Workplace Stress, Job Satisfaction, Job Performance, and Turnover Intention of Health Care Workers in Rural Taiwan

Abstract

Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan.

Effects of work practice environment, work engagement and work pressure on turnover intention among community health nurses: Mediated moderation model

“…The turnover of community health nurses not only aggravates insufficient supply, causing many work-related health problems among nurses and poor quality of care (Hayes et al, 2012), but also increases the financial burden due to temporary replacement costs and decreased productivity of new employees (Duffield, Roche, Homer, Buchan, & Dimitrelis, 2014). In the past, several studies found that the nurses' turnover intention was influenced by the personal and organizational factors, such as workload, stress, workplace conditions and work practice environment (Battistelli, Portoghese, Galletta, & Pohl, 2013;Chao, Jou, Liao, & Kuo, 2015;Hayes et al, 2012). However, these studies are all about nurses in hospitals and little is known about nurses in community health institutions, especially about the mechanism of work environment, engagement and pressure on the nurses' turnover intention.…”

From organisational justice to turnover intention among community nurses: A mediating model

“…Turnover intention (TI) is described as the intention or probability to leave a job within a certain period of time (Chao, Jou, Liao, & Kuo, ), which helps to identify whether or not staff members are planning to leave their positions and is a strong predictor of actual turnover (Perreira et al, ). According to previous studies, the antecedents of nurses' TI could be classified into three categories: (a) demographic factors, such as age (Takase et al, ) and marital status (Toren et al, ); (b) organisational factors, such as leadership (Fontes, Alarcao, Santana, Pelloso, & de Barros Carvalho, ) and OS (Abou Hashish, ); and (c) job‐related factors, such as job satisfaction (Labrague et al, ) and job characteristics (Wan et al, ).…”

“…Turnover intention (TI) is described as the intention or probability to leave a job within a certain period of time (Chao, Jou, Liao, & Kuo, 2015), which helps to identify whether or not staff members are planning to leave their positions and is a strong predictor of actual turnover (Perreira et al, 2018). According to previous studies, the antecedents of nurses' TI could be classified into three categories:…”

Evaluation of Lifelong Work Satisfaction among Former Postal Service Workers

“…Work satisfaction has been the topic of active scientific inquiry (Berglund et al 2017;Bussing et al 1999;Kadefors et al 2016;Pagán 2013). Previous quantitative studies demonstrate that work-related resources (Stynen et al 2017), job support (Pagán 2013) and job control (Allan et al 2018;Chao et al 2015;Lindfors et al 2007;Meyers et al 2019;Waddimba et al 2016) are positive predictors of work satisfaction. Similarly, work engagement (Meyers et al 2019;Shimazu & Schaufeli 2009) and work status (Navarro & Salverda 2019;Tay & Harter 2013;Virtanen et al 2003) play a significant role in work satisfaction of workers in various sectors.…”