Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service

Justin Newton Scanlan,Megan Still

doi:10.1186/s12913-018-3841-z

Justin Newton Scanlan, Megan Still

Open Access

https://doi.org/10.1186/s12913-018-3841-z

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Abstract

BackgroundBurnout and employee turnover in mental health services are costly and can have a negative impact on service user outcomes. Using the Job Demands-Resources model as a foundation, the aim of this study was to explore the relationships between burnout, turnover intention and job satisfaction in relation to specific job demands and job resources present in the workplace in the context of one Australian mental health service with approximately 1100 clinical staff.MethodsThe study took a cross-sectional survey approach. The survey included demographic questions, measures of burnout, turnover intention, job satisfaction, job demands and job resources.ResultsA total of 277 mental health personnel participated. Job satisfaction, turnover intention and burnout were all strongly inter-correlated. The job resources of rewards and recognition, job control, feedback and participation were associated with burnout, turnover intention and job satisfaction. Additionally, the job demands of emotional demands, shiftwork and work-home interference were associated with the exhaustion component of burnout.ConclusionThis study is the largest of its kind to be completed with Australian mental health personnel. Results can be used as a foundation for the development of strategies designed to reduce burnout and turnover intention and enhance job satisfaction.

Highlights

Burnout and employee turnover in mental health services are costly and can have a negative impact on service user outcomes
Associations between specific job aspects and turnover intention have been explored less frequently [11, 15], but higher levels of turnover intention have been associated with negative perceptions of management, lower levels of support from supervisors and colleagues, lower levels of autonomy and perceptions of high levels of emotional demands [6, 15,16,17]
This study is the largest of its kind to be completed with a multidisciplinary sample of Australian mental health professionals

Summary

Introduction

Burnout and employee turnover in mental health services are costly and can have a negative impact on service user outcomes. The emotionally demanding nature of mental health work has been proposed to increase the risk of burnout which is associated with reduced employee satisfaction and higher rates of turnover intention (a desire to leave one’s job) [1,2,3]. In terms of specific aspects of work, higher levels of burnout have been associated with lower levels of perceived support from colleagues and supervisors, workload pressure, lower levels of perceived autonomy and client-related factors [6, 10,11,12,13,14]. Job satisfaction has been associated with support from colleagues and supervisors and lower workload pressure [13, 18]

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