Moderating role of job satisfaction on turnover intention and burnout among workers in primary care institutions: a cross-sectional study
Moderating role of job satisfaction on turnover intention and burnout among workers in primary care institutions: a cross-sectional study
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DOI：
10.1186/s12889-019-7894-7
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发表时间：
2019-11-14
影响因子：
4.5
通讯作者：
Tan, Xiaodong
中科院分区：
文献类型：
--
作者：
Chen, Xuyu;Ran, Li;Tan, Xiaodong
全球各国都面临卫生专业人员短缺的问题。离职倾向与工作满意度和职业倦怠密切相关，利用好这两种关系可以缓解危机。本研究旨在探讨工作满意度在职业倦怠与离职倾向之间的中介作用。方法本研究在黄陂市进行。采用方便抽样法和自填问卷法。共采集有效样本1370份，有效率97.72%。进行描述性分析以描述社会人口因素。采用结构方程模型（SEM）对模型拟合进行调整，并采用自举法进行中介效应检验。采用Sobel-Z检验验证中介效应的显著性。结果患者平均年龄36.98岁（SD = 9.84）。假设模型的拟合指标不理想。调整后chi(2)/df = 5.590, GFI = 0.932, AGFI = 0.901, CFI = 0.977, NFI = 0.973, IFI = 0.977, TLI = 0.970, ressea = 0.058。修正后的模型拟合良好，并采用自举法建立了扫描电镜。中介效应是部分的，Soble-Z检验表明中介效应显著。职业倦怠与工作满意度呈负相关（p < 0.01），标准化路径系数为- 0.41。工作满意度与离职倾向呈负相关（p < 0.01），标准化路径系数为- 0.18。职业倦怠与离职倾向呈正相关（p < 0.01），标准化路径系数为0.83。结论工作满意度是影响倦怠与离职倾向关系的中介变量。中介效应为部分中介效应，影响程度较低，为7.4%。改善员工待遇，给予更多的晋升机会，提高员工的工作满意度，开展职业生涯规划课程，关注员工心理健康，减少工作倦怠。上述措施可能有助于降低员工流动率，缓解目前中国卫生人员短缺的局面。
Background Global countries are suffering from a shortage of health professionals. Turnover intention is closely related to job satisfaction and burnout, making good use of these relationships could alleviate the crisis. Our research aims to examine the mediating role of job satisfaction in the relationship between burnout and turnover intention. Methods This research was conducted in Huangpi, China. The convenience sampling method and self-administereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive analyses were conducted to describe social demographic factors. The structural equation model (SEM) was performed to adjust model fitting, and the mediation effect test was carried out by using the bootstrap method. Sobel-Z test was used to verify the significance of mediation effect. Results The mean age was 36.98 (SD = 9.84). The fitting indices of hypothetical model are not good. After the adjustments, chi(2)/df = 5.590, GFI = 0.932, AGFI = 0.901, CFI = 0.977, NFI = 0.973, IFI = 0.977, TLI = 0.970, RESEA = 0.058. The revised model fitted well, and the SEM was put up by using the bootstrap method. The mediating effect is partial, and Soble-Z test indicates that the mediation effect is significant. Burnout is negatively correlated with job satisfaction (p < 0.01) and the standardized path coefficient is - 0.41. Job satisfaction is also negatively correlated with turnover intention (p < 0.01) and the standardized path coefficient is - 0.18. Burnout is positively correlated with turnover intention (p < 0.01) and the standardized path coefficient is 0.83. Conclusions Job satisfaction is a mediating variable that affects the relationship between burnout and turnover intention. The mediating effect was a partial mediating effect and has a low impact of 7.4%. Improving treatment and giving more promotion opportunities for workers to improve job satisfaction, conducting career planning course and paying attention to employee psychological health to reduce job burnout. The above measures may be helpful to reduce employee turnover rate and alleviating the current situation of a shortage of health personnel in China.