Objective To investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China. Methods From August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work–family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis. Results A total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work–family conflict. Conclusion Job satisfaction, work stress, work–family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention.

https://bmjopen.bmj.com/content/bmjopen/7/5/e014894.full.pdf

The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study.

Objective The purpose of this study was to investigate moral distress (MD) and turnover intent as related to professional quality of life in physicians and nurses at a tertiary care hospital Method Health care providers from a variety of hospital departments anonymously completed 2 validated questionnaires (Moral Distress Scale-Revised and Professional Quality of Life Scale) Compassion fatigue (as measured by secondary traumatic stress [STS] and burnout [BRN]) and compassion satisfaction are subscales which make up one's professional quality of life Relationships between these constructs and clinicians' years in health care, critical care patient load, and professional discipline were explored Results The findings (n = 329) demonstrated significant correlations between STS, BRN, and MD Scores associated with intentions to leave or stay in a position were indicative of high verses low MD We report highest scoring situations of MD as well as when physicians and nurses demonstrate to be most at risk for STS, BRN and MD Both physicians and nurses identified the events contributing to the highest level of MD as being compelled to provide care that seems ineffective and working with a critical care patient load >50% Conclusion The results from this study of physicians and nurses suggest that the presence of MD significantly impacts turnover intent and professional quality of life Therefore implementation of emotional wellness activities (eg, empowerment, opportunity for open dialog regarding ethical dilemmas, policy making involvement) coupled with ongoing monitoring and routine assessment of these maladaptive characteristics is warranted (PsycINFO Database Record

Moral distress in physicians and nurses: Impact on professional quality of life and turnover.

Aim To investigate the relationship between leadership style with nurse job stress and anticipated turnover. Background An appropriate leadership style should promote the efficacy of nurses. Different leadership styles can affect nurse's job stress and the numbers of nurses leaving their workplace or their profession. Methods In this cross-sectional correlational study, 1,617 nurses were selected from the governmental hospitals in Iran 2016-2017. Data were analyzed using descriptive and inferential statistics in SPSS20 . Results Nursing Manager's leadership style was transactional leadership. Both transformational and transactional leadership style have a significant relationship with job stress and anticipate staff turnover. A positive relationship was found between a laissez-faire leadership style with job stress and anticipated turnover. Conclusion The transformational and transactional leadership styles can reduce nurse's job stress and intention to leave, so nurse leaders can use combination of transformational and transactional leadership for improving job satisfaction and quality of nursing services. Implications for nursing management Leaders should emphasize a clear expression of values, objectives, and mission of the organisation; and try to raise confidence in employees, respecting and caring for them, supporting their views and suggestions, and being optimistic about the future.

Correlation between nursing managers' leadership styles and nurses' job stress and anticipated turnover.

The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors these lead to leave one’s job and organization. So this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The researcher reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.

https://www.hilarispublisher.com/open-access/turnover-intention-influencing-factors-of-employees-an-empirical-work-review-2169-026X-1000253.pdf

Turnover Intention Influencing Factors of Employees: An Empirical Work Review

Given the competitiveness of twenty-first-century airport landscape, catalyzed by airports’ evolution toward multi-service, and market-driven firms, a thorough investigation into employees’ creativ...

Job demand stressors and employees’ creativity: a within-person approach to dealing with hindrance and challenge stressors at the airport environment

https://rms.scu.ac.ir/Files/Articles/Journals/Abstract/wcpcg5.pdf2013951839856.pdf

Hojat Damiri

Papers

The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE