Abstract
This paper examines the impact of burnout at work (BO), work life balance (WLB), work life conflict (WLC) andjob satisfaction (JS) on turnover intensions (TOI) among doctors in Pakistan. The research team developed aconceptual model to test the hypothesized relationships between the variables. Simple random sampling methodwas used to distribute 300 questionnaires among MBBS qualified doctors working in the private and public sectorhospitals in major cities of Pakistan, such as Peshawar, Lahore, Rawalpindi and Islamabad. With a response rate of58.3%, 175 valid responses were received which comprised sample size of this study. The research team usedSPSS 15.0 and Amos 16.0 for data analysis and model testing. The study concludes that there is no significanteffect of burnout at work, work life balance and work life conflict on doctors’ turnover intentions. There is nosignificant affect of burnout at work on doctors’ work life balance whereas it has a significant effect on the worklife conflict and job satisfaction of doctors. Moreover, work life balance has no significant affect on jobsatisfaction of doctors whereas work life conflict does have a significant effect on job satisfaction of doctors.Lastly, job satisfaction has a significant effect on turnover intentions of doctors.
Highlights
Earlier researches (e.g. Lazaro, Shinn & Robinson, 1984; Shirom, 1989) revealed that burnout incites employees to leave the organization
E-mail: mmehboobahmad@gmail.com Abstract This paper examines the impact of burnout at work (BO), work life balance (WLB), work life conflict (WLC) and job satisfaction (JS) on turnover intensions (TOI) among doctors in Pakistan
The study concludes that there is no significant effect of burnout at work, work life balance and work life conflict on doctors’ turnover intentions
Summary
Earlier researches (e.g. Lazaro, Shinn & Robinson, 1984; Shirom, 1989) revealed that burnout incites employees to leave the organization. Lazaro, Shinn & Robinson, 1984; Shirom, 1989) revealed that burnout incites employees to leave the organization. It is responsible for low employee job satisfaction in a service industry (Jackson, Schwab & Schuler, 1986). Work life balance (WLB) plays a positive role in minimizing the dissatisfaction among employees with respect to their jobs (Eikhof, Warhurst & Haunschild, 2007; Osterman, 1995). The determined organizations provide WLB opportunities to their employees to manage work and life activities comfortably (Eikhof, et al, 2007), that leads to increased job satisfaction of the employees and helps in reducing the turnover rate (Burke, 2000). Professional job satisfaction was predictive of staff nurse retention, turnover, and intent to leave their positions (Lynn & Redman, 2005), many of the researchers found out, turnover intentions as the consequence of job burnout (Valentine, Sean, Greller, Martin & Richtermeyer, Sandra, 2006)
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