Abstract
BackgroundGlobal 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.MethodsThis 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.ResultsThe mean age was 36.98 (SD = 9.84). The fitting indices of hypothetical model are not good. After the adjustments, χ2/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.ConclusionsJob 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.
Highlights
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 relationship could alleviate the crises
Job satisfaction is a mediating variable that affects the relationship between burnout and turnover intention
Turnover intention was negatively related to job satisfaction and positively related to burnout, job satisfaction was negative related to burnout
Summary
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 relationship could alleviate the crises. Turnover is generally viewed as the movement of staff out of an organization It was regarded as a twodimensional concept, distinguishing between the act of leaving as voluntary or involuntary, and between the leaving and joining of an individual to an organization[1]. A study conducted by Mobley pointed that turnover intention was the intention of a worker to leave an organization deliberately after a period of time working in a particular organization, after careful consideration, which belonged to voluntary turnover[3]. It is considered as an outcome of affective variables (such as burnout and job satisfaction) rather than actual turnover[4].
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