environment: What Boards Need to Know for Succession Planning. Journal of Nonprofit Education & Leadership, 11(1). 10.18666/JNEL-2020-9139.
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  26. Ijaz, S., & Nawaz, S. (2022). Impact of organizational support on employee creativity and innovative work behaviour: Mediation of employee creativity. Pakistan Social Sciences Review, 6(4), 41-51. https://doi.org/10.35484/pssr.2022(6-IV)05.
  27. Iskandar, A. H. (2020). SDGs desa: percepatan pencapaian tujuan pembangunan nasional berkelanjutan: Yayasan Pustaka Obor Indonesia.
  28. Kamariah, N., Hudiono, B., & Yani, A. (2013). Pemahaman Konseptual Matematis Siswa Pada Materi Kubus Di Kelas IX SMPS Bumi Khatulistiwa. Pontianak: FKIP UNTAN. https://doi.org/10.26418/jppk.v3i1.4254.
  29. Kaushik, V., & Walsh, C. A. (2019). Pragmatism as a research paradigm and its implications for social work research. Social sciences, 8(9), 255. https://doi.org/10.3390/socsci8090255.
  30. Kertiriasih, N. N. R., Sujana, I. W., & Suardika, I. N. (2018). The effect of leadership style on job satisfaction, employee engagement and employee performance (study at PT. Interbat, Bali, Nusra, and Ambon). International Journal of Contemporary Research and Review, 9(03), 20592-20600. 10.15520/ijcrr/2018/9/03/468.
  31. Lu, H., Guo, L., Azimi, M., & Huang, K. (2019). Oil and Gas 4.0 era: A systematic review and outlook. Computers in Industry, 111, 68-90. https://doi.org/10.1016/j.compind.2019.06.007.
  32. Lune, H., & Berg, B. L. (2017). Qualitative Research Methods for the Social Sciences: Pearson Education Limited.
  33. Makambe, U., & Moeng, G. J. M. (2020). The effects of leadership styles on employee performance: a case of a selected commercial bank in Botswana. Annals of Management and Organization Research, 1(1), 39-50. https://doi.org/10.35912/amor.v1i1.274.
  34. Marlapa, E., & Endri, E. (2024). WORK STRESS, ORGANIZATIONAL COMMITMENT, AND TURNOVER INTENTION: THE INTERVENING ROLE OF WORK SATISFACTION. Journal of Application Business & Management/Jurnal Aplikasi Bisnis dan Manajemen, 10(2). 10.17358/jabm.10.2.503.
  35. Martin, C. M., & O'Shea, K. (2021). Succession planning for organizational stability. Nursing Management, 52(4), 12-20. 10.1097/01.NUMA.0000737612.48252.0a.
  36. Maxwell, J. C. (2007). The 21 Irrefutable Laws of Leadership Workbook: Revised and Updated: HarperChristian Resources.
  37. Merriam, S. B., & Grenier, R. S. (2019). Qualitative research in practice: Examples for discussion and analysis: John Wiley & Sons.
  38. Mihaylov, G., & Zurbruegg, R. (2021). The relationship between financial risk management and succession planning in family businesses. International Journal of Managerial Finance, 17(3), 438-454. https://doi.org/10.1108/IJMF-12-2019-0466.
  39. Mokgalapa, D. K. (2023). The impact of leadership succession planning in organizations. ACADEMICIA: An International Multidisciplinary Research Journal, 13(2), 32-39. 10.5958/2249-7137.2023.00020.4.
  40. Monyei, F. E., Ukpere, W. I., Agbaeze, E. K., Omonona, S., Kelvin-Iloafu, L. E., & Obi-Anike, H. O. (2021). The impact of succession management on small and medium enterprises’ sustainability in Lagos State, Nigeria. Sustainability, 13(23), 13489. https://doi.org/10.3390/su132313489.
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  42. Ndetei, D. M., Khasakhala, L., & Omolo, J. O. (2008). Incentives for health worker retention in Kenya: An assessment of current practice. EQUINET, 62, 29.
  43. Ngaliman, N., Astarina, N., & Catrayasa, I. W. (2024). The influence of motivation, organizational commitment and workload on job satisfaction of regional officials with competency as an intervening variable in the Regional Financial and Asset Agency of Riau Islands Province. Journal of Multidisciplinary Academic and Practice Studies, 2(4), 313-326. https://doi.org/10.35912/jomaps.v2i4.2462
  44. Nkouangas, L. (2023). The Impact of Reward Systems on Employee Performance in Selected Hotels in Cape Town. Acta Universitatis Danubius. Œconomica, 19(3), 7-26.
  45. Obadan, J. A., & Ohiorenoya, J. O. (2013). Succession planning in small business enterprises in the Edo State of Nigeria. European Scientific Journal, 9(31).
  46. Ogbonnaya, C., Daniels, K., Connolly, S., & van Veldhoven, M. (2017). Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study. Journal of Occupational Health Psychology, 22(1), 98. https://doi.org/10.1037/ocp0000027.
  47. Perrone, F. (2022). Why a diverse leadership pipeline matters: The empirical evidence. Leadership and Policy in Schools, 21(1), 5-18. https://doi.org/10.1080/15700763.2021.2022707.
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