The relationship between job satisfaction, work stress, work–family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study

Abstract

ObjectiveTo investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China.MethodsFrom August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work–family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis.ResultsA total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work–family conflict.ConclusionJob satisfaction, work stress, work–family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention.

Pathways from workplace flexibility to turnover intention: Role of work–family conflict, family–work conflict, and job satisfaction

“…These results support previous empirical findings that work–family conflict has a stronger effect on job satisfaction than does family–work conflict (Kossek & Ozeki, ) and that both work–family conflict and family–work conflict are bi‐directional and yet different constructs with unique antecedents (Byron, ; Michel, Kotrba, Mitchelson, Clark, & Baltes, ). Our finding regarding the indirect effect of work–family conflict on turnover intention through job satisfaction is also in line with previous research (Lu et al, ).…”

A national survey of turnover intention among general practitioners in China

“…Similar to previous studies, the results of our study indicated that GPs with fewer professional development opportunities experienced higher turnover intention. Fewer career development opportunities seemed to drive GPs away from primary care.…”

“…Fewer career development opportunities seemed to drive GPs away from primary care. One possible explanation was that few professional development opportunities could reduce their work efficiency, cut job enthusiasm, or even result in turnover . Thus, providing more development opportunities could help attract more GPs.…”

“…A high turnover intention among Chinese GPs could aggravate the existing shortages in the health‐care workforce and could lower productivity and quality of health services delivery, resulting in an adverse effect on the primary health‐care system. Few studies have discussed the turnover intention among health professionals in China . However, none of them have analyzed turnover intention among GPs and its predictors on the basis of a national representative sample.…”

Relationship between Work-Family Conflict, Job Embeddedness, Workplace Flexibility, and Turnover Intentions

“…Work-family conflict was understood as having consequences on an employee's satisfaction with their work -their satisfaction with their job and the organization, and on an employee's affective commitment -their willingness and enthusiasm to support the organization (Lu et al, 2017;Nohe, Meier, Sonntag, & Michel, 2015). Dissatisfaction and disengagement activates the process of employee withdrawal, manifesting as turnover intention and culminating in the decision to leave.…”