The relationship between job satisfaction, burnout, and turnover intention among physicians from urban state-owned medical institutions in Hubei, China: a cross-sectional study

<p>Abstract</p> <p>Background</p> <p>Throughout China, a growing number of physicians are leaving or intending to depart from their organizations owing to job dissatisfaction. Little information is available about the role of occupational burnout in this association. We set out to analyze the relationship between job satisfaction, burnout, and turnover intention, and further to determine whether occupational burnout can serve as a mediator among Chinese physicians from urban state-owned medical institutions.</p> <p>Methods</p> <p>A cross-sectional survey was carried out in March 2010 in Hubei Province, central China. The questionnaires assessed sociodemographic characteristics, job satisfaction, burnout, and turnover intention. The job satisfaction and occupational burnout instruments were obtained by modifying the Chinese Physicians' Job Satisfaction Questionnaire (CPJSQ) and the Chinese Maslach Burnout Inventory (CMBI), respectively. Such statistical methods as one-way ANOVA, Pearson correlation, GLM-univariate and structural equation modeling were used.</p> <p>Results</p> <p>Of the 1600 physicians surveyed, 1451 provided valid responses. The respondents had medium scores (3.18 +/-0.73) on turnover intention, in which there was significant difference among the groups from three urban areas with different development levels. Turnover intention, which significantly and negatively related to all job-satisfaction subscales, positively related to each subscale of burnout syndrome. Work environment satisfaction (<it>b </it>= -0.074, <it>p < 0.01</it>), job rewards satisfaction (<it>b </it>= -0.073, <it>p < 0.01</it>), organizational management satisfaction (<it>b </it>= -0.146, <it>p < 0.01</it>), and emotional exhaustion (<it>b </it>= 0.135, <it>p < 0.01</it>) were identified as significant direct predictors of the turnover intention of physicians, with 41.2% of the variance explained unitedly, under the control of sociodemographic variables, among which gender, age, and years of service were always significant. However, job-itself satisfaction no longer became significant, with the estimated parameter on job rewards satisfaction smaller after burnout syndrome variables were included. As congregated latent concepts, job satisfaction had both significant direct effects (gamma₂₁= -0.32, <it>p < 0.01</it>) and indirect effects (gamma₁₁× beta₂₁= -0.13, <it>p < 0.01</it>) through occupational burnout (62% explained) as a mediator on turnover intention (47% explained).</p> <p>Conclusions</p> <p>Our study reveals that several, but not all dimensions of both job satisfaction and burnout syndrome are relevant factors affecting physicians' turnover intention, and there may be partial mediation effects of occupational burnout, mainly through emotional exhaustion, within the impact of job satisfaction on turnover intention. This suggests that enhancements in job satisfaction can be expected to reduce physicians' intentions to quit by the intermediary role of burnout as well as the direct path. It is hoped that these findings will offer some clues for health-sector managers to keep their physician resource motivated and stable.</p

The moderating effects of polychronicity and achievement striving on the relationship between task variety and organization-based self-esteem of mid-level managers in China

Employees' organization-based self-esteem (OBSE), defined as 'the degree to which an individual believes him/herself to be capable, significant, and worthy as an organizational member' (Pierce and Gardner, 2004: 593), can be increased by giving them tasks that fit their dispositions. The primary purpose of our study is to examine combinations, instead of individual dispositions separately, on OBSE. Specifically, to increase OBSE, we propose that giving employees who prefer to handle multiple tasks simultaneously (people who are polychronic) more task variety. This effect will be stronger for employees with high motivation to achieve (achievement striving). The hypotheses were tested using data collected from 260 middle managers and their immediate supervisors in three Chinese organizations. We found that offering more task variety to polychronic employees with high levels of achievement striving resulted in the highest levels of OBSE. © The Author(s) 2010.link_to_subscribed_fulltex

Polychronicity in modern Madrid: An interview study

This research is the result of 30 interviews with middle-management and senior executives from several different organizations in Madrid. The focus was on different aspects of time use in a professional context: - Monophasia or polyphasia, - Time tangibility - Attention to people. The results indicate that the work style of modern executives in Madrid does not fall clearly into the category of a polychronic (P-time) culture (Hall, 1959, 1976, 1981 & 1990) on all the three dimensions, if it ever did so. Spanish business culture in Madrid was found to be definitely polyphasic, more time tangible than was expected, and stressed the aspect of attention to people as a work style