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Li M, Wang W, Zhang J, Zhao R, Loban K, Yang H, Mitchell R. Organizational culture and turnover intention among primary care providers: a multilevel study in four large cities in China. Glob Health Action 2024; 17:2346203. [PMID: 38826145 PMCID: PMC11149567 DOI: 10.1080/16549716.2024.2346203] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2023] [Accepted: 04/18/2024] [Indexed: 06/04/2024] Open
Abstract
BACKGROUND Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. OBJECTIVE This study examined the relationship between organizational culture and turnover intention among primary care providers in China. METHODS A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants' intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. RESULTS The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p < 0.05). CONCLUSIONS Our findings inform organizational management strategies to retain a healthy workforce in primary health care.
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Affiliation(s)
- Mengyao Li
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, People’s Republic of China
| | - Wenhua Wang
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, People’s Republic of China
| | - Jinnan Zhang
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, People’s Republic of China
| | - Ruixue Zhao
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, People’s Republic of China
| | - Katya Loban
- Research Institute of the McGill University Health Centre, McGill University, Montreal, Canada
| | - Huiyun Yang
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, People’s Republic of China
| | - Rebecca Mitchell
- Health and Wellbeing Research Unit (HoWRU), Macquarie Business School, Macquarie University, Sydney, Australia
- Newcastle Business School, University of Newcastle, Newcastle, Australia
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Huseynova G, İslamoğlu M. Mind over matter: mindfulness as a buffer against workplace incivility. Front Psychol 2024; 15:1409326. [PMID: 39205969 PMCID: PMC11349638 DOI: 10.3389/fpsyg.2024.1409326] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2024] [Accepted: 07/24/2024] [Indexed: 09/04/2024] Open
Abstract
This study examines the relationship between co-worker incivility, emotional exhaustion, mindfulness, and turnover intention among nurses in public and private hospitals in North Cyprus. Drawing upon the Job Demand-Resources theory, the research aims to contribute to the existing literature by investigating the mediating role of emotional exhaustion and the moderating effect of mindfulness on the relationship between co-worker incivility and turnover intention. Data were collected from 238 nurses through questionnaires, and structural equation modeling was employed for data analysis. The results indicate a positive association between co-worker incivility and emotional exhaustion, as well as between co-worker incivility and turnover intention. Emotional exhaustion was found to mediate the relationship between co-worker incivility and turnover intention. Furthermore, mindfulness was identified as a moderator, attenuating the negative impact of co-worker incivility on turnover intention. The findings underscore the importance of addressing workplace incivility and promoting mindfulness to mitigate turnover intentions among nurses. Practical implications include the implementation of interventions to foster a supportive work environment and enhance nurses' emotional wellbeing.
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Chen Y, Xia P, Liu C, Ye C, Zeng Q, Liang B. A chain mediation model on organizational support and turnover intention among healthcare workers in Guangdong province, China. Front Public Health 2024; 12:1391036. [PMID: 38912267 PMCID: PMC11190159 DOI: 10.3389/fpubh.2024.1391036] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2024] [Accepted: 05/21/2024] [Indexed: 06/25/2024] Open
Abstract
Introduction The outbreak of the Coronavirus Disease 2019 pandemic has presented significant difficulties for healthcare workers worldwide, resulting in a higher tendency to quit their jobs. This study aims to investigate the correlation between organizational support, work-family-self balance, job satisfaction, and turnover intention of healthcare professionals in China's public hospitals. Methods A cross-sectional survey was conducted on 5,434 health workers recruited from 15 public hospitals in Foshan municipality in China's Guangdong province. The survey was measured by organizational support, work-family-self balance, job satisfaction, and turnover intention using a five-point Likert scale. The association between organizational support, work-family-self balance, job satisfaction, and turnover intention was investigated using Pearson correlation analysis and mediation analysis through the PROCESS macro (Model 6). Results Organizational support indirectly affected turnover intention through three pathways: the mediating role of work-family-self balance, job satisfaction, and the chain mediating role of both work-family-self balance and job satisfaction. Conclusion Health administrators and relevant government sectors should provide sufficient organizational support, enhance work-family-self balance and job satisfaction among healthcare workers, and consequently reduce their turnover intentions.
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Affiliation(s)
- Yuanyuan Chen
- School of Public Health and Management, Guangzhou University of Chinese Medicine, Guangzhou, China
| | - Ping Xia
- School of Public Health, Guangdong Pharmaceutical University, Guangzhou, China
- Centre for Research on Health Economics and Health Promotion, Guangdong Pharmaceutical University, Guangzhou, China
| | - Chaojie Liu
- School of Psychology and Public Health, La Trobe University, Melbourne, VIC, Australia
| | - Chumin Ye
- Maoming Maternal and Child Health Hospital, Maoming, China
| | - Qi Zeng
- School of Public Health and Management, Guangzhou University of Chinese Medicine, Guangzhou, China
| | - Baofang Liang
- School of Public Health and Management, Guangzhou University of Chinese Medicine, Guangzhou, China
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Yang Q, Yang L, Yang C, Wu X, Xu Z, Wang X. How is work-family conflict linked to nurse-assessed patient safety among intensive care unit nurses? A serial multiple mediation analysis. Aust Crit Care 2024:S1036-7314(24)00078-X. [PMID: 38762342 DOI: 10.1016/j.aucc.2024.03.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2023] [Revised: 03/21/2024] [Accepted: 03/21/2024] [Indexed: 05/20/2024] Open
Abstract
AIM The aim of this study was to test whether rumination and negative affectivity mediate the relationship between work-family conflict and nurse-assessed patient safety among intensive care unit nurses. BACKGROUND Most intensive care unit nurses experience work-family conflicts that jeopardise patient safety. Although prior studies have explored the effect of work-family conflict on patient safety, few have investigated whether work-family conflict is associated with patient safety through rumination and negative affectivity among intensive care unit nurses. DESIGN Cross-sectional study. METHODS This study included 209 intensive care unit nurses from five general hospitals. The Work-Family Conflict Scale, the Ruminative Response Scale, the Positive and Negative Affect Schedule-Negative Affectivity, and three items indicating nurses' perception of overall patient safety were used to gather data. Associations between work-family conflict, rumination, negative affectivity, and nurse-assessed patient safety were assessed using correlation and serial multiple mediation analysis. RESULTS Work-family conflict, rumination, negative affectivity, and nurse-assessed patient safety were significantly correlated (p < 0.01). Work-family conflict can have not only a direct negative impact on the nurse-assessed patient safety (effect = -0.0234; standard error [SE] = 0.0116; 95% confidence interval [CI]: lower limit [LL] = -0.0464, upper limit [UL] = -0.0005) but also an indirect impact on nurse-assessed patient safety through three paths: the independent mediating role of rumination (effect = -0.0118; SE = 0.0063; 95% CI: LL = -0.0251, UL = -0.0006), the independent mediating role of negative affectivity (effect = -0.0055; SE = 0.0039; 95% CI: LL = -0.0153, UL = -0.0001), and the chain-mediating role of rumination and negative affectivity (effect = -0.0078; SE = 0.0031; 95% CI: LL = -0.0152, UL = -0.0027). CONCLUSION Our findings indicated that work-family conflict could influence nurse-assessed patient safety through increasing rumination and negative affectivity among intensive care unit nurses. Based on the results, interventions aimed at decreasing work-family conflict would be beneficial for intensive care unit nurses' emotional stability and patient safety.
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Affiliation(s)
- Qianqian Yang
- Liaocheng People's Hospital, Medical School of Liaocheng University, Liaocheng, Shandong Province, 252000, China; School of Nursing and Rehabilitation, Shandong University, Jinan, Shandong Province, 250012, China.
| | - Linlin Yang
- Nursing Department of Liaocheng People's Hospital, Liaocheng, Shandong, China.
| | - Chunling Yang
- Nursing Department of Liaocheng People's Hospital, Liaocheng, Shandong, China.
| | - Xia Wu
- Nursing Department of Taian City Central Hospital, Taian, Shandong, China.
| | - Zhen Xu
- Intensive Care Unit of Taian City Central Hospital, Taian, Shandong, China.
| | - Xiaobing Wang
- Obstetrics Department, Liaocheng People's Hospital, China.
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Xu X, Huang J, Zhao X, Luo Y, Wang L, Ge Y, Yu X, Zhu P. Trends in the mobility of primary healthcare human resources in underdeveloped regions of western China from 2000 to 2021: Evidence from Nanning. BMC PRIMARY CARE 2024; 25:154. [PMID: 38711072 PMCID: PMC11071274 DOI: 10.1186/s12875-024-02403-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/06/2023] [Accepted: 04/23/2024] [Indexed: 05/08/2024]
Abstract
OBJECTIVE This research aimed to identify the fundamental and geographic characteristics of the primary healthcare personnel mobility in Nanning from 2000 to 2021 and clarify the determinants that affect their transition to non-primary healthcare institutions. METHODS Through utilizing the Primary Healthcare Personnel Database (PHPD) for 2000-2021, the study conducts descriptive statistical analysis on demographic, economic, and professional aspects of healthcare personnel mobility across healthcare reform phases. Geographic Information Systems (QGIS) were used to map mobility patterns, and R software was employed to calculate spatial autocorrelation (Moran's I). Logistic regression identified factors that influenced the transition to non-primary institutions. RESULTS Primary healthcare personnel mobility is divided into four phases: initial (2000-2008), turning point (2009-2011), rapid development (2012-2020), and decline (2021). The rapid development stage saw increased mobility with no spatial clustering in inflow and outflow. From 2016 to 2020, primary healthcare worker mobility reached its peak, in which the most significant movement occurred between township health centers and other institutions. Aside from their transition to primary medical institutions, the primary movement of grassroots health personnel predominantly directs towards secondary general hospitals, tertiary general hospitals, and secondary specialized hospitals. Since 2012, the number and mobility distance of primary healthcare workers have become noticeably larger and remained at a higher level from 2016 to 2020. The main migration of primary healthcare personnel occurred in their districts (counties). Key transition factors include gender, education, ethnicity, professional category, general practice registration, and administrative division. CONCLUSIONS This study provides evidence of the features of primary healthcare personnel mobility in the less developed western regions of China, in which Nanning was taken as a case study. It uncovers the factors that impact the flow of primary healthcare personnel to non-primary healthcare institutions. These findings are helpful to policy refinement and support the retention of primary healthcare workers.
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Affiliation(s)
- Xinyi Xu
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Jingyi Huang
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Xiaoqian Zhao
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Yumin Luo
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Linxuan Wang
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Yishan Ge
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Xingyin Yu
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China
| | - Pinghua Zhu
- School of Humanities and Social Sciences, Guangxi Medical University, Nanning, China.
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Petrosino F, Bartoli D, Trotta F, Di Nome S, Di Sarli MG, Frammartino R, Giancane F. Nurses quality of life, sleep disturbance, and intention to leave critical care units: A cross-sectional moderated mediation analysis. Intensive Crit Care Nurs 2024; 81:103602. [PMID: 38101214 DOI: 10.1016/j.iccn.2023.103602] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2023] [Revised: 11/27/2023] [Accepted: 12/01/2023] [Indexed: 12/17/2023]
Abstract
OBJECTIVES This study aims to explore the complex relationships between personal and demographic factors, intermediary factors such as quality of life (depression, anxiety, stress, burnout), and the mediating impact of sleep disturbance on nurses' intention to leave critical care units. DESIGN Cross-sectional quantitative survey. SETTING Data were collected from registered nurses at a major university hospital in southern Italy. Seven inpatient critical care units were sampled. MAIN OUTCOME MEASURES Intention to leave critical care units. RESULTS We included 160 participants recruited over five weeks in May and June 2023. The data showed that most were female, married, and possessed a bachelor's degree in nursing. The mean quality of life score was moderate, while stress, anxiety, and burnout were mild. A significant percentage of nurses reported poor sleep quality. Logistic regression indicates that service length did not significantly impact the intention to leave. The structural equation model showed that stress positively correlated with emotional exhaustion, whereas job quality was negatively associated with emotional exhaustion and the intention to leave. Sleep disturbance did not explain the relationship between stress and emotional fatigue; however, the results revealed that male gender moderated sleep mediation. CONCLUSIONS This study investigated factors influencing intention to leave among critical care unit nurses. The results suggest that the role of sleep disturbance should always be considered when assessing the issue. In this chain of causes, sleep disturbance explains the relationship between stress and emotional exhaustion. Furthermore, the strength of this mediation was influenced by gender, particularly by the male gender. IMPLICATIONS FOR CLINICAL PRACTICE Stress and emotional exhaustion significantly impact nurses' working quality of life, particularly when sleep quality is taken into account. This leads to a higher intention to leave critical care units. To reduce this tendency, healthcare managers could implement specific evidence-based interventions to promote a good climate of work, which would positively affect stress, emotional exhaustion and sleep disturbance. The likelihood of intention to leave decreased with achieving personal self-fulfilment among nurses.
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Affiliation(s)
- Francesco Petrosino
- Unit of General Management, San Giovanni di Dio e Ruggi d'Aragona, Salerno University Hospital, Largo Città di Ippocrate, 84131 Salerno, Italy.
| | - Davide Bartoli
- Unit of Anesthesia, Intensive Care and Pain Medicine, Sant'Andrea University Hospital, 00189 Rome, Italy
| | - Francesca Trotta
- Unit of Anesthesia, Intensive Care and Pain Medicine, Sant'Andrea University Hospital, 00189 Rome, Italy
| | - Sara Di Nome
- Unit of Cardiology Intensive Care, San Giovanni di Dio e Ruggi d'Aragona, Salerno University Hospital, Largo Città di Ippocrate 84131 Salerno, Italy
| | - Maria Grazia Di Sarli
- Unit of Emergency Department, San Giovanni di Dio e Ruggi d'Aragona, Salerno University Hospital, Largo Città di Ippocrate, 84131 Salerno, Italy
| | - Rosetta Frammartino
- Unit of General Management, San Giovanni di Dio e Ruggi d'Aragona, Salerno University Hospital, Largo Città di Ippocrate, 84131 Salerno, Italy
| | - Fabio Giancane
- Unit of General Management, San Giovanni di Dio e Ruggi d'Aragona, Salerno University Hospital, Largo Città di Ippocrate, 84131 Salerno, Italy
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Seathu Raman SS, McDonnell A, Beck M. Hospital doctor turnover and retention: a systematic review and new research pathway. J Health Organ Manag 2024; 38:45-71. [PMID: 38448230 PMCID: PMC10986676 DOI: 10.1108/jhom-04-2023-0129] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2023] [Revised: 11/20/2023] [Accepted: 01/12/2024] [Indexed: 03/08/2024]
Abstract
PURPOSE Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research. DESIGN/METHODOLOGY/APPROACH Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science. FINDINGS We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover. RESEARCH LIMITATIONS/IMPLICATIONS Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results. PRACTICAL IMPLICATIONS Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting "stay interviews" with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts. SOCIAL IMPLICATIONS Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees. ORIGINALITY/VALUE The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.
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Affiliation(s)
| | - Anthony McDonnell
- Cork University Business School,
University College Cork, Cork, Ireland
| | - Matthias Beck
- Cork University Business School,
University College Cork, Cork, Ireland
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Shi K, Wang Y, Sun Z, Zhao J, Xiang F, Chen Z, Sun W, Zheng Y. Turnover behavior and intention among dentists and medical doctors: a cross-sectional study in China. BMC Oral Health 2024; 24:180. [PMID: 38311735 PMCID: PMC10840253 DOI: 10.1186/s12903-024-03903-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/13/2023] [Accepted: 01/16/2024] [Indexed: 02/06/2024] Open
Abstract
BACKGROUND Retention of doctors is a global challenge and doctors working in different departments may face different problems. The study aimed to explore the turnover behavior and intention and correlated factors among Chinese dentists and medical doctors in other clinical fields. METHODS A cross-sectional study was conducted online in 5 regions of China from March 12th to April 12th, 2020. The questionnaire included 3 parts, socio-demographic characteristics, turnover behavior and intention, and concerns about work-related factors. Chi-square test and/or Wilcoxon Mann-Whitney test were applied for comparison, and binary logistic regression was used for finding the factors. RESULTS A total of 2428 eligible questionnaire were received, comprising 1954 responses from dentists and 474 from medical doctors. Rates of turnover behavior among dentists and medical doctors were 2.87% and 6.96%, respectively. Similarly, rates of turnover intention were 51.79% among dentists and 71.20% among medical doctors. Educational level was negatively correlated with turnover behavior of both medical doctors and dentists, and concern about salary was a unique negatively correlated factor for dentists. Age was negatively correlated with turnover intention in both medical doctors and dentists. Conversely, concerns about workload and doctor-patient relationship were positively correlated with turnover intention in both groups. Concern about salary was the distinct correlated factor of medical doctors' turnover intention, while gender and annual household income were correlated with turnover intention among dentists. CONCLUSIONS Low turnover rate but high turnover intention rate was the current status of Chinese doctors' employment. Turnover behavior and intention were more optimistic among dentists than medical doctors. Factors related to turnover behavior and turnover intention were not identical among dentists and medical doctors. Therefore, personalized retention measures were necessary for dentists and medical doctors.
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Affiliation(s)
- Keying Shi
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Yong Wang
- Department of Stomatology, Shangcheng District Jiubao Community Health Center of Hangzhou City, Hangzhou, Zhejiang, China
| | - Zhe Sun
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Jing Zhao
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Fangyue Xiang
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Zhi Chen
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Wenjing Sun
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
| | - Yuanna Zheng
- School/Hospital of Stomatology, Zhejiang Chinese Medical University, Hangzhou, Zhejiang, China
- Ningbo Dental Hospital/Ningbo Oral Health Research Institute, Ningbo, Zhejiang, China
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Lu Y, Li Z, Qin K, Chen J, Zeng N, Yan B, Liu D. Association between perceived neighborhood environment and depression among residents living in mega-communities in Guiyang, China: a cross-sectional study. BMC Public Health 2024; 24:343. [PMID: 38302930 PMCID: PMC10836001 DOI: 10.1186/s12889-024-17844-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/24/2023] [Accepted: 01/22/2024] [Indexed: 02/03/2024] Open
Abstract
BACKGROUND Little was known about the relationship between perceived neighborhood environment and depression among residents living in mega-communities. Furthermore, the mediating effects of physical activity (PA) and anxiety in this relationship have not been investigated. Thus, this study aimed to comprehensively examine the association between perceived neighborhood environment and depression among residents living in mega-communities, and test whether PA and anxiety mediated the association. METHODS A cross-sectional study on perceived neighborhood environment and depression was conducted among individuals who lived in mega-communities (n = 665) in Guiyang, China from July to August 2022. Perceived neighborhood environment was assessed from the following six aspects: traffic, building quality, accessibility, neighborhood, indoor, and pollution. Depression was measured by the Patients Health Questionnaire-9. Structural equation model was used to evaluate the association between perceived neighborhood environment and depression, and test the mediating effect of PA and anxiety in this association. RESULTS We found that neighborhood (β = -0.144, p = 0.002) and PA (β = -0.074, p < 0.001) were both negatively associated with depression, while anxiety was positively associated with depression (β = 0.447, p < 0.001). Married residents were less likely to experience depression than residents of other marital status. PA played a mediator role in the relationship between accessibility and depression (β = 0.014, p = 0.033). PA mediated the relationship between neighborhood and depression (β = -0.032, p = 0.015). The mediating effect of anxiety in the relationship between perceived neighborhood environment and depression was not significant. CONCLUSIONS This study demonstrated that neighborhood, which was assessed by satisfaction with safety, hygiene, parking, greening, lighting, and building shape, was negatively associated with depression, and PA mediated the relationship.
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Affiliation(s)
- Yong Lu
- School of Public Health, the Key Laboratory of Environmental Pollution Monitoring and Disease Control, Ministry of Education, Guizhou Medical University, Guiyang, China
| | - Zenglin Li
- School of Public Health, the Key Laboratory of Environmental Pollution Monitoring and Disease Control, Ministry of Education, Guizhou Medical University, Guiyang, China
| | - Kai Qin
- School of Public Health, the Key Laboratory of Environmental Pollution Monitoring and Disease Control, Ministry of Education, Guizhou Medical University, Guiyang, China
| | - Jiao Chen
- School of Public Health, the Key Laboratory of Environmental Pollution Monitoring and Disease Control, Ministry of Education, Guizhou Medical University, Guiyang, China
| | - Nana Zeng
- School of Public Health, the Key Laboratory of Environmental Pollution Monitoring and Disease Control, Ministry of Education, Guizhou Medical University, Guiyang, China
| | - Bo Yan
- Guangzhou Medical University Library, Guangzhou, China.
| | - Di Liu
- School of Public Health, Guangzhou Medical University, Guangzhou, China.
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Jiang H, Chang J, Huang R, Liang X, Song M, Yuan H, Wang S. Emergency physicians' occupational risks in China. World J Emerg Med 2024; 15:232-234. [PMID: 38855363 PMCID: PMC11153362 DOI: 10.5847/wjem.j.1920-8642.2024.045] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/22/2023] [Accepted: 02/15/2024] [Indexed: 06/11/2024] Open
Affiliation(s)
- Huaying Jiang
- School of Chinese Materia Medica, Beijing University of Chinese Medicine, Beijing 100105, China
| | - Jia Chang
- Operation Room, Beijing Chaoyang Hospital, Capital Medical University, Beijing 100020, China
| | - Rong Huang
- School of Chinese Materia Medica, Beijing University of Chinese Medicine, Beijing 100105, China
| | - Xiayi Liang
- School of Chinese Materia Medica, Beijing University of Chinese Medicine, Beijing 100105, China
| | - Manning Song
- School of Chinese Materia Medica, Beijing University of Chinese Medicine, Beijing 100105, China
| | - Hejing Yuan
- School of Marxism, Beijing University of Chinese Medicine, Beijing 100105, China
| | - Shuo Wang
- Department of Infectious Diseases (Fever Clinic), Beijing Hospital of Traditional Chinese Medicine, Capital Medical University, Beijing 100010, China
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Hämmig O. Quitting one's job or leaving one's profession: unexplored consequences of workplace violence and discrimination against health professionals. BMC Health Serv Res 2023; 23:1251. [PMID: 37964262 PMCID: PMC10644652 DOI: 10.1186/s12913-023-10208-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Accepted: 10/25/2023] [Indexed: 11/16/2023] Open
Abstract
BACKGROUND Although workplace violence and discrimination against healthcare workers are global and universal phenomena, and violence at work is recognized as a serious and growing problem, in Switzerland, hardly anything is known about the related consequences on job changes and career endings, which are two major staffing challenges present in the notoriously understaffed healthcare sector. METHOD Data collected from a written survey conducted among 1,840 hospital employees, of which 1,441 were health professionals, were used to evaluate and estimate the prevalence and impact of specific and cumulated forms of workplace violence and discrimination on the work climate and particularly on subsequent turnover intentions and career endings. Established multi- and single-item measures were used as predicting, intervening and outcome variables. Relative frequencies stratified for nurses, physicians and therapists were calculated to estimate and differentiate the size of the phenomena under study. Furthermore, crosstabulations, as well as multivariate regression analyses, were performed to explore the associations of interest. RESULTS Every fifth to sixth nurse and every seventh to eighth physician reported having had intentions to change jobs or leave the profession within the past year. These intentions become much more prevalent across all health professions when one or even two or more different forms of violence and/or discrimination at work are experienced and reported. Accordingly, the relative risks for intending to quit one's job or leave one's profession increase significantly and steadily with a growing number (1, 2 +) of different experienced forms of violence and/or discrimination at work compared to the reference group of those who are nonaffected (aOR from 2.5 up to 5.4). This fairly strong association was only slightly reduced (aOR from 2.1 to 4.0) when work climate was additionally taken into account as a potential intervening variable. Although work climate only partly accounted for the association under study, a poor work climate was an additional strong predictor and independent risk factor for intentions to turnover (aOR = 6.4) or leave the profession (aOR = 4.2). CONCLUSIONS Experiences of workplace violence and discrimination and the resulting poor work climate both together and independent of each other seem to be important causes of job changes and career endings among healthcare workers in Switzerland.
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Affiliation(s)
- Oliver Hämmig
- Epidemiology, Biostatistics and Prevention Institute of the University of Zurich, Hirschengraben 84, 8001, Zurich, Switzerland.
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12
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Qu G, Feng J, Lei Z, Li X, Sun Y, Ferrier A, Jiang H, Gan Y. Analysis on the relationship between professional identity and turnover intention among general practitioners: The mediating role of job burnout. J Affect Disord 2023; 339:725-731. [PMID: 37442445 DOI: 10.1016/j.jad.2023.07.031] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Revised: 06/12/2023] [Accepted: 07/08/2023] [Indexed: 07/15/2023]
Abstract
OBJECTIVE We aimed to understand the current situation and contributory factors associated with professional identity, turnover intention and job burnout among general practitioners (GPs) in eastern, central and western China. METHODS A total of 3244 GPs from community health service institutions in 12 provinces of China were recruited, from October 2017 to February 2018. Demographic information such as sex, region and mode of employment was sought, and issues regarding job burnout, professional identity and turnover intention of GPs were measured with the corresponding scale, and softwares such as SPSS and AMOS were used. T-test, analysis of variance, and covariance matrix were used for analysis. RESULTS The average total scores of job burnout, turnover intention and professional identity of GPs in China were 44.12, 15.07 and 51.23, respectively. The results of intermediary effect analysis showed that in the GPs group, there were differences in the distribution of the three indicators. Professional identity had a significant negative effect on job burnout (β = -0.373), while job burnout had a significant positive effect on turnover intention (β = 0.528), and job burnout had an indirect effect in the relationship between professional identity and turnover intention. Job burnout played an intermediary role in professional identity and turnover intention. CONCLUSIONS The turnover intention of GPs in China has improved, but it is still at a high level. Job burnout plays an intermediary role between professional identity and turnover intention.
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Affiliation(s)
- Ge Qu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Jing Feng
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Zihui Lei
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Xinyan Li
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Yuchao Sun
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China
| | - Adamm Ferrier
- Department of Public Health, School of Psychology and Public Health, La Trobe University, Melbourne, Victoria, Australia
| | - Heng Jiang
- Department of Public Health, School of Psychology and Public Health, La Trobe University, Melbourne, Victoria, Australia; Melbourne School of Population and Global Health, University of Melbourne, Melbourne, Victoria, Australia
| | - Yong Gan
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, Hubei, China.
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13
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Lyu Y, Lai X, Ma Y, Fang H. Factors associated with recommendation behaviors of four non-National Immunization Program vaccines: a cross-sectional survey among public health workers in China. Infect Dis Poverty 2023; 12:91. [PMID: 37805654 PMCID: PMC10559509 DOI: 10.1186/s40249-023-01142-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/01/2023] [Accepted: 09/25/2023] [Indexed: 10/09/2023] Open
Abstract
BACKGROUND Immunization is a crucial preventive measure to safeguard children under five years old against a range of diseases. In China, the coverage rate of non-National Immunization Program (non-NIP) vaccines can be improved by leveraging the recommendation from public health workers. Hence, understanding the influencing factors of recommendation behaviors assume paramount importance. This study aims to investigate influencing factors of public health workers' recommendation behaviors towards non-NIP vaccines, with a particular emphasis on financial incentives. METHODS A cross-sectional survey was conducted using a multi-stage sampling method in 2019 from August to October. 627 public health workers were recruited from 148 community healthcare centers in ten provincial-level administrative divisions in China. An anonymous questionnaire was used to collect demographic information, attitudes towards vaccination, and recommendation behaviors towards non-NIP vaccines, including Haemophilus influenzae type b (Hib) vaccine, pneumococcal conjugate vaccine, varicella vaccine, and rotavirus vaccine. Descriptive analysis and multivariate logistic regression analysis were adopted in this study. RESULTS Of the 610 public health workers with complete survey data, 53.8%, 57.4%, 84.1%, and 54.1% often recommended Hib vaccine, pneumococcal pneumonia vaccine (PCV), varicella vaccine, and rotavirus vaccine, respectively. Logistic regression revealed that gender (Hib vaccine: OR = 0.4, 95% CI: 0.2-0.8; PCV: OR = 0.4, 95% CI: 0.2-0.8; rotavirus vaccine: OR = 0.3, 95% CI: 0.2-0.6), financial incentives for non-NIP vaccination (Hib vaccine: OR = 1.9, 95% CI: 1.1-3.6; PCV: OR = 2.1, 95% CI: 1.1-3.9; rotavirus vaccine: OR = 2.0, 95% CI: 1.1-3.8) and perception of vaccine safety (Hib vaccine: OR = 2.7, 95% CI: 1.1-7.0; PCV: OR = 3.2, 95% CI: 1.2-8.0; rotavirus vaccine: OR = 3.0, 95% CI: 1.2-7.7) were associated with public health workers' recommendation towards Hib vaccine, PCV and rotavirus vaccine. CONCLUSIONS The findings highlighted public health workers' recommendation behaviors of non-NIP vaccines in China and revealed strong association between vaccine recommendation and financial incentives. This highlights the importance of financial incentives in public health workers' recommendation toward non-NIP vaccines in China. Proper incentives are recommended for public health workers to encourage effective health promotion in immunization practices.
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Affiliation(s)
- Yun Lyu
- Department of Health Policy and Management, School of Public Health, Peking University, Beijing, China
| | - Xiaozhen Lai
- Department of Health Policy and Management, School of Public Health, Peking University, Beijing, China
- Health Economics Research Centre, Nuffield Department of Population Health, University of Oxford, Oxford, UK
| | - Yidi Ma
- Department of Health Policy and Management, School of Public Health, Peking University, Beijing, China
| | - Hai Fang
- China Center for Health Development Studies, Peking University, Beijing, China.
- Peking University Health Science Center-Chinese Center for Disease Control and Prevention Joint Research Center for Vaccine Economics, Peking University, Beijing, China.
- Institute for Global Health and Development, Peking University, Beijing, China.
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Ronchese F, Ricci F, Peccolo G, Persechino B, Rondinone BM, Buresti G, Negro C, Bovenzi M, Miani A. Relation of the work ability index to fitness for work in healthcare and public employees in a region of Northeastern Italy. Int Arch Occup Environ Health 2023; 96:1203-1210. [PMID: 37584735 PMCID: PMC10504097 DOI: 10.1007/s00420-023-02001-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2023] [Accepted: 07/12/2023] [Indexed: 08/17/2023]
Abstract
PURPOSE Work ability indicates an individual's capacity to match job demands according to his/her physical and mental conditions and work circumstances. Occupational physicians should take into consideration the global health status of a worker in order to correctly assess if he/she is fit for the job. The aim of this study was to verify the association between fitness for work evaluation and Work Ability Index scores, as well as individual factors (age, gender, and anthropometric characteristics) and work-related variables (job type, years of working duration). METHODS A cross-sectional study was conducted within the occupational health surveillance of health and public employers in the Friuli-Venezia Giulia region (2018-2022). The participants voluntarily agreed to answer the standard Work Ability Index questionnaire. Data were investigated by univariable as well as multivariable regression analysis. RESULTS The Work Ability Index of the workers included in the study (N = 6893) resulted negatively associated with age, female sex, and body mass index. It was averagely lower in nurses and assistive personnel, and the highest in medical doctors and public employers. The fitness for work assessments was also statistically related to WAI scores. The results obtained from the univariable and the multivariable analysis were consistent. CONCLUSIONS The Work Ability Index is an efficient tool to measure an individual's capability to sustain job demands, and can be taken into account to produce a correct fitness for work evaluation and consequently preserve workers' health status.
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Affiliation(s)
- Federico Ronchese
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy
| | - Francesca Ricci
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy
| | - Giulia Peccolo
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy.
| | - Benedetta Persechino
- Department of Occupational and Environmental Medicine Epidemiology and Hygiene, Italian Workers' Compensation Authority (INAIL), Monte Porzio Catone, Via Fontana Candida 1, 00078, Rome, Italy
| | - Bruna Maria Rondinone
- Department of Occupational and Environmental Medicine Epidemiology and Hygiene, Italian Workers' Compensation Authority (INAIL), Monte Porzio Catone, Via Fontana Candida 1, 00078, Rome, Italy
| | - Giuliana Buresti
- Department of Occupational and Environmental Medicine Epidemiology and Hygiene, Italian Workers' Compensation Authority (INAIL), Monte Porzio Catone, Via Fontana Candida 1, 00078, Rome, Italy
| | - Corrado Negro
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy
| | - Massimo Bovenzi
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy
| | - Andrea Miani
- Occupational Medicine Unit, University Health Agency Giuliano-Isontina (ASUGI), 34148, Trieste, Italy
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15
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Boskma ACP, Wolthuis FW, Roelofs PDDM, van Wijlen AT, van Schie JE, de Man- van Ginkel JM, Finnema EJ. Experienced career perspectives of nursing students and their supervisors in learning departments: a qualitative study. BMC Nurs 2023; 22:332. [PMID: 37759278 PMCID: PMC10523613 DOI: 10.1186/s12912-023-01479-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2022] [Accepted: 09/03/2023] [Indexed: 09/29/2023] Open
Abstract
BACKGROUND Due to the nursing shortage, positive work environments are needed to retain (student) nurses. More and attractive internships for students need to be ensured. In order to provide more internship places learning departments were developed, which are characterized by a buddy system and supervisors who coaches at least two students during a shift. Gaining knowledge about career perspectives and job satisfaction is essential within the context of learning departments, as both will contribute to quality and safety of care and will support lifelong learning. The current study aimed to investigate how nurses and nursing students working and learning in learning departments experience preconditions for career opportunities. METHODS Using a generic qualitative approach, semi-structured interviews were conducted through videocalls between March and April 2021 in the Netherlands. Inductive qualitative analysis based on 'The Data Analysis Spiral' was used. RESULTS Career perspective is explored among six students and seven nurses. Five main themes were generated for both nurses and students; (1) personal goals; (2) skills and self-efficacy; (3) mentoring; (4) job satisfaction; and (5) career perspectives. Within the five main themes, subcategories were developed from 198 codes related to career opportunities. Results show career perspective is experienced differently. For students, the requirements to experience career perspective seem largely existing, as learning departments fits with personal goals, increases self-efficacy and provide coaching mentoring. Students felt learning departments contributed positively to becoming more skilled in working independently and collaborating with fellow students. This resulted in students feeling well prepared for the future. Nurses' career perspectives varied from wanting more personal development to experiencing opportunities due to having great colleagues, a challenging patient category, satisfaction from sharing knowledge and a decreasing physical workload. Nurses who had affinity with coaching students experience more career perspective on learning departments. CONCLUSION Interviews provided in-depth insights. Interviews gave in-depth insight into the elements of learning departments that contribute to career perspectives of (student)nurses. The results can be used by nursing supervisors, teachers and policymakers to optimize nurses' work environment, to eliminate leave intentions and improve quality of patientcare. The results should be taken into consideration when coaching students, developing manuals and implementing or optimizing learning departments. Future research is recommended to investigate which tools/interventions are effective for nurses and other healthcare professionals to support career guidance.
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Affiliation(s)
- A. C. P. Boskma
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
| | - F. W. Wolthuis
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
| | - P. D. D. M. Roelofs
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
| | - A. T. van Wijlen
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
| | - J. E. van Schie
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
| | - J. M. de Man- van Ginkel
- Nursing Science, Department of Gerontology and Geriatrics, Leiden University Medical Center, Leiden, Netherlands
| | - E. J. Finnema
- Department of Health Science, University Medical Center Groningen, Groningen, Netherlands
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16
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Jia Q, Qu Y, Huo H, Yin H, Jiang M, You D. Chronic stress and turnover intention of resident physicians after experiencing COVID-19. BMC MEDICAL EDUCATION 2023; 23:707. [PMID: 37759300 PMCID: PMC10537431 DOI: 10.1186/s12909-023-04681-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/06/2023] [Accepted: 09/14/2023] [Indexed: 09/29/2023]
Abstract
BACKGROUND Previous studies have explored the stress and turnover intention of healthcare workers, but as important backup talents in the healthcare system, resident physicians have received little attention from researchers, especially after experiencing COVID-19. Therefore, this study aims to evaluate the chronic stress and turnover intention of resident physicians after experiencing COVID-19. METHODS From June to August 2022, we conducted a questionnaire survey on resident physicians in the Children's Hospital of Hebei Province through the online platform (Wenjuanxing) to evaluate their chronic stress and turnover intention after experiencing COVID-19. For the collected data, we used frequency and percentage to make the statistical description, the Chi-square test to make a univariate analysis on the scores of chronic stress and turnover intention scale, and binary logistic regression analysis to explore the influencing factors of turnover intention. RESULTS Out of 143 respondents, we finally received 127 questionnaires, with a response rate of 88.81%. Among 127 respondents, 80.31% of resident physicians experienced varying degrees of chronic stress (mild: 36.22%, moderate: 35.43%, severe: 8.66%), and 74.80% of resident physicians showed varying degrees of turnover intention (mild: 23.62%, moderate: 37.79%, severe: 13.39%). Moreover, age (OR = 0.772, P = 0.042), identity (OR = 8.648, P = 0.021), and chronic stress levels (mild: OR = 6.938, P = 0.003; moderate: OR = 44.049, P < 0.003; severe: OR = 46.141, P = 0.004) can significantly affect turnover intention. CONCLUSION In this study, we reported a relatively high proportion of resident physicians with high chronic stress and high turnover intention after experiencing COVID-19. We suggest that the relevant departments should pay more attention to the resident physicians' group and formulate corresponding measures to solve the problems faced by the resident physicians and ensure the stability of the health human resources.
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Affiliation(s)
- Qingwen Jia
- Organization and Personnel Department, Children's Hospital of Hebei Province, Shijiazhuang, China
| | - Yi Qu
- Scientific research division, Children's Hospital of Hebei Province, Shijiazhuang, China
| | - Huisheng Huo
- Scientific research division, Children's Hospital of Hebei Province, Shijiazhuang, China
| | - Hongxia Yin
- Human resources department, Affiliated hospital of north Sichuan medical college, Nanchong, China
| | - Meijun Jiang
- Graduate School, Hebei Medical University, Shijiazhuang, China
| | - Dianping You
- Party and Government Integrated Office, Children's Hospital of Hebei Province, Shijiazhuang, China.
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Wen Z, Xu J, Yu J, Huang X, Ni Y. Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout. Front Psychiatry 2023; 14:1238315. [PMID: 37817834 PMCID: PMC10561281 DOI: 10.3389/fpsyt.2023.1238315] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/11/2023] [Accepted: 08/29/2023] [Indexed: 10/12/2023] Open
Abstract
Background Countries worldwide face the challenge of how medical personnel manage conflicts between work and family. Especially after the challenge of the COVID-19 epidemic, it is necessary to explore the possible mechanisms of work-family conflict, burnout, and turnover intention among primary medical staff. Objectives This study aims to observe the turnover intention of Chinese primary medical staff and explore the relationship between work-family conflict, burnout, and turnover intention. Methods A cross-sectional study included a turnover intention questionnaire, the Maslach Burnout Inventory-General Survey (MBI-GS), and the Work-Family Conflict Scale (WFCS) to understand turnover intention, burnout, and work-family conflict among primary medical staff in four cities (Xuzhou, Linyi, Huaibei, and Shangqiu cities) within the Huaihai Economic Zone. Spearman correlation analysis and hierarchical multiple regression analysis were used to examine the related factors of turnover intention. Structural equation modeling (SEM) was used to study the mediating role of burnout between work-family conflict and turnover intention. Results In this study, there is a positive correlation between work-family conflict and turnover intention (P < 0.01). Demographic characteristics, work-family conflict, and burnout explained 2.3%, 20.3%, and 8.8% of the incremental variances, respectively. Burnout mediated the association between work-family conflict and turnover intention. Conclusions Burnout can be regarded as a mediator between two different variables: work-family conflict and turnover intention. Improving work-family conflict and alleviating burnout may play a key role in reducing the willingness of primary medical staff to resign. Corresponding measures can be taken to balance the conflict between work and family, alleviate burnout, reduce turnover rates, and build a primary medical staff team with higher medical service quality and stability.
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Affiliation(s)
- Zongliang Wen
- School of Management, Xuzhou Medical University, Xuzhou, China
- School of Public Health, Xuzhou Medical University, Xuzhou, China
- Affiliated Hospital of Xuzhou Medical University, Xuzhou, China
| | - Jintao Xu
- School of Management, Xuzhou Medical University, Xuzhou, China
| | - Jinxun Yu
- School of Public Health, Xuzhou Medical University, Xuzhou, China
| | - Xiaojing Huang
- School of Management, Xuzhou Medical University, Xuzhou, China
| | - Yuting Ni
- School of Management, Xuzhou Medical University, Xuzhou, China
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18
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Ning L, Jia H, Gao S, Liu M, Xu J, Ge S, Li M, Yu X. The mediating role of job satisfaction and presenteeism on the relationship between job stress and turnover intention among primary health care workers. Int J Equity Health 2023; 22:155. [PMID: 37582742 PMCID: PMC10428580 DOI: 10.1186/s12939-023-01971-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2023] [Accepted: 07/21/2023] [Indexed: 08/17/2023] Open
Abstract
BACKGROUND Turnover problems among primary health care workers are a significant contributor to the shortage of health human resources. This study aims to determine the relationship between job stress and turnover intention among primary health care workers, as well as to examine the mediating effects of job satisfaction and presenteeism on this relationship. METHODS Stratified random sampling and quota sampling were used to select 703 primary health care workers in Jilin Province, China in January 2020. Validated scales were used to measure turnover intention, job stress, job satisfaction, and presenteeism among primary health care workers. The study utilized a partial least squares structural equation modeling (PLS-SEM) approach to test the research hypotheses. RESULTS The turnover intention score of primary health care workers in Jilin Province was 2.15 ± 1.03, and 19.5% of respondents reported a higher turnover intention. Significant sex and occupation differences were found, with a higher rate of turnover intention for male and doctor groups among primary health care workers. This study also revealed a positive correlation between job stress and turnover intention (β = 0.235, P < 0.001), a significant negative correlation between job satisfaction and turnover intention (β= -0.347, P < 0.001), and a significant positive correlation between presenteeism and turnover intention (β = 0.153, P < 0.001). Moreover, the study revealed a significant indirect effect of job stress on turnover intention which was mediated by job satisfaction (β = 0.183, P < 0.001) and presenteeism (β = 0.078, P < 0.001). CONCLUSION We confirmed the positive association between job stress and presenteeism with turnover intention, as well as the negative association between job satisfaction and turnover intention. Moreover, our study confirmed the mediating role of job satisfaction and presenteeism in the relationship between job stress and turnover intention. This study provides scientific evidence to address the turnover problem among primary health care workers.
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Affiliation(s)
- Liangwen Ning
- School of Public Administration, Jilin University, Changchun City, Jilin Province, China
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Huanhuan Jia
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Shang Gao
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Minghui Liu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Jiaying Xu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Sangyangji Ge
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Ming Li
- School of Public Health, Jilin University, Changchun City, Jilin Province, China
| | - Xihe Yu
- School of Public Health, Jilin University, Changchun City, Jilin Province, China.
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Kou R, Mei K, Bi Y, Huang J, Yang S, Chen K, Li W. Equity and trends in general practitioners' allocation in China: based on ten years of data from 2012 to 2021. HUMAN RESOURCES FOR HEALTH 2023; 21:61. [PMID: 37533104 PMCID: PMC10394803 DOI: 10.1186/s12960-023-00841-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/05/2022] [Accepted: 07/05/2023] [Indexed: 08/04/2023]
Abstract
BACKGROUND General practitioners (GP) are the gatekeepers of residents' health, 2021 is the 10th year of the establishment of the GP system in China. This study aims to assess the equity and trends of GP allocation in China from 2012 to 2021, summarize the efforts and progress of GPs in China during the decade, predict the development trend of GPs in mainland China in the next 5 years to provide a reference for regional health planning and rational allocation of GPs in China. METHODS Data from 2012 to 2021 on GPs in 22 provinces, 5 autonomous regions, and 4 municipalities directly under the central government in mainland China (excluding Hong Kong, Macao, and Taiwan) are collected by us. Gini coefficient, Lorenz curve and health resource agglomeration degree (HRAD) were used to analyze the equity of the allocation of GPs in China from different dimensions, a Grey prediction model was used to forecast the number of GPs in 2022-2026. RESULTS The number of GPs in mainland China increased from 109 794 to 434 868 from 2012 to 2021, with 3.08 GPs per 10 000 people in 2021. The Gini coefficient of GPs allocation by population in China decreased from 0.312 to 0.147 from 2012 to 2021, while the Gini coefficient of geographic dimension remained between 0.700 and 0.750. Compared with the degree of curvature of the Lorenz curve in the geographic dimension, the degree of curvature of the population and economic dimension were smaller. In 2021, the HRAD in the Eastern region was 4.618, the Central region was 1.493, with different degrees of imbalance among regions, the HRAD/PAD (population agglomeration degree) in the Eastern, Central and Western regions were 1.196, 0.880 and 0.821, respectively. GPs in the Eastern region is still concentrated, while the Central and Western regions were at a similar level, GPs were more scarce. The GM (1,1) model predicts that the number of GPs in mainland China will reach about 720 000 in 2026, the number of GPs per 10 000 people will reach 4.9. CONCLUSION After a decade of development, the number of GPs in China has increased significantly. It has reached the goal of the GP system when it was first established. However, the equity of the geographical dimension, both in terms of Gini coefficient and HRAD, has great differences between different regions. The average Gini coefficient at the geographic dimension is 0.723. The average HRAD index was 4.969 in the East and 0.293 in the West. The Western region has the problem of insufficient GP allocation in both population and geographical dimension. In the future, the number of GPs in China will continue to grow rapidly with the support of policies. The "2030" goal, proposed in 2018, is expected to be achieved by 2026. Due to certain factors (such as COVID-19), the actual situation may be different from the predicted results.
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Affiliation(s)
- Ruxin Kou
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Kangni Mei
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Yuqing Bi
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Jingwen Huang
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Shilan Yang
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Kexuan Chen
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China
| | - Wei Li
- School of Public Health, Weifang Medical University, Weifang, 261021, Shandong, China.
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Zhao L, Wu J, Ye B, Tarimo CS, Li Q, Ma M, Feng Y, Guo X, Song Y, Zhang M, Fan Y. Work-family conflict and anxiety among nurses of the maternal and child health institutions: the mediating role of job satisfaction. Front Public Health 2023; 11:1108384. [PMID: 37457243 PMCID: PMC10347398 DOI: 10.3389/fpubh.2023.1108384] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/26/2022] [Accepted: 06/09/2023] [Indexed: 07/18/2023] Open
Abstract
Introduction Over the past decades, anxiety has garnered significant attention from nursing population. Investigations have centered on the correlation between work-family conflict (WFC) and anxiety as well as the link between job satisfaction and anxiety among nurses. However, the role of job satisfaction plays in the relationship between work-family conflict and anxiety remains relatively unexplored. Methods In April 2021, a cross-sectional survey was conducted among nurses (N = 3,770) working at the maternal and child health institutions in Henan province, China. Multiple linear regression model was used to explore the factors associated with anxiety. Model 4 in Hayes's PROCESS macro and Bootstrap method was performed to examine the mediating role of job satisfaction in the relationship between work-family conflict and anxiety. Results The median (interquartile range) anxiety score was 5.00 (6.00). Work-family conflict was shown to be significantly correlated to job satisfaction (r = -0.517, p < 0.001) and anxiety (r = 0.457, p < 0.01). There was a strong negative correlation between job satisfaction and anxiety (r = -0.379, p < 0.01). The study also found that nurses aged 31-40 years, those with a junior college education (p = 0.001), those with an undergraduate or above education (p < 0.001), those who reported experiencing work-family conflict (p < 0.001), and those with lower job satisfaction (p < 0.001) were more likely to experience anxiety. Additionally, job satisfaction partially (a*b = 20.90%) mediated the relationship between work-family conflict and anxiety. Conclusion The association between work-family conflict and anxiety among nurses in maternity and child health institutions was moderated by job satisfaction. Therefore, it is critical to enhance working conditions, minimize work-family conflict, and promoting job satisfaction among nurses may help to mitigate the negative effects of work-family conflict on anxiety.
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Affiliation(s)
- Lipei Zhao
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Jian Wu
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
- Henan Province Engineering Research Center of Health Economy & Health Technology Assessment, Zhengzhou, China
| | - Beizhu Ye
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Clifford Silver Tarimo
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Quanman Li
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Mingze Ma
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Yifei Feng
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Xinghong Guo
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Yalin Song
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Minghan Zhang
- Department of Health Management, College of Public Health, Zhengzhou University, Zhengzhou, China
| | - Yuanyuan Fan
- Department of Nursing and Health, School of Nursing and Health, Zhengzhou University, Zhengzhou, China
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Lu Y, Li Z, Chen Q, Fan Y, Wang J, Ye Y, Chen Y, Zhong T, Wang L, Xiao Y, Zhang D, Yu X. Association of working hours and cumulative fatigue among Chinese primary health care professionals. Front Public Health 2023; 11:1193942. [PMID: 37304083 PMCID: PMC10247995 DOI: 10.3389/fpubh.2023.1193942] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/26/2023] [Accepted: 05/11/2023] [Indexed: 06/13/2023] Open
Abstract
Introduction The association between long working hours and cumulative fatigue is widely acknowledged in the literature. However, there are few studies on the mediating effect of working hours on cumulative fatigue using occupational stress as a mediating variable. The present study aimed at investigating the mediating role of occupational stress in the relationship between working hours and cumulative fatigue in a sample of 1,327 primary health care professionals. Methods The Core Occupational Stress Scale and the Workers' Fatigue Accumulation Self-Diagnosis Scale were utilized in this study. The mediating effect of occupational stress was examined using hierarchical regression analysis and the Bootstrap test. Results Working hours were positively associated with cumulative fatigue via occupational stress (p < 0.01). Occupational stress was found to partially mediate the relationship between working hours and cumulative fatigue, with a mediating effect of 0.078 (95% CI: 0.043-0.115, p < 0.01), and the percentage of occupational stress mediating effect was 28.3%. Discussion Working hours can be associated with cumulative fatigue either directly or indirectly via occupational stress. As a result, by reducing occupational stress, primary health care professionals may reduce the cumulative fatigue symptoms caused by long hours of work.
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Affiliation(s)
- Yushi Lu
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
| | - Zhi Li
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
| | - Qingsong Chen
- School of Public Health, Guangdong Pharmaceutical University, Guangzhou, Guangdong, China
| | - Yuting Fan
- School of Public Health, Guangdong Pharmaceutical University, Guangzhou, Guangdong, China
| | - Jin Wang
- Chinese Center for Disease Control and Prevention, National Institute of Occupational Health and Poison Control, Beijing, China
| | - Yonghao Ye
- Resproly Pharmaceutical Technology Co. Ltd, Zhuhai, Guangdong, China
| | - Yongqi Chen
- Resproly Pharmaceutical Technology Co. Ltd, Zhuhai, Guangdong, China
| | - Tian Zhong
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
| | - Ling Wang
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
| | - Ying Xiao
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
- Guangdong-Hong Kong-Macau Joint Laboratory for Contaminants Exposure and Health, Guangzhou, Guangdong, China
| | - Dongmei Zhang
- School of Public Health, Guangdong Pharmaceutical University, Guangzhou, Guangdong, China
| | - Xi Yu
- Faculty of Medicine, Macau University of Science and Technology, Macau, Macao SAR, China
- Guangdong-Hong Kong-Macau Joint Laboratory for Contaminants Exposure and Health, Guangzhou, Guangdong, China
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Mousavi SM, Yazdanirad S, Naeini MJ, Khoshakhlagh A, Haghighat M. Determining the effect of selected mental factors on turnover intention through two modulators - stress and resilience over COVID-19 period. BMC Health Serv Res 2023; 23:366. [PMID: 37060008 PMCID: PMC10103044 DOI: 10.1186/s12913-023-09268-z] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2022] [Accepted: 03/10/2023] [Indexed: 04/16/2023] Open
Abstract
INTRODUCTION Turnover intention among nurses has risen in an alarming rate since the onset of the pandemic. There are various underlying factors to turnover intention. The present study aims to determine the effect of a number of mental factors on nurses' professional-turnover intention through two modulators of stress and resilience over COVID-19 period. METHODS The current cross-sectional study was conducted at three hospitals in Khuzestan Province, southern Iran, during the winter of 2021. To collect the data, given the restrictions in place during COVID-19 period, the web link of electronic self-reported questionnaires (including general health, mental workload, work-family conflict, resilience, job stress, corona fear, and turnover intention) were sent to 350 nurses through e-mail and other social media (WhatsApp and Telegram). Accordingly, they were asked to complete the questionnaire during rest periods within two weeks. Totally, 300 people (85% participation) filled out the questionnaires. Finally, a model was constructed in the Amos software. RESULTS The results showed that the four independent parameters of decreasing general health, increasing mental workload, increasing WFCs and fear of COVID-19 can indirectly increase nurses' turnover intention by increasing job stress. Among these variables, the highest indirect effect coefficient on turnover intention was related to the general health parameter (-0.141). The results also demonstrated a negative correlation between job stress and resilience, with lower resilience raising job stress and, consequently, increasing intention to quit the job. CONCLUSION Mental factors affecting turnover intension were identified in this study through path analysis. Therefore, it is recommended that the required resilience-enhancing measures to be taken by hospitals and nursing administrations to reduce psychological pressures caused by mentioned variables with the aim of minimizing job-related stress and fostering nurse retention.
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Affiliation(s)
- Seyed Mahdi Mousavi
- Student Research Committee, Department of Occupational Health and Safety Engineering, School of Health, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Saeid Yazdanirad
- Social Determinants of Health Research Center, Shahrekord University of Medical Sciences, Shahrekord, Iran
- School of Health, Shahrekord University of Medical Sciences, Shahrekord, Iran
| | - Mahsa Jahadi Naeini
- Department of Occupational Health Engineering, School of Public Health, Isfahan University of Medical Sciences, Isfahan, Iran
| | - Amirhossien Khoshakhlagh
- Department of Occupational Health Engineering, Faculty of Health, Kashan University of Medical Sciences, Kashan, Iran
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Posada Uribe MA, Vargas González V, Orrego Morales C, Cataño C, Vásquez EM, Restrepo D. Educational environment and mental wellbeing of medical and surgical postgraduate residents in Medellin, Colombia. REVISTA COLOMBIANA DE PSIQUIATRIA (ENGLISH ED.) 2023; 52:20-28. [PMID: 37031019 DOI: 10.1016/j.rcpeng.2021.02.006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/10/2020] [Accepted: 02/06/2021] [Indexed: 04/10/2023]
Abstract
INTRODUCTION One of the most important moments in a doctor's life occurs when they do a medical residency. This period imposes stress and academic demands, which, together with the educational environment, allows for greater or lesser mental wellbeing. The objective of this study was to determine how the educational environment and mental wellbeing of medical residents are related. METHODS Analytical cross-sectional study, in residents of clinical-surgical specialties. The educational environment was assessed using the Postgraduate Hospital Educational Environment Measure (PHEEM), and mental wellbeing was assessed with the Warwick-Edinburgh Mental Wellbeing Scale (WEMWBS). Pearson's linear correlation was determined. Informed consent and approval by the university ethics committee were obtained. RESULTS The study population comprised 131 students, 43.8% male, with a median age of 28 years (interquartile range 4). In total, 87.9% of residents answered the survey. Of these, 65.9% were doing medical residencies and 34.1% surgical residencies. The mean PHEEM score was 107.96 ± 18.88, the positive emotions subscale was 29.32 ± 5.18 and positive functioning 23.61 ± 3.57, with a mean total mental wellbeing of 52.96 ± 8.44. A positive and moderate correlation was found between the total PHEEM score and each of the two mental wellbeing subscales (p < 0.001). CONCLUSIONS A positive correlation was found between a better perception of the educational environment and mental wellbeing by residents of clinical and surgical specialties with greater mental wellbeing.
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Affiliation(s)
| | | | - Clara Orrego Morales
- Jefe de Convenios Docencia-Asistencia, Facultad de Medicina, Universidad CES, Medellín, Colombia
| | - Carolina Cataño
- Jefe de División Posgrados, Facultad de Medicina, Universidad CES, Medellín, Colombia
| | - Elsa María Vásquez
- Departamento de Epidemiología, Facultad de Medicina, Universidad CES, Medellín, Colombia
| | - Diana Restrepo
- Psiquiatría de Enlace, Universidad CES, Medellín, Colombia.
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Yan S, Li C, Zhang J, Wu Y, Tian M, Liu L, Zhou X, Zheng J, Jiang N. Work-family conflict and its related factors among emergency department physicians in China: A national cross-sectional study. Front Public Health 2023; 11:1092025. [PMID: 37020815 PMCID: PMC10067613 DOI: 10.3389/fpubh.2023.1092025] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2022] [Accepted: 02/27/2023] [Indexed: 03/22/2023] Open
Abstract
BackgroundWork-family conflict is common among emergency department physicians. Identifying the factors associated with work-family conflict is key to reducing its negative impact on mental health and work attitudes. However, the work-family conflict of Chinese emergency department physicians and the related factors have been scarcely studied.ObjectiveThis study aimed to investigate the current status and related factors of work-family conflict among Chinese emergency department physicians.MethodsA national cross-sectional study was conducted among emergency department physicians in China from June 2018 to August 2018. A standard questionnaire was used to investigate the demographic characteristics, work-related factors, and work-family conflict of emergency department physicians. The generalized linear regression analysis was used to identify the related factors of work-family conflict.ResultsA total of 10,457 licensed emergency department physicians participated in the study. The average score of work-family conflict among the enrolled emergency department physicians was 19.27 ± 3.94, and the prevalence of high levels of work-family conflict was 69.19%. The multivariable regression analysis showed that emergency physicians who were female (linear regression coefficient, −0.25; SE, 0.08; P = 0.002), older than 40 years (linear regression coefficient,−0.53; SE, 0.14; P < 0.001), and earning more than 4,000 CNY per month (e.g., 4,001~6,000 vs. ≤4,000 CNY: linear regression coefficient, −0.17; SE, 0.09; P = 0.04) had lower work-family conflicts. However, emergency department physicians who were married (linear regression coefficient, 0.37; SE, 0.11; P < 0.001), highly educated (linear regression coefficient, 0.46; SE, 0.10; P < 0.001), had a high technical title (e.g., intermediate vs. junior technical title: linear regression coefficient, 0.61; SE, 0.09; P < 0.001), worked in a high-grade hospital (e.g., tertiary hospital vs. emergency center: linear regression coefficient, 0.38; SE, 0.11; P < 0.001), had a higher frequency of night shifts (e.g., 6~10 night shifts per month vs. 0~5 night shifts per month: linear regression coefficient, 0.43; SE, 0.10; P < 0.001), self-perceived shortage of physicians in the department (linear regression coefficient, 2.22; SE, 0.08; P < 0.001), and experienced verbal abuse (linear regression coefficient, 1.48; SE, 0.10; P < 0.001) and physical violence (linear regression coefficient, 0.84; SE, 0.08; P < 0.001) in the workplace had higher work-family conflict scores.ConclusionMost emergency department physicians in China experience a high-level work-family conflict. Hospital administrations are recommended to develop family-friendly workplace policies, establish a scientific shift system, and keep the number of emergency department physicians to meet the demand to reduce work-family conflict.
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Affiliation(s)
- Shijiao Yan
- Department of Emergency Medicine, Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, China
- School of Public Health, Hainan Medical University, Haikou, China
| | - Changjun Li
- Department of Neurology, The Central Hospital of Wuhan, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jiali Zhang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Yafei Wu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Mengge Tian
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Li Liu
- Office of Academic Research, The Central Hospital of Wuhan, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Xuan Zhou
- Department of Anesthesiology, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jianwei Zheng
- Department of Biliary-Pancreatic Surgery, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- Jianwei Zheng
| | - Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- *Correspondence: Nan Jiang
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Barshied CB, Russell C. Satisfaction, Stress, and Turnover: Comparing U.S. Intensivist Physicians Before and During the Severe Acute Respiratory Syndrome Coronavirus 2 Pandemic. Crit Care Explor 2023; 5:e0883. [PMID: 36910456 PMCID: PMC9997802 DOI: 10.1097/cce.0000000000000883] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/14/2023] Open
Abstract
To evaluate changes in work satisfaction, work-life balance (WLB) satisfaction, stress, and turnover intention among U.S. critical care physicians during the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic of 2021-2022 compared with prepandemic levels in 2016. DESIGN A cross-sectional electronic survey. SETTING Critical care practices in the United States. SUBJECTS U.S. physician members of the Society for Critical Care Medicine. MEASUREMENTS AND MAIN RESULTS A total of 1,148 intensivists completed online surveys administered in two waves: in 2016 (693 respondents) and in the late 2021 to early 2022 (455 respondents). They reported demographic and practice characteristics, self-perceived levels of satisfaction, stress, health, and intention to leave their current job. U.S.-based critical care physicians in 2022 report significantly lower levels of job satisfaction compared with 2016. Frequency of work stress and turnover intention also increased, whereas WLB satisfaction has remained the same. Nearly two-thirds of intensivists wish they could work fewer hours, and this discontentment is correlated with decreased satisfaction, increased stress, and increased turnover, particularly in pandemic respondents. More than 25% of physicians rated their mental health as poor or fair, and 20% rated their physical health as poor or fair; these self-ratings correlated with decreased satisfaction and increased stress and turnover intention. CONCLUSIONS The SARS-CoV-2 pandemic has further burdened an already-strained critical care workforce. During the pandemic, job satisfaction fell, work stress became more frequent, and turnover intention increased for critical care physicians. They also have consistently low rates of WLB satisfaction. Work hours matter the most for physician satisfaction, stress, and turnover intention, and the desire to work fewer hours is negatively related to all outcomes. Many critical care physicians reported poor mental and physical health during the pandemic, which is strongly and negatively related to all outcomes. These results emphasize the importance of prioritizing the working preferences and the self-care of intensivist physicians.
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Affiliation(s)
| | - Cortessa Russell
- Department of Anesthesiology, Columbia University Vagelos College of Physicians and Surgeons, New York, NY
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Gorji MAH, Sahebi AK, Yaghoubi T, Cherati JY, Ahmed S, Zhianfar L. Investigating the link between organisational justice, positive organisational behaviour and productivity in emergency nurses. Emerg Nurse 2023; 31:33-40. [PMID: 36217750 DOI: 10.7748/en.2022.e2134] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/07/2022] [Indexed: 06/16/2023]
Abstract
BACKGROUND Human resource management and employees' performance are fundamental to the success of healthcare organisations. Therefore, it is important to consider the factors that may affect employees' performance. AIM To determine the relationship between perceived organisational justice, positive organisational behaviour (POB) and the productivity of emergency nurses. METHOD This was a descriptive-analytical study that involved distributing questionnaires to emergency nurses working in hospitals affiliated with Mazandaran University of Medical Sciences in Iran. The researchers used proportionate stratified sampling to calculate the sample size. Three questionnaires were used to collect data on organisational justice, POB and productivity. The data were analysed using the Pearson correlation coefficient and multiple regression tests. RESULTS The questionnaires were distributed to 284 emergency nurses and completed by 234 of them. The results demonstrated a significant relationship between the productivity of the emergency nurses and the variables of perceived organisational justice and POB. CONCLUSION Higher levels of perceived organisational justice and POB in the ED setting are likely to lead to increased productivity among emergency nurses, and as a result the quality of patient care is likely to improve. Therefore, healthcare organisations should pay particular attention to the application of organisational justice, with the aim of promoting POB among nurses and increasing their productivity.
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Affiliation(s)
| | | | - Tahereh Yaghoubi
- Traditional and Complementary Medicine Research Center, Mazandaran University of Medical Sciences, Sari, Iran
| | - Jamshid Yazdani Cherati
- Faculty of Health, Health Sciences Research Center, Mazandaran University of Medical Sciences, Sari, Iran
| | | | - Leila Zhianfar
- Community Health Department, Faculty of Nursing and Midwifery, Mazandaran University of Medical Sciences, Sari, Iran
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Chen S, Cheng MI, Elqayam S, Scase M. Developing and testing an integrative model of work-family conflict in a Chinese context. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04431-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/27/2023]
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Huaman N, Morales-García WC, Castillo-Blanco R, Saintila J, Huancahuire-Vega S, Morales-García SB, Calizaya-Milla YE, Palacios-Fonseca A. An Explanatory Model of Work-family Conflict and Resilience as Predictors of Job Satisfaction in Nurses: The Mediating Role of Work Engagement and Communication Skills. J Prim Care Community Health 2023; 14:21501319231151380. [PMID: 36718818 PMCID: PMC9893370 DOI: 10.1177/21501319231151380] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023] Open
Abstract
BACKGROUND The Job Demands and Resources (JD-R) model is used to examine predictors of well-being, work engagement, and individual or organizational outcomes. According to the model, work engagement and communication skills play a mediating role between work-family conflict and resilience to job satisfaction in nurses. METHODS A cross-sectional study was conducted considering 431 Peruvian nurses of mean age (M = 40.31 years; SD = 10.94) ranging from 22 to 68 years working in public hospitals in the Lima region. Data were collected using a self-reported form of the Job Satisfaction Scale, communication skills, work engagement, work-family conflict, and resilience. The theoretical model was evaluated using structural equation modeling (SEM). RESULTS A theoretical model with adequate fit was obtained [χ2(2) = 6.0, P < .001, CFI = 0.995, RMSEA = 0.068, SRMR = 0.015]. Results indicated an inverse relationship between work-family conflict with communication skills (β = -.24, P < .001) and work engagement (β = -.10, P = .003). Likewise, resilience had an influence on communication skills (β = .55, P < .001) and work engagement (β = .33, P < .001). In addition, the model explains 71% of job satisfaction. Also, the results indicate the influence of work-family conflict and resilience through the mediating role of work engagement and work-family conflict on job satisfaction. CONCLUSIONS The model confirmed that work engagement and communication skills are valid moderators to mitigate work-family conflict and strengthen resilience that favors job satisfaction in nurses.
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Affiliation(s)
| | - Wilter C. Morales-García
- Universidad Peruana Unión (UPeU), Lima,
Perú,Wilter C. Morales-García, Unidad de
Posgrado en Salud Pública, Universidad Peruana Unión (UPeU), Jr. Garcia Naranjo
982, Lurigancho-Chosica 15464, Lima 15033, Perú.
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de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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AL-Yaqoubi S, Arulappan J. Sources of Work-Related Stress Among Omani Nurses: A Cross-Sectional Study. J Patient Exp 2023; 10:23743735231166504. [PMID: 37026116 PMCID: PMC10071165 DOI: 10.1177/23743735231166504] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/03/2023] Open
Abstract
Nurses experience high levels of stress as they deal with the patients having complex health care problems. Stress in nursing affects the practice of nursing profession worldwide. In response to this, the investigators explored the sources of work-related stress (WRS) among Omani Nurses. Samples were selected through proportionate population sampling from 5 selected tertiary care hospitals. Data were collected through self-administered nursing stress scale (NSS). The study included 383 Omani nurses. Descriptive and inferential statistics were used to analyze the data. The sources of WRS among nurses showed the percentage mean scores ranging from 8.5% to 21%. The overall mean score for the NSS was 42.85 ± 17.705. Out of 7 subscales, the highest level of WRS was on workload with a mean score of 8.99 (21%) followed by emotional issues related to death and dying 8.72 (20.4%). The lowest mean score was seen on the lack of support 3.65 (8.5%) and inadequate preparation to meet the emotional demands of patients and their families 3.86 (9%) of the total mean. WRS was associated with the nursing position as staff nurses, performing night shift and reduced job satisfaction. The study's results may help in developing human resource strategies aimed at minimizing nurses’ stress and improving quality of health care and task force performance.
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Affiliation(s)
| | - Judie Arulappan
- Department of Maternal and Child Health, College of Nursing, Sultan
Qaboos University, Muscat, Sultanate of Oman
- Judie Arulappan, Department of Maternal and
Child Health, College of Nursing, Sultan Qaboos University, Al Khoudh, P.O
box-66, Postal code-123, Muscat, Sultanate of Oman.
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The relationship between organisational support for career development, organisational commitment, and turnover intentions among healthcare workers in township hospitals of Henan, China. BMC PRIMARY CARE 2022; 23:136. [PMID: 35655133 PMCID: PMC9161467 DOI: 10.1186/s12875-022-01753-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/04/2021] [Accepted: 05/25/2022] [Indexed: 11/12/2022]
Abstract
Background Township hospitals in China face the challenge of shortage and turnover of healthcare workers. This study aims to evaluate the relationship between organisational support for career development (OSCD), organisational commitment, and turnover intentions among healthcare workers in township hospitals. Methods The data in this study were obtained from the Health Service Capacity Survey of Primary Health Institutions (2020), one of the special surveys of rural health poverty alleviation in Henan, China. The sample comprised 298 healthcare workers. Three standardised instruments were used: the turnover intention scale, OSCD scale, and organisational commitment scale. Descriptive statistics, One-way Analysis of Variance, Pearson correlation analysis, and the simple mediation model were used for data analysis. Results The results showed that the mean score of the healthcare workers’ turnover intentions was 2.21 ± 0.77, which was low. The healthcare workers’ turnover intentions had significant differences in gender, age, marital status, education, professional title, and organisational tenure. OSCD had no significant direct relationship with turnover intentions, while having a significant positive direct relationship with organisational commitment. Organisational commitment had a significant negative direct relationship with turnover intentions, and played a fully mediating role in the relationship between OSCD and turnover intentions. Conclusions OSCD had an indirect negative effect on healthcare workers’ turnover intentions in township hospitals through the full mediation of organisational commitment. The findings of this study suggest the importance of policymakers and organisation managers to improve OSCD practice and pay attention to ‘humanistic management’. In addition, the formulation and implementation of talent retention policies should consider socio-demographic differences. Supplementary Information The online version contains supplementary material available at 10.1186/s12875-022-01753-4.
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Yan T, Ji F, Bi M, Wang H, Cui X, Liu B, Niu D, Li L, Lan T, Xie T, Wu J, Li J, Ding X. Occupational stress and associated risk factors among 13,867 industrial workers in China. Front Public Health 2022; 10:945902. [PMID: 36466474 PMCID: PMC9714303 DOI: 10.3389/fpubh.2022.945902] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2022] [Accepted: 10/11/2022] [Indexed: 11/19/2022] Open
Abstract
Objective Occupational stress is a critical global public health problem. We aimed to evaluate the prevalence of occupational stress among the workers in the electricity, heat, gas, water production and supply (EHGWPS), manufacturing, and transportation industries in Beijing, China. We explored the demographic differences in occupational stress status among workers in industrial enterprises. Methods A cross-sectional study was conducted on 13,867 workers. The self-administered New Brief Job Stress Questionnaire was used to evaluate high occupational stress status, which includes four sub-dimensions (job stressors, stress response, social support, job stressors & social support). Multiple regression and logistic regression models were used to estimate the association between high occupational stress and the four occupational stress sub-dimensions with risk factors. Results A total of 13,867 workers were included. The prevalence of high occupational stress was 3.3% in the EHGWPS industries, 10.3% in manufacturing, and 5.8% in transportation. The prevalence of high occupational stress was higher than in the other two categories (p < 0.05) in manufacturing industries. Logistic regression analysis showed that male workers with lower educational status, more job experience, and working in manufacturing were vulnerable to high occupational stress. Further analysis of the four occupational stress sub-dimensions showed that male workers, older adult workers, workers with lower educational levels, and longer working time were associated with higher scores in job stressors, stress response, social support, and job stress & social support (all p < 0.05). Moreover, divorced or widowed workers had higher occupational stress scores. Conclusion Male workers with lower educational levels and longer working time may have an increased risk of occupational stress.
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Affiliation(s)
- Tenglong Yan
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Fang Ji
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Mingli Bi
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Huining Wang
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Xueting Cui
- School of Public Health, North China University of Science and Technology, Tangshan, China
| | - Baolong Liu
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Dongsheng Niu
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Leilei Li
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Tian Lan
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Tingting Xie
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Jie Wu
- Canvard College, Beijing Technology and Business University, Beijing, China
| | - Jue Li
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China
| | - Xiaowen Ding
- Beijing Institute of Occupational Disease Prevention and Treatment, Beijing, China,*Correspondence: Xiaowen Ding
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Chen Y, You Y, Shen Y, Du Z, Dai T. Village doctors' dilemma in China: A systematic evaluation of job burnout and turnover intention. Front Public Health 2022; 10:970780. [PMID: 36438210 PMCID: PMC9684668 DOI: 10.3389/fpubh.2022.970780] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/16/2022] [Accepted: 09/05/2022] [Indexed: 11/11/2022] Open
Abstract
Background Village doctors (VDs) in China undertook arduous primary healthcare missions. However, they received little attention in comparison to doctors in urban public secondary and tertiary hospitals. There is an urgent need to explore the overall situation of turnover intention and job burnout among VDs to evaluate and adjust current health manpower policy. Methods In this study, seven databases like PubMed, EMBASE, Web of Science (WOS), WanFang, China Science and Technology Journal Database (VIP), Chinese BioMedical Literature Database (CBM), and China National Knowledge Infrastructure (CNKI) were systematically searched, relevant experts were consulted, and empirical research on job burnout and turnover intention among VDs in international publications was evaluated. Therefore, we evaluated the prevalence of job burnout among VDs in general, across all dimensions and different severity levels, as well as the scores of each category. For turnover intention, we assessed the prevalence of different groups and their overall situation and also identified significant contributors. Results In this study, we integrated 20 research evidences on job burnout and turnover intention among 23,284 VDs from almost all provinces in China, and the prevalence of turnover intention among VDs in China was as high as 44.1% [95% confidence interval (CI): 34.1-54.2], which was two to four times that of primary health workers in high-income countries, but not much different from some developing countries. Simultaneously, VDs with the highest risk of turnover intention were men [odds ratio (OR): 1.22 (1.05-1.43)], those with a monthly income below USD 163.4 [OR: 0.88 (0.78-0.98)], those with a high educational level [OR: 0.88 (0.78-0.98)], and those <40 years old [OR: 1.27 (1.16-1.40)]. Similarly, the detection rate of job burnout toward them was 59.8% (95% CI: 38.7-79.1) with the MBI-GS score being 44.44 (95% CI: 37.02-51.86) in a total of 90, while the detection rate of job burnout in moderate and above almost reached 20%. The most significant contributor that affects job burnout was low personal accomplishment (LPA), and the detection rate for moderate and higher severity was 65.2% (95% CI: 58.7-71.7). Conclusion Attention should be paid to the high turnover intention and severe job burnout of primary health workers in rural areas of developing countries, and targeted measures should be taken to improve the situation. Health policymakers should increase financial subsidies for VDs, set a reasonable workload, improve various health policies such as pension insurance for VDs, and encourage "targeted training" for medical students to enrich and expand their team. Systematic review registration https://www.crd.york.ac.uk/PROSPERO/, identifier: CRD42021289139.
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Affiliation(s)
- Yuquan Chen
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Yanwei You
- School of Social Sciences, Tsinghua University, Beijing, China
- Division of Sports Science and Physical Education, Tsinghua University, Beijing, China
| | - Yaying Shen
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Zifei Du
- The Affiliated TCM Hospital of Guangzhou Medical University, Guangzhou, China
| | - Tao Dai
- Institute of Medical Information/Medical Library, Chinese Academy of Medical Sciences, Beijing, China
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Elahi NS, Abid G, Contreras F, Fernández IA. Work-family and family-work conflict and stress in times of COVID-19. Front Psychol 2022; 13:951149. [PMID: 36304883 PMCID: PMC9595337 DOI: 10.3389/fpsyg.2022.951149] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2022] [Accepted: 08/15/2022] [Indexed: 10/17/2023] Open
Abstract
This study aims to investigate the spillover impact of work-family/family-work conflict and stress on five major industrial sectors (education, textile, hospitals, banks, and retail stores), during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed.
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Affiliation(s)
| | - Ghulam Abid
- Department of Business Studies, Kinnaird College for Women University, Lahore, Pakistan
| | - Francoise Contreras
- School of Management and Business, Universidad del Rosario, Bogotá, Colombia
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Chen Y, You Y, Wang Y, Wang Y, Dai T. Systematic and meta-based evaluation on job satisfaction of village doctors: An urgent need for solution issue. Front Med (Lausanne) 2022; 9:856379. [PMID: 36059843 PMCID: PMC9433829 DOI: 10.3389/fmed.2022.856379] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2022] [Accepted: 07/25/2022] [Indexed: 12/12/2022] Open
Abstract
BackgroundVillage doctors are the health “gatekeepers” of rural residents in most developing countries. They undertake a series of strenuous but pivotal missions, including prevention, diagnosis, and treatment of complicated diseases, sanitation services and management, and preventive healthcare and education tasks. Hence, it is of great importance to evaluate the village doctors’ job satisfaction status, which is one of the most important indicators that can reflect the current working state, to provide guidelines for the healthcare policies.MethodsLiterature search was conducted in 7 authoritative databases, including PubMed, EMBASE, Web of Science, and China National Knowledge Infrastructure (CNKI). Experts in the field of social medicine were consulted to achieve supplement and obtain relevant literature. China was selected as a representative of the village doctor system for the in-depth analysis. Building on the previous literature, we modified and proposed a novel strategy that can transform and integrate the outcome indicators to conduct a meta-based and quantitative assessment on job satisfaction.ResultsA total of 37 publications and 23,595 village doctors were included in this research. The meta-analysis showed that the overall job satisfaction score of village doctors was 3.1858 (total score: 5.00), 95% CI: 2.9675–3.404, which represented the level of “neither satisfied nor dissatisfied.” However, in the subsequent adjustment of publication bias, this score reduced to 2.7579, 95% CI: 2.5254–2.9904, which indicated a direct “dissatisfied” level. To discover the underlying causes, a holistic analysis of each dimension and influencing factors of job satisfaction was conducted, and the results demonstrated that “Financial Rewards” (2.49) was the most important factor causing dissatisfaction among village doctors, followed by “Job Security (2.52)” and “Work Stress (3.05).” Several important themes were also identified and assessed to explore the factors related to this topic.ConclusionThis study indicated that there is an urgent need to improve the working status of health workers in rural and remote areas, especially in the middle- and low-income countries. Health policy makers should not only improve the current remuneration and subsidies of village doctors but also guide the professional development and give them more job security to enhance the work stability of this group. More specifically, in the context of the COVID-19 pandemic, further surveys on job satisfaction of village doctors should be carried out to take targeted measures.Systematic review registration[https://www.crd.york.ac.uk/PROSPERO/], identifier [CRD42021289139].
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Affiliation(s)
- Yuquan Chen
- Institute of Medical Information and Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Yanwei You
- School of Social Sciences, Tsinghua University, Beijing, China
| | - Yue Wang
- Institute of Medical Information and Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Yudong Wang
- Institute of Medical Information and Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Tao Dai
- Institute of Medical Information and Medical Library, Chinese Academy of Medical Sciences, Beijing, China
- *Correspondence: Tao Dai,
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Chen J, Wang Y, Du W, Liu S, Xiao Z, Wu Y. Analysis on the relationship between effort-reward imbalance and job satisfaction among family doctors in China: a cross-sectional study. BMC Health Serv Res 2022; 22:992. [PMID: 35922789 PMCID: PMC9351256 DOI: 10.1186/s12913-022-08377-5] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2022] [Accepted: 07/19/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Family doctor contract services was launched in Sichuan province in 2016. The focus was mainly on developing primary health care services but paying less attention to the work stress and job satisfaction of in-service family doctors. OBJECTIVE This study aims to explore the influencing factors of job satisfaction, and the relation between work stress indicators and job satisfaction among family physicians. METHODS An analytical online cross-sectional survey was performed among 1,105 family doctors from 23 districts and counties in Chengdu. Self-administered questionnaire was completed. Sociodemographic factors, work stress measured by Effort-Reward Imbalance (ERI)scale, and job satisfaction assessed by the short Chinese version of the Minnesota Satisfaction Questionnaire (MSQ) were collected in this study. A statistical analysis and hierarchical linear regression analysis were performed to explore the influencing factors and the correlations among related variables. RESULTS The overall mean MSQ score was 52.01 ± 13.23. Analysis of doctor satisfaction indicated that age, education, job rank, type of institution, years of working and monthly income were statistically significant (P < 0.05). There were negative correlation coefficients between general job satisfaction and effort/reward ratio (ERR) (r = -0.130, P < 0.001) and overcommitment (r = -0.615, P < 0.001). CONCLUSION The level of job satisfaction among family doctors was considerable low. Age, education, job rank, type of institution, years of working and monthly income were influencing factors of job satisfaction. ERI and overcommitment had a negative correlation with general job satisfaction.
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Affiliation(s)
- Jinhua Chen
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China
| | - Yijun Wang
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China
| | - Wen Du
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China
| | - Shuyi Liu
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China.
| | - Zhu Xiao
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China
| | - Yuelei Wu
- Department of General Practice, Chengdu First People's Hospital, Chengdu, 610041, China.
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The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period. SUSTAINABILITY 2022. [DOI: 10.3390/su14159125] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The purpose of this study was to adopt the well-established and mature job demands–resources model (JD-R), and to extend its model to work engagement and turnover intention of frontline healthcare personnel. Using the cross-sectional survey and partial least squares path modeling tools, the results showed that perceived organizational support had a negative impact on the turnover intention of frontline healthcare staff. This finding is important because it shows how the medical system managers can buffer the negative impact of a lack of job resources on the work engagement of employees in terms of personal strategies, such as the psychological pressure in coping with a high workload. Compared with employee care, perceived organizational support for the respondents had a positive impact on work engagement, whereas work engagement had a negative impact on turnover intention. This study successfully integrated the literature on job resources, work engagement, and turnover intention to determine the real needs of frontline medical personnel.
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Li K, Chen H, Tan Z, Yin X, Gong Y, Jiang N, Yang F. Job satisfaction and its related factors among emergency department physicians in China. Front Public Health 2022; 10:925686. [PMID: 35937259 PMCID: PMC9354402 DOI: 10.3389/fpubh.2022.925686] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/06/2022] [Accepted: 06/29/2022] [Indexed: 11/13/2022] Open
Abstract
BackgroundJob satisfaction is recognized as an important factor affecting the performance and quality of medical services of emergency department physicians. However, little is known about the status of job satisfaction among emergency department physicians in China. This study aimed to explore the current level of job satisfaction and its associated factors among emergency department physicians in China.MethodsA nationwide cross-sectional survey was conducted in China from July to August 2018. A total of 10,457 emergency department physicians completed the questionnaire. The structured online questionnaire collected information on socio-demographic characteristics, work-related factors, work-family conflict, and job satisfaction. Student's t-test or ANOVA were used to compare the job satisfaction scores in different characters. The generalized linear model was used to investigate the related factors of job satisfaction among emergency department physicians.ResultsThe respondents' job satisfaction average score was 12.2 ± 3.6, of which 42.01% were satisfied of which the job. The results showed that emergency department physicians over 41 years old, with a higher income and working in central and western regions were positively associated with job satisfaction. In contrast, bachelor degree and above, fixed posts, long years of service, a high frequency of night shift, perceived shortage of physicians, perceived medical errors, and higher work-family conflict scores were negatively correlated with job satisfaction among emergency department physicians.ConclusionJob satisfaction of emergency department physicians in China is low. It is suggested that hospital administrators could improve the job satisfaction of emergency department physicians by establishing an acceptable shift system, ensuring adequate emergency department staffing, increasing their income appropriately and alleviating work-family conflict.
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Affiliation(s)
- Kang Li
- Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Hongmei Chen
- School of Nursing, Wuchang University of Technology, Wuhan, China
| | - Zhen Tan
- Shenzhen University General Hospital, Shenzhen University, Shenzhen, China
| | - Xiaoxv Yin
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Yanhong Gong
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- Nan Jiang
| | - Fengjie Yang
- Department of Pediatrics, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- *Correspondence: Fengjie Yang
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Rostami A, Ghazinour M, Burman M, Hansson J. Job satisfaction among Swedish police officers: The role of work-related stress, gender-based and sexual harassment. Front Public Health 2022; 10:889671. [PMID: 35923951 PMCID: PMC9340209 DOI: 10.3389/fpubh.2022.889671] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2022] [Accepted: 06/27/2022] [Indexed: 11/15/2022] Open
Abstract
The aim of this cross-sectional study is to increase our understanding of job satisfaction in Swedish police officers by taking into account work-related stress, and sexual and gender-based harassment. Data were collected from 152 police officers working in vulnerable areas in Stockholm using sociodemographic questions, the Police Stress Identification Questionnaire (PSIQ), Sexual and gender-based harassment questions, and Job Descriptive Index (JDI). The obtained results indicated that male and female police officers reported the highest satisfaction in “people on your present job.” The lowest score of job satisfaction in both male and female police officers was related to “opportunity for promotion” and then “pay.” There were no significant differences in the subscales of job satisfaction between male and female police officers. The older and more experienced officers, the less satisfaction was reported in “job in general” and more satisfaction reported in “pay.” Comparing job satisfaction between patrol officers and those officers who worked in internal services showed police patrol officers had higher job satisfaction in “job in general,” “work in the present job,” “opportunity for promotion” and “supervision” compared to their counterparts in internal services. There were not any significant differences between the subscales of job satisfaction between male and female police officers. There was not any significant association between job satisfaction subscales and having experience of sexual or gender-based harassment. Among various subscales of police stressors, organizational stress was in negative relation with three domains of job satisfaction; “job in general,” “pay” and “supervision.” Also, hierarchical multiple regression analyses showed organizational stress was most often of predictive impact related to various job satisfaction domains in police officers.
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Affiliation(s)
- Arian Rostami
- Department of Epidemiology and Global Health, Faculty of Medicine, Umeå University, Umeå, Sweden
- Umeå Centre for Gender Studies, Faculty of Social Sciences, Umeå University, Umeå, Sweden
- Police Education Unit, Faculty of Social Sciences, Umeå University, Umeå, Sweden
- *Correspondence: Arian Rostami
| | - Mehdi Ghazinour
- Police Education Unit, Faculty of Social Sciences, Umeå University, Umeå, Sweden
| | - Monica Burman
- Police Education Unit, Faculty of Social Sciences, Umeå University, Umeå, Sweden
| | - Jonas Hansson
- Police Education Unit, Faculty of Social Sciences, Umeå University, Umeå, Sweden
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Wu P, Li Z, Guo W, Wang L, Chang X, Zhang Y, Wang L, Wang L, Liu Q. Optimizing the Practice Environment for Medical Staff in the Post-pandemic Era: A Discrete Choice Experiment. Front Public Health 2022; 10:911868. [PMID: 35923954 PMCID: PMC9340264 DOI: 10.3389/fpubh.2022.911868] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/03/2022] [Accepted: 06/24/2022] [Indexed: 11/29/2022] Open
Abstract
Objective This study aimed to elicit the stated job preferences of Chinese medical staff in the post-pandemic era and identify the relative importance of different factors in the practice environment. Methods We used an online discrete choice experiment (DCE) survey instrument to elicit the job preferences of medical staff (doctors and nurses) in tertiary hospitals in Anhui, China. Attributes and levels were generated using qualitative methods, and four attributes were considered: career development, workload, respect from society, and monthly income. A set of profiles was created using a D-efficient design. The data were analyzed considering potential preference heterogeneity, using the conditional logit model and the latent class logit (LCL) model. Results A total of 789 valid questionnaires were included in the analysis, with an effective response rate of 73.33%. Career development, workload, respect from society, and monthly income were significant factors that influenced job preferences. Three classes were identified based on the LCL model, and preference heterogeneity among different medical staff was demonstrated. Class 1 (16.17%) and Class 2 (43.51%) valued respect from society most, whereas Class 3 (40.32%) prioritized monthly income. We found that when respect from society was raised to a satisfactory level (50–75% positive reviews), the probability of medical staff choosing a certain job increased by 69.9%. Conclusion Respect from society was the most preferred attribute, while workload, monthly income, and career development were all key factors in the medical staff's job choices. The heterogeneity of the medical professionals' preferences shows that effective policy interventions should be customized to accommodate these drive preferences.
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Affiliation(s)
- Peilin Wu
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Zhenjing Li
- Postgraduate Affairs Department of the Party Committee, Anhui Medical University, Hefei, China
| | - Wei Guo
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Li Wang
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Xiangxiang Chang
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Yanqun Zhang
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Li Wang
- School of Health Services Management, Anhui Medical University, Hefei, China
| | - Lidan Wang
- School of Health Services Management, Anhui Medical University, Hefei, China
- Center for Health Policy Research, Anhui Medical University, Hefei, China
- *Correspondence: Lidan Wang
| | - Qunying Liu
- Medical Humanities Research Center, Anhui Medical University, Hefei, China
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Jia H, Gao S, Shang P, Cao P, Yu J, Yu X. The relationship between public service motivation and turnover intention: the mediating role of work stress and task performance. Environ Health Prev Med 2022; 27:31. [PMID: 35831138 PMCID: PMC9283907 DOI: 10.1265/ehpm.22-00045] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022] Open
Abstract
BACKGROUND The shortage of health care workforce is a common problem all over the world and one of the main reasons for the shortage is the high turnover rate. Based on the characteristics of medical work, this study explored the relationship among public service motivation (PSM), work stress, task performance and turnover intention. METHODS Medical personnel in public hospitals were selected by stratified random sampling in Jilin province of China and validated scales from previous studies were applied to measure the variables. Besides, a structural equation model of turnover intention was constructed to demonstrate the relationship. RESULTS A total of 3191 valid questionnaires were collected. The results showed that the score of turnover intention was 2.02 ± 1.13. There are significant differences in turnover intention among medical staff of different genders and departments. At the same time, PSM had direct and negative effects on the turnover intention (β = -0.292, P < 0.001), work stress had direct and positive effects on the turnover intention (β = 0.479, P < 0.001), whereas task performance had no significant effect on turnover intention (β = 0.044, P < 0.142). The results showed an acceptable fit model. CONCLUSION The greater the PSM, the lower the turnover intention, and the higher the work stress, the higher the turnover intention. In addition, work stress and task performance play a mediating role between PSM and turnover intention. This paper provides theoretical support for the measures to reduce the turnover intention of medical staff.
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Affiliation(s)
| | - Shang Gao
- School of Public Health, Jilin University
| | | | - Peng Cao
- School of Public Health, Jilin University
| | | | - Xihe Yu
- School of Public Health, Jilin University
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Yasin YM, Kerr MS, Wong CA, Bélanger CH. Assessing the Impact of Community Factors on Acute Care Nurses’ Job Satisfaction and Turnover Intention. Can J Nurs Res 2022; 55:185-194. [PMID: 35726165 DOI: 10.1177/08445621221108043] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
Background Community factors may affect nurses’ job behavior and decision making. There is a gap in the literature regarding the impact of community satisfaction, family ties, and community preferences on acute care nurses’ turnover intention and job satisfaction. Furthermore, no studies have examined the differences in community satisfaction, community preferences, and family ties among nurses working in rural and urban settings. Purpose To identify the impact of family ties, community satisfaction, and community preferences on turnover intention and job satisfaction among acute care nurses working in Ontario's urban and rural areas. Methods Descriptive correlational survey design was used in this study. A targeted stratified sampling technique was used to recruit acute care nurses working in Ontario's urban and rural areas (N = 349) between May 2019 and July 2019. Dillman's approach was used to guide data collection. Parametric and non-parametric tests were used for data analysis. Results A significant association was found between working settings and community preferences. A statistically significant positive relationship between community satisfaction and nurses’ job satisfaction was identified. Furthermore, community satisfaction had a negative impact on turnover intention. Neither community preference nor family ties were significantly associated with turnover intention or job satisfaction. Conclusion The study suggests that community satisfaction can influence important nurse work-related outcomes. Future studies should replicate and validate these results in different contexts and cultures. Retaining nurses may be difficult if they are not satisfied with their communities.
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Affiliation(s)
| | - Michael S. Kerr
- Arthur Labatt Family School of Nursing, Western University, London, ON, Canada
| | - Carol A. Wong
- Arthur Labatt Family School of Nursing, Western University, London, ON, Canada
| | - Charles H. Bélanger
- Department of Marketing and Management, Laurentian University, Sudbury, ON, Canada
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Zheng X, Zhao J, Zhang J, Yao D, Jiang G, Yang W, Ma X, Wang H, Lu X, Zhu X, Chen M, Zhang M, Zhang X, Wang G, Han F. Anaesthesia provision, infrastructure and resources in the Heilongjiang Province, China: a cross-sectional observational study. BMJ Open 2022; 12:e051934. [PMID: 35725259 PMCID: PMC9214381 DOI: 10.1136/bmjopen-2021-051934] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
OBJECTIVE The aim of this study was to explore the current status of the anaesthesia provision, infrastructure and resources in the Heilongjiang Province, China. DESIGN A cross-sectional observational study of hospitals, anaesthesiologists, assistant anaesthesiologists and anaesthetic nurses in the Heilongjiang Province. SETTING All hospitals in the Heilongjiang Province. PARTICIPANTS The hospitals, anaesthesiologists (attending physicians, associate chief physicians and chief physicians), assistant anaesthesiologists (licenced assistant physicians, resident physicians and other trainees) and anaesthetic nurses. MAIN OUTCOME MEASURES Standard descriptive statistics (percentages and numbers) were used to summarise the data. RESULTS The investigation involved 1123 hospitals, 405 of these hospitals had anaesthesiology departments (36.06%). There were 2406 anaesthesiologists, 175 assistant anaesthesiologists and 409 anaesthetic nurses. The proportion of anaesthesiologists was 56.60% in tertiary hospitals, 40.15% in secondary hospitals and 3.25% in primary hospitals and ungraded hospitals, respectively. Anaesthesiologists were present in 91.20% of public hospitals and 8.80% of private hospitals. Anaesthesiologists were present in 83.55% general hospitals and 16.45% of specialised hospitals. The Heilongjiang Province has a total of 2041 operating rooms and 543 beds in recovery rooms. The number of anaesthesia cases per capita per year was 326.86. The percentages of anaesthesiologists' age ≥46, 36-45, 25-35 and <25 are 24.03%, 41.80%, 33.91% and 0.27%, respectively. The proportions of resident physicians and attending physicians were 60.87%, and the proportions of associate chief physicians and chief physicians were 39.13%. The proportions of anaesthesiologists working >12 hours, 10 hours≤time≤12 hours, 8 hours≤time<10 hours and <8 hours were 0.55%, 22.04%, 64.30% and 13.11%, respectively. CONCLUSIONS The present study demonstrated for the first time that the proportion of anaesthesiologists in the Heilongjiang Province, China, is still insufficient. The structure of anaesthesiologists needs to be optimised.
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Affiliation(s)
- Xiaoyu Zheng
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Jingshun Zhao
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Jian Zhang
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Dandan Yao
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Ge Jiang
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Wanchao Yang
- Department of Anaesthesiology, The Second Affiliated Hospital, Harbin Medical University, Harbin, Heilongjiang, China
| | - Xuesong Ma
- Department of Anaesthesiology, The Forth Affiliated Hospital, Harbin Medical University, Harbin, Heilongjiang, China
| | - Hui Wang
- Department of Anaesthesiology, The First Affiliated Hospital, Harbin Medical University, Harbin, Heilongjiang, China
| | - Xiaodi Lu
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Xidong Zhu
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Meijun Chen
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Mingyue Zhang
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Xi Zhang
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
| | - Guonian Wang
- Department of Anaesthesiology, The Forth Affiliated Hospital, Harbin Medical University, Harbin, Heilongjiang, China
| | - Fei Han
- Department of Anaesthesiology, Harbin Medical University Cancer Hospital, Harbin, Heilongjiang, China
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Chen Y, You Y, Wang Y, Wang Y, Dai T. Global Insights Into Rural Health Workers' Job Satisfaction: A Scientometric Perspective. Front Public Health 2022; 10:895659. [PMID: 35784240 PMCID: PMC9249262 DOI: 10.3389/fpubh.2022.895659] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/14/2022] [Accepted: 05/10/2022] [Indexed: 12/28/2022] Open
Abstract
Introduction Rural health workers (RHWs) play an irreplaceable role in ensuring and improving the health level of rural residents as the most basic and extensive medical service providers in rural areas. However, rural health institutions are facing significant worker shortages worldwide, not only in low- and middle-income countries but also in developed countries. As an important variable to explain RHWs' work status and predict turnover behavior, job satisfaction has received more and more attention currently. Methods Publications from 1 January 1995 to 31 December 2021 were identified from the Science Citation Index Expanded (SCI-Expanded), the Social Sciences Citation Index (SSCI), and the Emerging Sources Citation Index (ESCI) of the Web of Science Core Collection (WoSCC); CiteSpace, VOSviewer, and R software were applied to conduct this study. Results A total of 251 publications were obtained from the WoSCC database. The number of publications had a statistically significant increase in the study period. Ranking in the top three of the most productive countries or regions in this field was the United States, the United Kingdom, and China. "Health Care Sciences & Services," "Nursing," and "Public, Environmental & Occupational Health" seemed to be the major subjects. According to the reference co-citation analysis, "motivation," "rural and remote areas," and "work environment" were three noteworthy topics during the development of the research field. Moreover, through the keyword analysis, the underlying relationship among "job satisfaction," "job burnout," and "turnover intention" was explored. Conclusion Publications about job satisfaction associated with RHWs had remarkably indicated that this research field had great development potential and broad prospects. As an emerging topic related to RHWs' job status, job satisfaction and its related affected factors were systematically summarized by cluster and keywords analysis. We also highlighted that job satisfaction had a negative predictive effect on RHWs' job burnout and turnover intention, and job burnout played a positive role in predicting turnover intention. In addition, the job satisfaction and working environment of RHWs under the COVID-19 pandemic should receive more attention in the future.
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Affiliation(s)
- Yuquan Chen
- Institute of Medical Information/Library, Chinese Academy of Medical Sciences, Beijing, China
- Peking Union Medical College, Beijing, China
| | - Yanwei You
- School of Social Sciences, Tsinghua University, Beijing, China
| | - Yiche Wang
- Department of Economics and Management, Shanghai University of Sport, Shanghai, China
| | - Yutong Wang
- School of Health Preservation and Rehabilitation, Chengdu University of Traditional Chinese Medicine, Chengdu, China
| | - Tao Dai
- Institute of Medical Information/Library, Chinese Academy of Medical Sciences, Beijing, China
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Jiang N, Zhang H, Tan Z, Gong Y, Tian M, Wu Y, Zhang J, Wang J, Chen Z, Wu J, Lv C, Zhou X, Yang F, Yin X. The Relationship Between Occupational Stress and Turnover Intention Among Emergency Physicians: A Mediation Analysis. Front Public Health 2022; 10:901251. [PMID: 35784222 PMCID: PMC9245016 DOI: 10.3389/fpubh.2022.901251] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2022] [Accepted: 05/13/2022] [Indexed: 11/13/2022] Open
Abstract
BackgroundThere is evidence that occupational stress is a risk factor for turnover intentions. However, the structural relationship between occupational stress and turnover intention among emergency physicians has rarely been studied. This study aimed to examine the pathways of occupational stress on turnover intention through job satisfaction and depressive symptoms among emergency physicians in China.MethodsA cross-sectional study was conducted in China from July 2018 to August 2018. Data were collected using a structured questionnaire that included demographic characteristics, occupational stress, job satisfaction, depressive symptoms, and turnover intention. Hierarchical linear regression was performed to explore the related factors of turnover intention. Structural equation modeling was used to examine the pathways from occupational stress to turnover intention.ResultsA total of 10,457 emergency physicians completed the questionnaire. The score of turnover intention was 11.34 (SD = 3.25), and the average item score of turnover intention was 2.84 (SD = 0.81). In structural equation modeling, the occupational stress not only had a direct effect on turnover intention (standardized direct effect = 0.311, bias-corrected 95% confidence interval [0.261, 0.361], P < 0.001), but also had an indirect effect through job satisfaction and depressive symptoms (standardized indirect effect = 0.448, bias-corrected 95% confidence interval [0.412, 0.484], P < 0.001). However, the effect of depressive symptoms on turnover intention was weak (standardized coefficient [β] = 0.08, P < 0.001).ConclusionsJob satisfaction partially mediated the relationship between occupational stress and turnover intention. However, due to the weak effect of depressive symptoms on turnover intention, the mediating role of depressive symptoms between occupational and turnover intention had little practical value. It is recommended that hospital administrators prioritize increasing job satisfaction of emergency physicians to reduce the impact of occupational stress on their turnover intention.
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Affiliation(s)
- Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Hongling Zhang
- School of Health and Nursing, Wuchang University of Technology, Wuhan, China
| | - Zhen Tan
- Shenzhen University General Hospital, Shenzhen University, Shenzhen, China
| | - Yanhong Gong
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Mengge Tian
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Yafei Wu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jiali Zhang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jing Wang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Zhenyuan Chen
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Jianxiong Wu
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Chuanzhu Lv
- Department of Emergency Medicine Center, Sichuan Provincial People's Hospital, University of Electronic Science and Technology of China, Chengdu, China
- Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences, Hainan Medical University, Haikou, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
| | - Xuan Zhou
- Department of Anesthesiology, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Fengjie Yang
- Department of Pediatrics, Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- Fengjie Yang
| | - Xiaoxv Yin
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
- *Correspondence: Xiaoxv Yin
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Moskvicheva L, Russkikh S, Makarova E, Tarasenko EA, Vasiliev MD, Timurzieva AB. Satisfaction of outpatient oncologists with their work. Eur J Transl Myol 2022; 32. [PMID: 35698823 PMCID: PMC9295165 DOI: 10.4081/ejtm.2022.10637] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2022] [Accepted: 06/02/2022] [Indexed: 11/23/2022] Open
Abstract
Job satisfaction is a fundamental ingredient in the life quality of a modern person; for a health care worker, it determines to a large extent the quality and accessibility of health care services they provide. Our aim is identification of key reasons for low job satisfaction among outpatient oncologists at cancer care centres (CCC) and identification of the best ways to address them. 110 oncologists working in outpatient CCC in Moscow, Moscow region and Ivanovo region participated in this research. Respondents' job satisfaction was assessed using V.A. Rozanova's Job Satisfaction Assessment Questionnaire. Virtually a quarter (23.6%) of oncologists were dissatisfied with their work; male respondents and surgical employees reported significantly higher levels of dissatisfaction. Wage levels and equity, working hours, teamwork and coordination in carrying out collective tasks and managerial style were the main areas of dissatisfaction. Measures to improve the work process included enhancing the resource outfit, fair consideration of each employee's achievements when distributing incentives, clear allocation of responsibility for collective project tasks, creating opportunities for paid part-time work and arranging regular meals at the expense of the health care organisation. Raising managers' awareness of the results can contribute to improvements in oncologists' performance, work process satisfaction, productivity and performance, quality of care and access to it, as well as public satisfaction and confidence in the health-care system as a whole.
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Affiliation(s)
- Liudmila Moskvicheva
- Ultrasound Diagnostic Department, P. Hertsen Moscow Oncology Research Institute - branch of the National Medical Research Radiological Center of the Ministry of Health of the Russian Federation, Moscow.
| | - Sergey Russkikh
- N.A. Semashko National Research Institute of Public Health, Moscow Russia;(3) Department of Theory and Practice of Public Administration, National Research University Higher School of Economics, Moscow.
| | - Ekaterina Makarova
- N.A. Semashko National Research Institute of Public Health, Moscow Russia; Research Laboratory "Health Technology Assessment and Clinical and Economic Expertise" A.I. Yevdokimov Moscow State University of Medicine and Dentistry, Moscow.
| | - Elena A Tarasenko
- Department of Health Management and Economics, National Research University Higher School of Economics, Moscow.
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Hänsel M, Steigmiller K, Luft AR, Gebhard C, Held U, Wegener S. Neurovascular disease in Switzerland: 10-year trends show non-traditional risk factors on the rise and higher exposure in women. Eur J Neurol 2022; 29:2851-2860. [PMID: 35661347 PMCID: PMC9541902 DOI: 10.1111/ene.15434] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2022] [Accepted: 05/30/2022] [Indexed: 11/28/2022]
Abstract
BACKGROUND Effective risk factor modification is the prerequisite to prevent neurovascular disease such as stroke or vascular dementia. Non-traditional vascular risk factors (nt-vrf) including stress significantly add to risk of neurovascular disease arising from traditional vascular risk factors (t-vrf). In order to discover sex-specific changes that may underlie previously reported inclines in the prevalence of neuro- and cardiovascular disease in women, we assessed 10-year trends in the prevalence of vrf in Switzerland. METHODS We obtained anonymized data from 22'134 participants (51% women) of the governmental Swiss Health Survey, performed every five years (2007, 2012, and 2017). Epidemiological parameters, t-vrf and nt-vrf were analyzed in a cross-sectional study design. RESULTS Over the observation period, the number of women having full-time jobs increased considerably (2007: 38%, 2012: 39%, 2017: 44%). This was accompanied by a substantial rise in the prevalence of nt-vrf in women and men (w/m) including stress at work (2007: not available, 2012: 58%/60%, 2017: 66%/65%), low locus of control (w/m: 2007: 21%/19%, 2012: 22%/19%, 2017: 25%/22%), and sleep disorders (w/m: 2007: 30%/22%, 2012: 28%/20%, 2017: 32%/26%). Amongst t-vrf, only the prevalence of obesity and hypercholesterolemia increased over time in both sexes, while other t-vrf remained stable (hypertension [27%], diabetes [5%]) or decreased (smoking [9.4 cigarettes/day]). CONCLUSIONS A rise in women's economic participation alongside a higher affection with nt-vrf in the female Swiss population emphasizes the need to improve vascular risk stratification and implement effective preventive measures for neuro- and cardiovascular disease.
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Affiliation(s)
- Martin Hänsel
- Department of Neurology and Clinical Neuroscience Center, University Hospital Zurich and University of Zurich, Switzerland
| | - Klaus Steigmiller
- Department of Biostatistics at Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Switzerland
| | - Andreas R Luft
- Department of Neurology and Clinical Neuroscience Center, University Hospital Zurich and University of Zurich, Switzerland
| | - Catherine Gebhard
- Department of Nuclear Medicine, University Hospital Zurich and University of Zurich, Switzerland
| | - Ulrike Held
- Department of Biostatistics at Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Switzerland
| | - Susanne Wegener
- Department of Neurology and Clinical Neuroscience Center, University Hospital Zurich and University of Zurich, Switzerland
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Dodanwala TC, Santoso DS, Yukongdi V. Examining work role stressors, job satisfaction, job stress, and turnover intention of Sri Lanka’s construction industry. INTERNATIONAL JOURNAL OF CONSTRUCTION MANAGEMENT 2022. [DOI: 10.1080/15623599.2022.2080931] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Tharindu C. Dodanwala
- School of Engineering and Technology, Asian Institute of Technology, Klong Luang, Pathumthani, Thailand
| | - Djoen San Santoso
- School of Engineering and Technology, Asian Institute of Technology, Klong Luang, Pathumthani, Thailand
| | - Vimolwan Yukongdi
- School of Management, Asian Institute of Technology, Klong Luang, Pathumthani, Thailand
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Sun X, Zhang M, Lu Z, Zhang Z, Zheng JC, Cheng L, Zeng L, Qian Y, Huang L. Turnover intention and related factors among resident physicians in China under the standardised residency training programme: a cross-sectional survey. BMJ Open 2022; 12:e061922. [PMID: 35410941 PMCID: PMC9003615 DOI: 10.1136/bmjopen-2022-061922] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/27/2022] Open
Abstract
OBJECTIVES This study aimed at examining the extent of turnover intention among the Chinese resident physicians who entered the newly established national standardised residency training programme (SRTP), and exploring factors associated with their turnover intention. DESIGN Cross-sectional survey. SETTING Ten institutions from five geographical areas in China. METHODS 1414 residents were surveyed using paper-based questionnaires and scales regarding their demographics, work situation, attitudes towards SRTP, job satisfaction, psychological resilience, burnout and turnover intention in 2017. The turnover intention was described and compared between categorical groups. Linear regressions were used to select the factors associated with turnover intention. The structural equation model was used to capture the potential mediating effects. RESULTS The mean turnover intention score was 12.45 (SD=4.47). Nearly half (47.87%) of the residents had a high and very high level of turnover intention. Psychological resilience (β=0.066), burnout (β=0.141) and job satisfaction (β=0.022) were positively associated with turnover intention, while specialty (β=-0.135), year of training (β=-0.687), career in medicine (β=-2.191), necessity of training (β=-0.695) and satisfaction with income (β=-1.215) had negative associations with turnover intention. Working hours and nightshift interval indirectly were associated with turnover intention through the mediating effects of burnout. Career in medicine, necessity of training, satisfaction with income, and psychological resilience showed direct effects and indirect effects on turnover intention through burnout and job satisfaction as mediators. CONCLUSIONS The turnover intention among Chinese residents was prevalent and unignorable. Burnout was the major contributing factor, while year of training and positive attitudes towards training were protective factors. Burnout and job satisfaction also served as mediators. Interventions targeting these factors should be incorporated in the training programmes to keep a prosperous physician workforce.
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Affiliation(s)
- Xiaoting Sun
- Postdoctoral station, Shanghai Tenth People's Hospital Affiliated to Tongji University, Shanghai, China
- Department of Psychiatry, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
- Tongji University School of Medicine, Shanghai, China
| | | | - Zhanghong Lu
- Teaching office, Renmin Hospital of Wuhan University, Wuhan, Hubei, China
| | - Zhaoyu Zhang
- Tongji University School of Medicine, Shanghai, China
| | | | - Liming Cheng
- Department of Orthopedics, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
| | - Lianhua Zeng
- Tongji University School of Medicine, Shanghai, China
| | - Yingli Qian
- Tongji University School of Medicine, Shanghai, China
| | - Lei Huang
- Department of Psychiatry, Tongji Hospital, Tongji University School of Medicine, Shanghai, China
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Nwachukwu C, Chládková H, Moses CL, Vu HM. Work-to-family conflict, family satisfaction and engagement nexus: insights from millennial managers. INDUSTRIAL AND COMMERCIAL TRAINING 2022. [DOI: 10.1108/ict-10-2021-0071] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Millennials’ perception of work, personal and family life is different from other generations. Building on studies on workforce generations, this paper aims to uncover not only the effect of work-to-family conflict (WFC) and family satisfaction (FS) on millennial managers engagement but also the moderating effect of (gender and marital status) in predicting engagement.
Design/methodology/approach
This paper used a survey to collect data from managers of selected companies in Nigeria. In total, 127 questionnaires were analysed using the partial least square structural equation modelling method.
Findings
Results reveal that the relationship between WFC, FS and millennial managers’ engagement is direct and significant. Besides, the effect of WFC on engagement is stronger in men and for married. The effect of FS on engagement is greater for women than men and for married.
Practical implications
This study informs the research community as well as practitioners and affirms the importance of supportive work-to-family life and FS in fostering millennial managers’ engagement with their organisations.
Originality/value
This study is among the initial attempts to evaluate the impact of WFC and FS on engagement among millennial managers, especially in Africa, Nigeria in particular. The results identify millennial managers’ unique perspectives towards engagement and how gender and marital status may enhance engagement. With millennials fast attaining leadership roles, such knowledge is important.
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