scholarly journals The Influence of Job Satisfaction, Resilience and Work Engagement on Turnover Intention among Village Doctors in China：a cross-sectional study

2019 ◽  
Author(s):  
Xuewen Zhang ◽  
Liyan Bian ◽  
Xue Bai ◽  
Dezhong Kong ◽  
Li Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Negative Impact ◽  
Mediating Effect ◽  
High Turnover ◽  
Rural Residents ◽  
Bivariate Correlation ◽  
Village Doctors ◽  
Negative Effect

Abstract Background: As the gatekeepers of rural residents’ health, teams of village doctors play a vital role in improving rural residents’ health. However, the high turnover of village doctors – both individually and collectively – threaten the stability of village medical teams. This research evaluated the influence of job satisfaction, resilience, and work engagement on the turnover intention of village doctors, and explored the mediating role of resilience and work engagement between job satisfaction and the turnover intention of village doctors in China. Methods: A quantitative study using a self-administered questionnaire containing mostly structured items was conducted among village doctors with a sample size of 2693 from 1345 rural clinics in Shandong province, China, during May and June 2019. All variables including demographic characteristics, job satisfaction, resilience, work engagement and turnover intention were based on available literature, and measured on a 5- or 6-point Likert scale. Such statistical methods as one-way ANOVA, bivariate correlation, exploratory factor analysis (EFA), and Structural Equation Modelling (SEM) were used. Results: As high as 46.9% of participants had a high turnover intention and no less than 26.3% of participants had a medium turnover intention. Job satisfaction not only has a direct negative effect on turnover intention(β=-0.37, p < 0.001), but also an indirect effect through work engagement(β= -0.04, p < 0.001), which has a direct negative impact on turnover intention(β= -0.13, p < 0.002), and resilience had an indirect negative effect on turnover intention through the mediating effect of work engagement(β= -0.09, p < 0.001). The results of this study strongly verified that job satisfaction, resilience, and work engagement were early, powerful predicators of turnover intention. Conclusion: According to the results, the following should be taken seriously to improve job satisfaction: reasonable and fair income, effective promotion mechanism, fair social old-age security, reasonable workload, and strong psychological coping mechanisms for work stress. The turnover intention of village doctors could be reduced through improving job satisfaction, resilience and work engagement.

scholarly journals The Influence of Job Satisfaction, Resilience and Work Engagement on Turnover Intention among Village Doctors in China：a cross-sectional study

2020 ◽  
Author(s):  
Xuewen Zhang ◽  
Liyan Bian ◽  
Xue Bai ◽  
Dezhong Kong ◽  
Li Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Negative Impact ◽  
Mediating Effect ◽  
High Turnover ◽  
Rural Residents ◽  
Bivariate Correlation ◽  
Village Doctors ◽  
Negative Effect

Abstract Background: As the gatekeepers of rural residents’ health, teams of village doctors play a vital role in improving rural residents’ health. However, the high turnover of village doctors – both individually and collectively – threaten the stability of village medical teams. This research evaluated the influence of job satisfaction, resilience , and work engagement on the turnover intention of village doctors, and explored the mediating role of resilience and work engagement between job satisfaction and the turnover intention of village doctors in China. Methods: A quantitative study using a self-administered questionnaire containing mostly structured items was conducted among village doctors with a sample size of 2693 from 1345 rural clinics in Shandong province, China, during May and June 2019. All variables including demographic characteristics, job satisfaction, resilience, work engagement and turnover intention were based on available literature, and measured on a 5- or 6-point Likert scale. Such statistical methods as one-way ANOVA, bivariate correlation, exploratory factor analysis (EFA), and Structural Equation Modelling (SEM) were used. Results: As high as 46.9% of participants had a high turnover intention and no less than 26.3% of participants had a medium turnover intention. Job satisfaction not only has a direct negative effect on turnover intention(β=-0.37, p < 0.001), but also an indirect effect through work engagement(β= -0.04, p < 0.001), which has a direct negative impact on turnover intention (β= -0.13, p < 0.002) , and resilience had an indirect negative effect on turnover intention through the mediating effect of work engagement(β= -0.09, p < 0.001). The results of this study strongly verified that job satisfaction, resilience, and work engagement were early, powerful predicators of turnover intention. Conclusion: According to the results, the following should be taken seriously to improve job satisfaction: reasonable and fair income, effective promotion mechanism, fair social old-age security, reasonable workload, and strong psychological coping mechanisms for work stress. The turnover intention of village doctors could be reduced through improving job satisfaction, resilience and work engagement.

scholarly journals The Influence of Job satisfaction, Resilience and Work engagement on Turnover Intention among Village Doctor in China:a cross-sectional study

2019 ◽  
Author(s):  
Xuewen Zhang ◽  
Liyan Bian ◽  
Xue Bai ◽  
Dezhong Kong ◽  
Li Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Village Doctor ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Rural Residents ◽  
Village Doctors ◽  
Negative Effect ◽  
The Village

Abstract Background As the gatekeepers of rural residents ‘health, the team of village doctors plays a vital role in improving the health level of rural residents. However, a large number of village doctor’s turnover, or even dozens of them turnover collectively, threatening the stability of the village medical team. This research evaluated the influence of job satisfaction, resilience, work engagement on turnover intention of village doctor and explored the mediating role of resilience and work engagement between job satisfaction and turnover intention among village doctor in China.Methods A quantitative study using a self-administered questionnaire containing mostly structured items was conducted among the village doctors with a sample size of 2693 from 1345 rural hospitals or clinics of Shandong province, China, during May and June 2019. All variables including demographic characteristics, job satisfaction, resilience, work engagement and turnover intention were based on literature and measured on 5- or 6-point Likert scale. Such statistical methods as one-way ANOVA, bivariate correlation, exploratory factor analysis (EFA) and Structural Equation Modeling (SEM) were used.Results As high as 46.9% of the participants had a high turnover intention and no less than 26.3% of the participants had a medium turnover intention. Job satisfaction not only has a direct negative effect on turnover intention(β=-0.37, p < 0.001), but also has an indirect effect on it through work engagement(β= -0.04, p < 0.001), work engagement has a direct negative impact on turnover intention(β= -0.13, p < 0.002), and resilience had an indirect negative effect on turnover intention through the mediating effect of work engagement(β= -0.09, p < 0.001). The results of this study strongly verified that job satisfaction, resilience, work engagement were early, powerful predicators of turnover intention.Conclusion According to the results, reasonable and fair income, effective promotion mechanism, fair social old-age security, reasonable workload, strong psychological coping mechanism for work stress, should be taken seriously to improve job satisfaction. The turnover intention of village doctors could be reduced through improving job satisfaction, resilience and work engagement.

scholarly journals The influence of personality, alexithymia and work engagement on burnout among village doctors in China: a cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Xuewen Zhang ◽  
Xue Bai ◽  
Liyan Bian ◽  
Min Wang
Keyword(s):  
Work Engagement ◽  
Time Management ◽  
Structural Equation ◽  
Job Burnout ◽  
Mediating Effect ◽  
Rural Residents ◽  
Cross Sectional ◽  
Village Doctors ◽  
Negative Effect ◽  
Positive Effect

Abstract Background In China, as the “gatekeepers”of rural residents’ health, the primary-level village doctors, play a very crucial role in ensuring and serving the health level of rural residents. However, the burnout of village doctors is gravely threatening the stability of rural primary medical system step by step. This study systematically evaluated the effects of personality, work engagement and alexithymia on burnout of village doctors, and further measured and assessed the mediating effect of alexithymia and work engagement in the association between personality and burnout. Methods The subjects were 2684 village doctors in Jining, Shandong Province, China, from May to June 2019. Sociodemographic characteristics, alexithymia, personality, work engagement and job burnout were quantitated by self-completed questionnaire and measured by Likert 5–7 scale. One-way ANOVA, Person correlation analysis, and Structural Equation Modelling (SEM) were used for statistical analysis and mediating effect evaluation. Results 2693 questionnaires were collected in total, of which 2684 were valid, with an effective rate of 96.2%. 65.2% of village doctors were diagnosed with burnout, and 54.3% showed moderate to severe emotional exhaustion, 61.6% showed moderate to severe low sense of personal achievement, and 33.9% showed moderate to severe depersonalization burnout. Personality had a direct positive effect on work engagement (β = 0.50, p < 0.001), a direct negative effect on alexithymia (β = − 0.52, p < 0.001) and burnout (β = − 0.50, p < 0.001) respectively. Work engagement had a direct negative effect on burnout (β = − 0.10, p < 0.001), while alexithymia had a direct positive effect on burnout (β = 0.16, p < 0.001). In the path between personality and burnout, both work engagement 95%CI:(− 0.17)–(− 0.08), and alexithymia 95%CI:(− 0.36)–(− 0.09), have significant mediating effects. These results strongly confirm that personality, alexithymia, and work engagement are early and powerful predicators of burnout. Conclusion According to the results, medical administrators should pay attention to the personality characteristics of village doctors in vocational training, practice selection and job assignment, encourage village doctors to reflect on their own personality actively, and to reduce job burnout by obtaining necessary social support, constructing reasonable achievable career expectations, improving time management ability, and participating in psychological counselling programs.

scholarly journals The Influence of Personality, Alexithymia and Work Engagement on Burnout among Village Doctors in China: A Cross-sectional Study

2020 ◽  
Author(s):  
Xuewen Zhang ◽  
Xue Bai ◽  
Liyan Bian ◽  
Min wang
Keyword(s):  
Work Engagement ◽  
Time Management ◽  
Structural Equation ◽  
Professional Training ◽  
High Turnover ◽  
Rural Residents ◽  
Cross Sectional ◽  
Village Doctors ◽  
Negative Effect ◽  
Positive Effect

Abstract Background: In China, grass-roots village doctors, as the gatekeepers of rural residents' health, play an important role in guaranteeing and serving the health level of rural residents. However, the serious burnout and high turnover rate of village doctors threaten the stability of village medical teams. This research evaluated the influence of personality, alexithymia and work engagement on the burnout of village doctors in an in-depth and detailed way, and explored the mediating role of work engagement and alexithymia between personality and the burnout of village doctors in China.Methods: During May and June 2019, 2,684 rural doctors in 1,345 rural clinics in Jining city, Shandong Province, were studied using a quantitative study self-administered questionnaire. The questionnaire included demographic and sociological characteristics, personality, alexithymia, work engagement and burnout, and was measured by 5-7 Likert scale. One-way ANOVA, Person correlation analysis, and Structural Equation Modelling (SEM) were used for statistical analysis.Results: Up to 54.3% of the surveyed rural doctors showed moderate to severe emotional exhaustion, 90.5% of them had moderate to severe sense of low personal achievement and 33.9% of them had moderate to severe depersonalization burnout. Personality has a direct positive effect on work engagement (β=0.50, p<0.001), but has a direct negative effect on alexithymia (β=-0.52, p<0.001) and burnout (β=-0.50, p<0.001) respectively. Work engagement has a direct negative effect on burnout (β=-0.10, p<0.001), while alexithymia has a direct positive effect on burnout (β=0.16, p<0.001). In the path between personality and burnout, both work engagement, 95%CI:(−0.17)–(−0.08), and alexithymia 95%CI:(−0.36)–(−0.09), have significant mediating effects.The above results strongly confirmed that personality, alexithymia, and work engagement were early, powerful predicators of burnout.Conclusion: According to the results, medical administrators should pay attention to the personality characteristics of village doctors in their professional training, practice selection and job assignment and encourage doctors to actively reflect on their own personality and to reduce job burnout by obtaining necessary social support, constructing reasonably achievable career expectations, improving time management and participating in psychological counselling programs.

scholarly journals Predictor of Turnover Intention of Register Nurses: Job Satisfaction or Work Engagement?

2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Yolanda Edwards-Dandridge ◽  
Brandon D Simmons ◽  
Douglas G Campbell
Keyword(s):  
Job Satisfaction ◽  
New York ◽  
Registered Nurses ◽  
Work Engagement ◽  
Turnover Intention ◽  
The Body ◽  
Full Time ◽  
Healthcare Organizations ◽  
High Turnover ◽  
Nurse Turnover

Both employee job satisfaction (JS) and employee work engagement (WE) have been examined as possible predictors of employees’ intention to voluntarily leave a specific job or company, known as turnover intention (TI). While the body of knowledge has grown concerning the nature of TI, there remains the unsettled question of which of the two concepts most accurately predicates TI. The high turnover rate of registered nurses (RNs) in hospitals in the U.S. presented an opportunity to examine if JS and WE predict, and to what degree, among RNs. For this quantitative correlational research probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, <em>F</em> (5,154) = 12.008, <em>p</em> R<sup>2</sup> = 287.The findings indicate that leaders of healthcare organizations, might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, TI may be lower by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a more satisfying workplace. A more stable RN workforce could reduce healthcare disruptions in communities.

scholarly journals Relationship between Job Satisfaction and Turnover Intention of Nurses at Islamic Hospital Faisal Makassar

2021 ◽  
Vol 2 (1) ◽  
pp. 43-49
Author(s):  
A. Siti Wadi’ah ◽  
Fridawaty Rivai ◽  
Yahya Thamrin ◽  
Syahrir Pasinringi ◽  
Irwandy Kapalawi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Nurse Turnover

The high turnover of employees in the hospital can have negative impact on the disruption of the process of health services provided to patients and in the end can lead to employee job satisfaction and the desire for employees to stay in an organization. This study aims to analyse the effect of job satisfaction including the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and work environment on the intention of nurse turnover at Faisal Islamic Hospital Makassar. This is a quantitative study using an analytic observational study with a cross sectional study design. The sample using total sampling were nurses who placed 127 respondents. Data analysis used chi-square test. The results showed the relationship between job satisfaction based on the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and the work environment on intention to leave. Therefore, the management is asked to motivate employees by providing bonuses, leave, official vehicles or other facilities that can be used as a reward tool for employees who have worked well and pay attention to employee satisfaction by seeing what employees expect.

scholarly journals Pengaruh Kohesivitas dan Kepuasan Kerja terhadap Turnover Intention Karyawan

2019 ◽  
Vol 9 (1) ◽  
pp. 35-44
Author(s):  
Novia Annisa Putri ◽  
Nurmala Katrina Pandjaitan ◽  
Sadikin Kuswanto
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Equation Modeling ◽  
High Turnover ◽  
Innovative Products ◽  
Significant Negative Impact ◽  
Cohesive Group ◽  
Office Employees

PT X is a major regional pharmaceutical company that develops and markets innovative products in Indonesia and other countries in South-East Asia. The high turnover rate in PT X indicates a further need to be explored about this condition and see if it is affected by employee cohesiveness and job satisfaction. This study uses quantitative approach with questionnaires that distributed to 120 head office employees with convenience sampling method. The result of structural equation modeling analysis shows that the better employee cohesiveness will increase the job satisfaction so that it can decrease the employee's desire to resign from the company. Cohesiveness has a significant positive effect on job satisfaction. In this case cohesiveness plays an important role in improving job satisfaction because having a cohesive group will affect employee satisfaction. Cohesiveness and job satisfaction have a significant negative impact on turnover intention. This suggests that cohesiveness and job satisfaction play an important role in decreasing employee intent turnover, even though the effect of cohesiveness is less than the effect of job satisfaction on turnover intention.

scholarly journals PERAN CAREER PLATEAU DAN KEPUASAN KERJA DALAM MEMBENTUK TURNOVER INTENTION

2018 ◽  
Vol 26 (2) ◽  
pp. 163
Author(s):  
Rauly Sijabat
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sem Analysis ◽  
Primary Data ◽  
Equation Modeling ◽  
Turnover Rates ◽  
High Turnover ◽  
Career Plateau ◽  
Negative Effect

High employee turnover rates are a classic problem that companies often encounter. The high turnover intensity can create instability and uncertainty about the condition of the workforce and the company itself. The results of previous research studies that have not been conclusive, led this study to examine the turnover intention with the career plateau approach and job satisfaction.Model and hypotheses were tested using primary data obtained through interviews using questionnaires on 100 respondents. The data obtained are then analyzed by using Structural Equation Modeling (SEM) analysis technique. The result of statistic test showed that career plateau proved to have a significant negative effect on job satisfaction, the career plateau proved to have a significant positive effect on turnover intention, and job satisfaction had a negative effect on turnover intention.

scholarly journals Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context

2020 ◽  
Vol 11 (22) ◽  
pp. 407-428
Author(s):  
Gentrit Berisha ◽  
Rrezon Lajçi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Work Attitudes ◽  
Job Fit ◽  
High Turnover ◽  
Negative Effect ◽  
Person Organization Fit ◽  
Positive Effect

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

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