The Relationship Between CDC Personnel Subjective Socioeconomic Status and Turnover Intention: A Combined Model of Moderation and Mediation

Abstract

A stable and motivated CDC workforce is critical for Chinese public health system improvement in the post-pandemic period of COVID-19. Meanwhile, the lack of career development prospects, low income, low status and the widespread and increasingly serious job burnout of employees CDC staff is a complex and difficult problem for the government. Therefore, this study explored the relationship between CDC personnel subjective socioeconomic status and turnover intention using a sample of 2,502 grass-roots CDC personnel who were administered with a subjective socioeconomic status scale, turnover intention scale, job burnout scale, and payment questionnaire. The results showed that: (1) subjective socioeconomic status had a significant association with job burnout and turnover intention; (2) all three dimensions of job burnout played a mediating role in the relationship between subjective socioeconomic status and turnover intention; (3) expected salary change played a moderating role between subjective socioeconomic status and turnover intention. The effect was stronger for workers with low expected salary change, which means due to the multidimensional comparative and complex mechanism of salary change, which had limited effect on turnover intention. These findings provide a basis for the relationship between turnover intention and socioeconomic status of grass-roots CDC personnel, and also provide ideas for reducing job burnout and staff turnover.

Configurational paths to turnover intention among primary public health workers in Liaoning Province, China: a fuzzy-set qualitative comparative analysis

“…In addition, according to the social comparison theory, employees always tend to compare themselves with people who are similar to them in some self-concepts [ 59 ]. CDC workers receive less social respect than clinicians [ 2 ], and this comparison may lead to increased psychosocial stress through a sense of relative deprivation [ 60 ]. It ultimately affects their career choices.…”

“…CDC at the national, provincial, municipal, and county (district) levels form a four-tiered system [ 1 ]. CDC in China is experiencing an outflow of human resources [ 2 ]. The turnover leads to a considerable loss of public resources for education and training.…”

“…Individuals always compare themselves to their peers [ 20 ]. Compared to clinicians, the CDC workforce perceives less respect from the community [ 2 ]. It may be related to their TI.…”

Development and initial validation of the career resilience instrument for CDC emergency responders in China within the context of public health emergencies: based on a survey conducted in Shanghai

“…CDC emergency responders are those normally undertaking routine work at the CDC, and assuming responsibility for health emergency response and disposal work in the event of public health emergencies, such as comprehensive coordination, sampling, laboratory testing, epidemiological investigation, and disinfection ( 6 ). CDC emergency responders face excessive workloads, the risk of viral infection, negative emotions, and turnover intentions during public health emergencies, when individuals need powerful forces to recover to a normal psychological state and work performance level ( 7 , 8 ). These powerful forces are the same individual characteristics, regulatory processes, and social supports that McLarnon identified in his research, suggesting that they be defined as resilience, where individuals rely on these characteristics, processes, and support systems to recover to pre-event levels of performance and well-being ( 9 ).…”

Predictores de permanencia en el empleo basados en el heurístico de anclaje y ajuste

“…En perspectiva, la rotación de personal estaría relacionada con el grado de discrepancia percibida por el trabajador entre lo que espera de su empleo y lo que recibe en realidad. En estudios reciente se encontró que el nivel socioeconómico subjetivo se relaciona significativamente tanto con el agotamiento laboral como con la intención de rotación (Shan, et al, 2022).…”