Primary care provider's job satisfaction and organizational commitment after COVID-19 restrictions ended: A mixed-method study using a mediation model

Abstract

ObjectivesMore and more countries have decided to cancel most or even all COVD-19 restrictions. However, it is unclear how ending of restrictions will affect primary care providers' job satisfaction and organizational commitment. Our objectives are to explore the current status and possible change in primary care providers' job satisfaction and organizational commitment after massive restriction policies ended in China.MethodsThis was a mixed-method study that utilized structured questionnaires and semi-structured qualitative individual interviews. The 20-item Minnesota Satisfaction Questionnaire (MSQ) and 25-item organizational commitment survey were adopted to assess job satisfaction and organization commitment. Descriptive statistics and mediation models, as well as inductive thematic analysis, were used to analyze quantitative and qualitative data.ResultsA total of 18 interviews and 435 valid survey responses were included in our analysis. The average scores for job satisfaction and organizational commitment were 80.6 and 90.8. The thematic analysis revealed one major theme: ethical and moral responsibility to provide care as primary care providers, on which we established a mediation model. The mediation analysis revealed that normative commitment could positively affect the other four dimensions of organizational commitment and job satisfaction. The direct effect of affective commitment on job satisfaction was significant (LLCI = 0.11, ULCI = 0.31), and the mediators were identified to have a partial mediating effect instead of a total mediating effect.ConclusionAfter COVID-19 restrictions end, the job satisfaction and organizational commitment of primary care providers will return to levels before the pandemic and during this estimated process, a brief rise in resignation is predictable. The normative commitment positively affects the other four dimensions of organizational commitment and job satisfaction for primary care providers, which suggests a possible way to motivate primary care providers when restrictions end.

The Impact Of Presenteeism On Hospital Management And The Factors Influence Indonesia Case

“…Previous research findings support the notion that job satisfaction positively influences affective commitment in nursing staff (Akinyemi et al, 2022;Gider et al, 2019;Wang et al, 2022), while affective commitment negatively affects presenteeism (Yang et al, 2017).…”

“…This phenomenon may arise from the generation of positive emotions like pride, trust, also a sense of belonging stemming from job satisfaction. Furthermore, job satisfaction nurtures camaraderie among colleagues and fosters a supportive work milieu, thereby augmenting affective commitment to the organization (Akinyemi et al, 2022;Gider et al, 2019;Wang et al, 2022).…”

“…Studies indicate that when nursing staff perceive their salaries as competitive, equitable, and commensurate, job satisfaction and affective commitment are enhanced, resulting in reduced presenteeism. Furthermore, research demonstrates a positive relationship between job satisfaction and affective commitment among nursing staff (Akinyemi et al, 2022;Gider et al, 2019;Wang et al, 2022), and affective commitment has a negative impact on presenteeism (Yang et al, 2017).…”

Factors Associated with Primary Care Provider’s Job Satisfaction and Organizational Commitment in China: A Machine Learning-Based Random Forest Analysis

“…In Rui's study about whole mainland of China, organizational commitment is negatively associated with turnover intention [21]. We did not detect any study about job satisfaction or organizational commitment in the same region as this one, except for our previous paper, which suggested normative commitment can positively affect the other four dimensions of organizational commitment and job satisfaction for primary care providers [22]. However, few of them were conducted under a COVID-19 environment, and even fewer were focused on the rescission of restriction policies.…”

Intra- and Inter-Individual Associations of Family-to-Work Conflict, Psychological Distress, and Job Satisfaction: Gender Differences in Dual-Earner Parents during the COVID-19 Pandemic

“…The need to manage work-family conflict is still important for dual-earner parents' well-being [76], and the symptomatology of psychological distress is still relatively high in workers who returned to the workplace [77] in the post-pandemic context. Furthermore, although evidence from China [78] suggests that job satisfaction will rise post-pandemic for those workers who commute to their workplace, other authors have shown that workload reduced employees' job satisfaction during the period of return to working on-site [79]. Therefore, organizations should also manage their employees' workload during this new stage.…”