Job satisfaction, burnout, and turnover intention among primary care providers in rural China: results from structural equation modeling

Abstract Background Turnover intention is a major cause of reduced team morale and low work efficiency. It hinders work performance and reduces the quality of medical services. This study aimed to investigate the relationship between financial satisfaction and turnover intention and its mediators among primary care providers. Methods Multi-stage random cluster sampling was used to select 1241 participants from four counties and three districts in Anhui province, China. Data were collected using a self-administered questionnaire. Turnover intention was assessed with a turnover intention assessment scale. Perceived social support and burnout were measured with the 12-item Perceived Social Support Scale and the Chinese version of the Maslach Burnout Inventory, respectively. Structural equation modeling was used for data analysis. Results The findings showed high turnover intention among primary care providers (mean score 14.16 ± 4.337), and most providers reported low financial satisfaction (mean score 2.49 ± 0.990). The mean perceived social support score was 64.93 ± 13.229, and only 6.1% of primary care providers reported no burnout. Compared with participants with high financial satisfaction, those with low financial satisfaction were more likely to report higher turnover intention (β = − 0.216, p < 0.001), less perceived social support (β = 0.181, p < 0.001), and more severe burnout (β = − 0.123, p < 0.05). Turnover intention may be related to perceived social support (β = − 0.147, p < 0.001) and burnout (β = 0.239, p < 0.001). Furthermore, the effect of financial satisfaction on turnover intention was significantly mediated by perceived social support (β = − 0.027, p < 0.001) and burnout (β = − 0.029, p < 0.05). Conclusions Turnover intention is associated with financial satisfaction, with this association mediated by perceived social support and burnout. A reasonable mechanism needs to be established to improve financial satisfaction and perceived social support and reduce burnout among primary care providers.

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Mediation Role of Social Support and Burnout Between Financial Satisfaction and Turnover Intention in Primary Care Providers: A Cross-Sectional Study

10.21203/rs.3.rs-97444/v1 ◽

2020 ◽

Author(s):

Huosheng Yan ◽

Lingzhi Sang ◽

Hongzhang Liu ◽

Cancan Li ◽

Zijing Wang ◽

...

Keyword(s):

Social Support ◽

Primary Care ◽

Turnover Intention ◽

Structural Equation ◽

Maslach Burnout Inventory ◽

Primary Care Providers ◽

Equation Modeling ◽

Financial Satisfaction ◽

Care Providers ◽

High Turnover

Abstract Background: Turnover intention is a major cause of reduced team morale and low work efficiency. It hinders work performance and reduces the quality of medical services. This study aimed to investigate the relationship between financial satisfaction and turnover intention and its mediators among primary care providers.Methods: Stratified sampling was used to select 1241 participants from three counties in Anhui province, China. Data were collected using self-administered questionnaire. Turnover intention was assessed with a turnover intention assessment scale. Social support and burnout were measured with the 12-item Perceived Social Support Scale and the Chinese version of the Maslach Burnout Inventory, respectively. Structural equation modeling was used for data analysis.Results: The findings showed high turnover intention among primary care providers (mean score 14.16±4.337), and most providers reported low financial satisfaction (mean score 2.49±0.990). The mean social support score was 64.93±13.229, and only 6.1% of primary care providers reported no burnout. Compared with participants with high financial satisfaction, those with low financial satisfaction were more likely to report higher turnover intention (β=−0.216, p<0.001), more social support (β=0.181, p<0.001), and more severe burnout (β=−0.123, p<0.05). Turnover intention may be related to social support (β=−0.147, p<0.001) and burnout (β=0.239, p<0.001). Furthermore, the effect of financial satisfaction on turnover intention was significantly mediated by social support (β=−0.027, p<0.001) and burnout (β=−0.029, p<0.05).Conclusions: Turnover intention is associated with financial satisfaction, with this association mediated by social support and burnout. A reasonable mechanism needs to be established to improve the financial satisfaction and social support and reduce burnout among primary care providers.

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PENGARUH EFIKASI DIRI DAN UPAYA TERHADAP NIATAN BERHENTI DENGAN MEDIASI KINERJA, KEPUASAN KERJA DAN SINDROM KELELAHAN

Jurnal Manajemen ◽

10.25170/jm.v15i2.476 ◽

2019 ◽

Vol 15 (2) ◽

pp. 195-221

Author(s):

Desi Purnama Sari ◽

Edi Purwanto

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Job Performance ◽

Turnover Intention ◽

Self Efficacy ◽

Structural Equation ◽

Equation Modeling ◽

International Airport ◽

Analysis Technique ◽

Airport Terminal

The purpose of this study to examines (1) whether the turnover intention is influenced by job performance, job satisfaction and employee burnout; (2) whether job performance is influenced by self-efficacy and efforts; (3) whether job satisfaction is influenced by self-efficacy and efforts; and (4) whether burnout is influenced by self-efficacy. The study is conducted at PT. XYZ with the respondents are 102 staffs at the Station and Service Hub in Soekarno-Hatta International Airport, Terminal 2 and 3, Cengkareng. The analysis technique of this study uses Structural Equation Modeling (SEM) with SmartPLS 2.0 tools. The results of the study have proven that the turnover intention is influenced by job performance and burnout, but it is not proven that the turnover intention is influenced by job satisfaction. It is also proven that job performance is influenced by self-efficacy and efforts. Job satisfaction is also proven to be influenced by self-efficacy, but job satisfaction is not proven influenced by efforts. Finally it is proven that burnout is influenced by self-efficacy.

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Analisis Faktor-Faktor yang Memengaruhi Turnover Intention (Studi Kasus Pada Divisi News Gathering Mnc Media)

Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management ◽

10.20473/jmtt.v11i3.11338 ◽

2019 ◽

Vol 11 (3) ◽

pp. 263

Author(s):

Endang Gunawan ◽

Anggraeni Sukmawati ◽

Aida Vitayala

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Analytical Method ◽

Turnover Intention ◽

Structural Equation ◽

Positive Influence ◽

Equation Modeling ◽

Employee Competencies

This study to analyze the effect of workload on turnover intention, workload on job satisfaction, competence on job satisfaction, competence on turnover intention, training on job satisfaction and job satisfaction on turnover intention. Data was collected through interviews using a questionnaire. Respondents in MNC Media division news gathering employees numbered 202 people. The analytical method used in this study is Structural Equation Modeling (SEM) which is processed using AMOS 22. The results of this study indicate that workloads have a significant effect on decreasing job satisfaction. Besides that the workload increases the desire to get out of work or company. Training has the effect of increasing job satisfaction from employees towards their employment. Employee competencies are known to have a positive influence on satisfaction but negative on turnover intention. While job satisfaction has a positive influence on turnover intention, the lower the job satisfaction, the higher the desire to get out.

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Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention

Social Behavior and Personality An International Journal ◽

10.2224/sbp.7125 ◽

2018 ◽

Vol 46 (11) ◽

pp. 1909-1922 ◽

Cited By ~ 4

Author(s):

Liang Li ◽

Yongyue Zhu ◽

Chanwook Park

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Sales Performance ◽

Equation Modeling ◽

Leader Member Exchange ◽

Member Exchange ◽

Indirect Relationship

We explored whether or not leader–member exchange (LMX) had an indirect relationship with turnover intention through the mediators of salespersons' sales performance, job satisfaction, and organizational commitment. Survey forms were distributed to 228 salespersons in several industries, and structural equation modeling was conducted to test the research hypotheses. Empirical results were as follows: First, LMX positively affected sales performance, job satisfaction, and organizational commitment. Second, LMX indirectly affected turnover intention through the mediators of sales performance, job satisfaction, and organizational commitment among those salespersons. Third, LMX indirectly and positively affected job satisfaction and organizational commitment through the mediator of sales performance, which, in turn, influenced salespersons' turnover intention. We discuss the theoretical contributions and implications of our findings.

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PENGARUH JOB SATISFACTION DAN PAY SATISFACTION TERHADAP TURNOVER INTENTION KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING

Fokus Bisnis Media Pengkajian Manajemen dan Akuntansi ◽

10.32639/fokusbisnis.v15i2.75 ◽

1970 ◽

Vol 15 (2) ◽

Author(s):

Aris Susetyo

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Turnover Intention ◽

Structural Equation ◽

Equation Modeling ◽

Pay Satisfaction ◽

Regression Weight

Tingkat turnover yang tinggi akan menimbulkan dampak negatif bagi organisasi, hal ini seperti menciptakan ketidakstabilan dan ketidakpastian (uncertainity) terhadap kondisi tenaga kerja dan peningkatan biaya sumber daya manusia yakni yang berupa biaya pelatihan yang sudah diinvestasikan pada karyawan sampai biaya rekrutmen dan pelatihan kembali. Turnover yang tinggi juga mengakibatkan organisasi tidak efektif karena perusahaan kehilangan karyawan yang berpengalaman dan perlu melatih kembali karyawan baru. Tujuan dilakukannya penelitian ini adalah untuk menguji pengaruh job satisfaction dan pay satisfaction terhadap turnover intention karyawan dengan komitmen organisasional sebagai variabel intervening di Bale Group Kebumen. Metode pengambilan sampel yang digunakan adalah sampling jenuh/sensus yaitu teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel. Pemilihan metode sampling jenuh/sensus dilakukan karena semua populasi dinilai memiliki kriteria tertentu untuk diteliti. Responden pada penelitian ini adalah karyawan tetap Bale Group Kebumen yang berjumlah 102 responden. Penelitian ini mengggunakan metode analisis deskriptif dan statistika dengan bantuan program Amos 21 dan SPSS 22. Dalam metode statistika dilakukan uji validitas, reliabilitas, uji normalitas, outliers, multikolineritas dan singularitas, uji kesalahan spesifikasi model, analisis faktor konfirmatori dan analisis Structural Equation Modeling (SEM). Pengujian hipotesis dalam uji regression weight menunjukkan bahwa job satisfaction berpengaruh dan signifikan terhadap komitmen organisasional dengan nilai CR sebesar 2,110 dan probabilitas sebesar 0,035. Pay satisfaction berpengaruh dan signifikan terhadap komitmen organisasional dengan nilai CR sebesar -2,056 dan probabilitas sebesar 0,040. Job satisfaction berpengaruh dan signifikan terhadap turnover intention dengan nilai CR sebesar 2,097 dan probabilitas sebesar 0,036. Pay satisfaction berpengaruh dan signifikan terhadap turnover intention dengan nilai CR sebesar 2,984 dan probabilitas sebesar 0,003. Komitmen organisasional tidak berpengaruh dan tidak signifikan terhadap turnover intention dengan nilai CR sebesar 1,103 dan probabilitas sebesar 0,270.

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THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON TEACHER TURNOVER INTENTION IN X INSTITUTION IN PALEMBANG

Dinasti International Journal of Management Science ◽

10.31933/dijms.v1i5.278 ◽

2020 ◽

Vol 1 (5) ◽

pp. 660-667

Author(s):

Iwan Suwantono Kusuma ◽

Lin Yan Syah

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Teacher Turnover ◽

Test Sample ◽

Equation Modeling ◽

Sample Data

The purpose of this researches to gain proper knowledge concerning the influence of Job Satisfaction and Organizational Commitment on Turnover intention in X Institution of Palembang. This study used a survey which studied data from sample taken from the distribution of questionnaires to 92 respondents with details of 30 people as test sample and 62 respondents as research sample. Data were analyzed using structural equation modeling (SEM) methods. The results showed that the t-value for job satisfaction is 4.79 (> 1.96) resulted in negative which means there are significant effect of job satisfaction on turnover intense. T-value for organizational commitment is 3.19 (> 1.96) resulted in negative which means there are significant effect of organizational commitment on turnover intense.

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Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

Jurnal Ilmiah Peuradeun ◽

10.26811/peuradeun.v6i2.284 ◽

2018 ◽

Vol 6 (2) ◽

pp. 199

Author(s):

Asep Saifuddin Chalim

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Job Insecurity ◽

Partial Least Square ◽

Least Square ◽

Path Model ◽

Equation Modeling ◽

Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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The Embedded Paradox of Organizational Turnover and Professional Autonomy

Research on Social Work Practice ◽

10.1177/1049731520984535 ◽

2021 ◽

pp. 104973152098453

Author(s):

Guanghuai Zheng ◽

Haijuan Liu ◽

Yean Wang ◽

Beili Chen

Keyword(s):

Structural Equation Modeling ◽

Longitudinal Study ◽

Social Workers ◽

Turnover Intention ◽

Structural Equation ◽

Educational Background ◽

Professional Autonomy ◽

Equation Modeling ◽

Analysis Method ◽

Person Environment Fit

Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

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Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8759 ◽

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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