Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic

Abstract

Employee turnover could affect the organisation’s performance. Job dissatisfaction and burnout have been identified as factors influencing the intention to leave. Thus, this study aimed to determine the level of intent to leave, and predictors associated with intention to leave among medical researchers in Malaysia. A cross-sectional, stratified random sampling study was conducted among researchers in a research organisation under the Ministry of Health. Respondents answered an online questionnaire that included sociodemographic information, job dissatisfaction, burnout, and intention to leave. A total of 133 researchers participated. More than one-third (41.4%) of the researchers had a moderate and high level of intention to leave. Burnout and job dissatisfaction were identified as significant predictors. Burnout was noted to have a positive relationship with the intent to leave (β = 0.289, 95% CI (B): 0.287, 1.096). Meanwhile, job satisfaction was found to have a negative relationship with the intention to leave (β = −0.348, 95% CI (B): −0.768, −0.273). Burnout among researchers is quite worrisome as more than two-thirds of the researchers experienced moderate to high burnout. Reducing burnout and job dissatisfaction would increase work performance and produce high-quality research output, hence decreasing the turnover rate.

Healthcare providers' intention to leave their jobs during COVID‐19 pandemic: A cross‐sectional study

“… 36 , 37 Also, this study confirms that male HCPs intent to leave their profession than females; these findings are congruent with a previous conclusion. 38 On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio‐demographic variables. 39 , 40 …”

“…36,37 Also, this study confirms that male HCPs intent to leave their profession than females; these findings are congruent with a previous conclusion. 38 On the other hand, some studies found no relationship between the intent HCPs to leave the job and their socio-demographic variables. 39 The current study may shed light on some clinical practice and leadership implications, such as presenting clear policies that aim to protect HCPs during such pandemics and offering support from leaders.…”

Burnout in emergency department personnel—A continuing concern post pandemic

“…The Copenhagen Burnout Inventory (CBI) 24 was employed as a validated tool to evaluate burnout. As studies have found a positive relationship between burnout and the intent to leave, and a negative relationship between job satisfaction and intention to leave, [25][26][27] we included questions on work satisfaction and motivation to stay in the job. By exploring job satisfaction and reasons for motivation to stay in the job, we wanted to assess the potential magnitude of the problem of burnout and target interventions in accordance with what mattered to ED staff.…”

Correction: Mat Rifin, M.; Danaee, M. Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic. Int. J. Environ. Res. Public Health 2022, 19, 10017

“…In the original publication [ 1 ], the value ‘10,759.77’ in the standard deviation of the Research working experience (years) variable was wrong and should have been ‘5.699’. The revised version of Table 1 is as below.…”