Stress and turnover intention among healthcare workers in Saudi Arabia during the time of COVID-19: Can social support play a role?

Al-Mansour, Khalid

doi:10.1371/journal.pone.0258101

Cited by 55 publications

(36 citation statements)

References 21 publications

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“…This study found that JS has a significant positive relationship with employee TI, which is also supported by a number of behavior and human resource management scholars, such as [ 30 , 36 , 37 , 38 , 39 , 40 ], who have reported that the recent pandemic has created excessive JS, leading to a series of abnormal reactions and discomforts in the physiology, psychology, and behavior of SMEs employees and ultimately leading to them leaving their jobs. It is noteworthy and interesting to mention that most of these studies were conducted from the Chinese perspective, as the highly concerning country of the pandemic along with big population and fast rising of economy.…”

Section: Discussion Of Findingssupporting

confidence: 72%

“…The outbreak of COVID-19 has made the unstable performance of SMEs more prominent and has sharply increased the JS of the employees, which in turn has caused them to reconsider their future career plans, leading to TI. A very recent study conducted by Al-Mansour (2021) on Saudi healthcare workers revealed that JS caused by the outbreak of COVID-19 has a significant impact on the TI of front-line Saudi healthcare workers who were considering to change their jobs within the next few months [ 40 ]. Wang et al (2020) reported that the current COVID-19 situation has severely affected Chinese SMEs through demotions, pay decreases, and work related anxiety that has ultimately led to employees’ voluntarily resigning from their jobs [ 30 ].…”

Section: Literature Review Research Hypotheses and Theoretical Frameworkmentioning

confidence: 99%

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Examining the Relationship between COVID-19 Related Job Stress and Employees’ Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China

Lai

Hossin

Li³

et al. 2022

IJERPH

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The outbreak of COVID-19 has exerted an enormous impact on society, enterprises, and individuals. It has affected the work attitudes and psychology of employees to a certain extent and their job stress (JS) has also augmented accordingly, leading to increased turnover intention (TI). With the survey responses of 720 employees of small and medium enterprises (SMEs) in China as the sample, we studied the impact of COVID-19 related JS and TI with the moderating effect of perceived organizational support (POS). We utilized linear and multiple regression analysis using Windows SPSS 25. The research findings indicated that the JS caused by COVID-19 in the first affected region (Hubei) was significantly stronger than that in other regions (non-Hubei). JS had a significant positive relationship with employees’ TI, while POS had a significant negative connection with employees’ TI. We also identified that POS weakened the positive association between JS and employees’ TI. These findings are expected to be conducive to and conductive for the upcoming theoretical and empirical investigations as the founding guidelines, as well as for managers in formulating effective policies to curb JS, which would ultimately be helpful in reducing TI.

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Section: Discussion Of Findingssupporting

confidence: 72%

Section: Literature Review Research Hypotheses and Theoretical Frameworkmentioning

confidence: 99%

Examining the Relationship between COVID-19 Related Job Stress and Employees’ Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China

Lai

Hossin

Li³

et al. 2022

IJERPH

View full text Add to dashboard Cite

show abstract

“…Special attentions should be warranted to cases where healthcare workload increases in various emergencies, such as the current pandemic situation to avoid talent drain. 59 , 60 Our results provided insights for improving the affective commitment among hospital employees.…”

Section: Discussionmentioning

confidence: 72%

Psychological Safety and Affective Commitment Among Chinese Hospital Staff: The Mediating Roles of Job Satisfaction and Job Burnout

Li¹,

Li²,

Jing³

et al. 2022

PRBM

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Purpose The affective commitment of hospital staff is important for human resources management and the sustainable development of hospitals. Psychological safety is an important factor that contributes to an emotional connection to an organization among staff, yet its functional mechanism remains unclear. This study explored how psychological safety influenced affective commitment through the mediating roles of job satisfaction and job burnout. Methods A battery of surveys were administered to all medical staff (n = 267) in a local second-grade comprehensive hospital. The surveys included the Psychological Safety Scale, Affective Commitment Scale, Minnesota Satisfaction Questionnaire, Maslach Burnout Inventory–Human Service Survey, and Perceived Organizational Support Scale. Results Job satisfaction and job burnout fully mediated the relationship between psychological safety and affective commitment among hospital staff. In addition, perceived organizational support moderated the mediating path via job burnout, and the indirect effect of job burnout decreased when perceived organizational support increased. Conclusion Psychological safety may enhance the affective commitment of hospital staff through improving job satisfaction or reducing job burnout. Perceived organizational support may counteract the deleterious effect of job burnout on affective commitment. Effective strategies to improve affective commitment among hospital staff may require consideration of job burnout and job satisfaction.

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“…With increased occupational stress among emergency physicians, it is urgently necessary to identify the pathways by which occupational stress affects turnover intention. Previous studies have mainly explored the pathways from occupational stress to turnover intention in hospital physicians ( 13 , 30 ), nurses ( 31 ), and healthcare workers ( 32 ). Few studies have been conducted among emergency physicians.…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between Occupational Stress and Turnover Intention Among Emergency Physicians: A Mediation Analysis

Jiang

Zhang²,

Tan³

et al. 2022

Front. Public Health

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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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Stress and turnover intention among healthcare workers in Saudi Arabia during the time of COVID-19: Can social support play a role?

Cited by 55 publications

References 21 publications

Examining the Relationship between COVID-19 Related Job Stress and Employees’ Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China

Examining the Relationship between COVID-19 Related Job Stress and Employees’ Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China

Psychological Safety and Affective Commitment Among Chinese Hospital Staff: The Mediating Roles of Job Satisfaction and Job Burnout

The Relationship Between Occupational Stress and Turnover Intention Among Emergency Physicians: A Mediation Analysis

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