scholarly journals Moderating role of job satisfaction on turnover intention and burnout among workers in primary care institutions: a cross-sectional study

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Xuyu Chen ◽  
Li Ran ◽  
Yuting Zhang ◽  
Jinru Yang ◽  
Hui Yao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Career Planning ◽  
Bootstrap Method ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Path Coefficient ◽  
The Relationship ◽  
The Bootstrap Method

Abstract 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, 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. 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.

scholarly journals Moderating Role of Job Satisfaction on Turnover Intention and Burnout among Workers in Primary Care Institutions: A Cross-Sectional study

2019 ◽  
Author(s):  
Xuyu Chen ◽  
Li Ran ◽  
Yuting Zhang ◽  
Jinru Yang ◽  
Hui Yao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Career Planning ◽  
Bootstrap Method ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Path Coefficient ◽  
The Relationship ◽  
The Bootstrap Method

Abstract 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 relationship could alleviate the crisis. The 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. Convenience sampling methods 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 is not good. After the adjustments, c 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 courses 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 shortage of health personnel in China.

scholarly journals Moderating Role of Job Satisfaction on Turnover Intention and Burnout among Workers in Primary Care Institutions: A Cross-Sectional study

2019 ◽  
Author(s):  
Xuyu Chen ◽  
Li Ran ◽  
Yuting Zhang ◽  
Jinru Yang ◽  
Hui Yao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Career Planning ◽  
Bootstrap Method ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Path Coefficient ◽  
The Relationship ◽  
The Bootstrap Method

Abstract 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, 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. 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.

scholarly journals Turnover Intention and Burnout among Workers in Primary Care Institutions: Moderating Role of Job Satisfaction ——Based on A Cross-Sectional Survey

2019 ◽  
Author(s):  
Xuyu Chen ◽  
Li Ran ◽  
Yuting Zhang ◽  
Jinru Yang ◽  
Hui Yao ◽  
...  
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
Structural Equation Model ◽  
Turnover Intention ◽  
Structural Equation ◽  
Bootstrap Method ◽  
Equation Model ◽  
Mediation Effect ◽  
Path Coefficient ◽  
The Bootstrap Method

Abstract 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 relationship could alleviate the crises. Methods: This research was conducted in Huangpi, China. Convenience sampling methods and self-designed questionnaires was 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 is not good. After the adjustments, for job satisfaction, turnover intention and burnout, the Cronbach’s is 0.976, 0.910, 0.879, respectively. 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. Turnover intention was negatively related to job satisfaction and positively related to burnout, job satisfaction was negative related to burnout. And the mediation effect has a low impact of 7.4%. Keywords: Turnover Intention, Burnout, Job satisfaction, Workers in primary care institution, Structural equation model

Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

2021 ◽  
Vol 7 (1) ◽  
pp. 105
Author(s):  
Sherly Sherly ◽  
Darwin Lie ◽  
Vivi Candra ◽  
Dolly Miduk Siallagan ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Teacher Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Sampling Formula ◽  
Principal Supervision ◽  
The Relationship

This research aims to determine the role of job satisfaction as a mediator of the relationship between principal supervision and compensation for teacher performance. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To test the mediating effect of satisfaction and the relationship between principal supervision and compensation on teacher performance, a structural equation modeling (SEM) approach is used using partial least squares. Under the research results, It was found that the fact that principal supervision had a significant effect on job satisfaction and teacher performance. Then compensation also has a significant effect on job satisfaction and teacher performance. The findings of the mediation effect state that job satisfaction successfully mediates the relationship between principal supervision and compensation for teacher performance

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

2021 ◽  
Author(s):  
Sherly Sherly ◽  
Darwin Lie ◽  
Vivi Candra ◽  
Dolly Miduk Siallagan ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Teacher Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Sampling Formula ◽  
Principal Supervision ◽  
The Relationship

This research aims to determine the role of job satisfaction as a mediator of the relationship between principal supervision and compensation for teacher performance. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To test the mediating effect of satisfaction and the relationship between principal supervision and compensation on teacher performance, a structural equation modeling (SEM) approach is used using partial least squares. Under the research results, It was found that the fact that principal supervision had a significant effect on job satisfaction and teacher performance. Then compensation also has a significant effect on job satisfaction and teacher performance. The findings of the mediation effect state that job satisfaction successfully mediates the relationship between principal supervision and compensation for teacher performance

scholarly journals Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia

2021 ◽  
Vol 22 (2) ◽  
pp. 1047-1065
Author(s):  
Daisy Mui Hung Kee ◽  
Kuok Shiong Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Negative Influence ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Organizational Injustice

The paper intends to examine the relationship between perceived organizational injustice, organizational commitment, and turnover intention. Besides, the paper investigates the mediating role of job satisfaction on the relationship between organizational injustice, organizational commitment, and turnover intention. The presence of gender as a moderating role is also tested. Testing hypotheses on 203 MNCs employees, the paper finds that distributive and interactional injustice are associated with organizational commitment, job satisfaction, and higher turnover intention. Procedural injustice has a direct negative influence on job satisfaction. Job satisfaction has a mediating effect on the relationship between organizational injustice, organizational commitment, and turnover intention. Gender is found to have a moderating effect on the relationship between organizational injustice and turnover intention. This study's findings serve as guidelines to help managers better understand organizational behaviors, specifically on how to minimize employee turnover, improve job satisfaction and organizational commitment, and make better decisions in managing the perception of distributive and interactional injustice when dealing with their employees.

scholarly journals The Effect of Perceived Over-Qualification on Turnover Intention From a Cognition Perspective

2021 ◽  
Vol 12 ◽  
Author(s):  
Guofu Chen ◽  
Yanzhao Tang ◽  
Yawen Su
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Bootstrap Method ◽  
Organizational Management ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Theoretical Support ◽  
Employee Turnover Intention ◽  
The Relationship ◽  
The Bootstrap Method

Employee turnover caused by over-qualification has become a new problem in organizational management. The mechanism underpinning the boundaries between perceived over-qualification and employee turnover, however, remains unclear. To address this gap, the current study employed multi-factor ANOVA, hierarchical regression analysis and the bootstrap method to analyze the relationship between perceived over-qualification and employee turnover intention based on the survey data of 396 respondents in China. Overall, the results revealed that perceived over-qualification was positively correlated with turnover intention. It was also found that self-efficacy had a mediating effect on the relationship between perceived over-qualification and turnover intention. Further, professional identity had a moderating effect on the relationship between perceived over-qualification and turnover intention. Our findings expand the boundary of influence around perceived over-qualification and provide theoretical support for employee management.

scholarly journals The relationship between job stress, job satisfaction, and turnover intention in childcare teachers: a conditional direct and indirect effect of gratitude

2021 ◽  
Vol 53 (5) ◽  
pp. 415-428
Author(s):  
Chang Seek Lee ◽  
◽  
Yeoun Kyoung Hwang ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Daycare Centers ◽  
Conditional Effect ◽  
The Relationship

Introduction. In Korea, 25.7% of all teachers at daycare centers resigned in 2018. Turnover of childcare teachers leads to decreased quality of childcare services, so this issue merits academic interest and government measures. The purpose of this study was to examine the conditional direct and indirect effects of gratitude in relation to job stress, job satisfaction, and turnover intention of childcare teachers so that countermeasures can be prepared to reduce turnover intention. Study participants and methods. The participants of the survey were childcare teachers working in daycare centers in Korea, and regarding age, the majority were in their 40s (49.1%), followed in order by those in their 30s or younger (38.6%) and those in their 50s or older (12.3%). In terms of the marital statuses of the participants, 78.6% were married, while in terms of education, college graduates accounted for the largest group at 61.8%. The data were analyzed using SPSS Win. 25 and the PROCESS macro 3.5. The following statistical techniques were applied: descriptive statistical analysis, reliability analysis, mean comparison analysis, and moderated mediation effect analysis. The bootstrap method was used to analyze the moderated mediation effects, and bootstrapping was assigned as 5,000 samples and a 95% confidence interval, and the independent variables, mediating variables, and moderating variables were averaged. Results. First, Pearson's correlation analysis indicated that there was a significant correlation between job stress, job satisfaction, gratitude, and turnover intention. Turnover intention and job satisfaction showed the highest negative correlation coefficient (r=-.528, p<.01). Second, job satisfaction mediated the link between job stress and turnover intention. Third, the conditional effect of gratitude on the link between job stress and turnover intention was significant when gratitude was low and average, and the effect of job stress decreased when gratitude increased. Fourth, the conditional effect of gratitude on the link between job satisfaction and turnover was significant when gratitude was low, average, and high, and the effect of job satisfaction decreased when gratitude increased. Fifth, the conditional indirect effect of job stress → job satisfaction → turnover intention was significant when gratitude was low (M-1SD), average (M), and high (M+1SD). Altogether, the results verified the moderated mediation effect of gratitude. Practical significance. This study examined the mediating effect of job satisfaction and the moderating effect of gratitude in the relationship between job stress and turnover intention. This study provides basic data that can be used for program development as well as the creation of policies that can reduce turnover intention in childcare settings.

scholarly journals The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction

2019 ◽  
Vol 30 (2) ◽  
pp. 177-194
Author(s):  
ChiHun Park ◽  
SungCheol Jung
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Multiple Mediation ◽  
Effect Model ◽  
Antecedent Variable ◽  
The One ◽  
The Relationship

The purpose of this study was to find the meaning of psychological adaptability in uncertain work environment. At first, we verified mediating effect of job satisfaction on the relationship between role ambiguity and turnover intention. To this mediating effect model, then, we added adaptability for uncertainty as an antecedent variable: a serial multiple mediating effect of role ambiguity and job satisfaction. The mediating effect of job satisfaction was verified and the serial multiple mediation effect of role ambiguity and job satisfaction was significant as well as the direct effect of adaptability for uncertainty on turnover intention. In addition, role ambiguity had mediation effect between adaptability and turnover intention, but job satisfaction did not mediate the relationship between adaptability for uncertainty and turnover intention. These results mean that, on the one hand, adaptability for uncertainty reduces turnover intention directly, and on the other hand, indirectly through role ambiguity alone or role ambiguity and job satisfaction in serial. The implication and limitations of this study were discussed.

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