Study On The Relationship Between Burnout And Job Satisfaction And Turnover Intention Among Community Health Staff In Guangzhou

ObjectiveThe study was to find out the epidemic status of career burnout and its influencingfactors among community health services staff in Guangzhou, from build a comprehensivepotential structure model to explore the path relations among career burnout, jobsatisfaction and turnover intention. And then provide some measures to improve burnout,enhance morale and team stability for departments reference.MethodsAltogether530staff were selected to finish questionnaires by stratified randomsampling method. The questionnaires included self-made questionnaire, Chinese MaslachBurnout Inventory, Social Support Rating Scale, job satisfaction questionnaire and turnoverintention questionnaire. Data was reduction by Epi-data3.1and analyses by SPSSl7.0andAMOS7.0, descriptive analysis, t test, one-way ANOVA, Pearson correlation analysis,multiple regression analysis and structural equation modeling analysis were applied toanalyses. Literature analysis and in-depth interviews were also utilized in the research.Results1. The incidence of career burnout was73.2%in the study, while mild burnout was37.4%, moderate burnout was30.6%and height burnout was5.3%. From a singledimension, the incidence of emotional exhaustion was25.1%, depersonalization was37.2%,diminished personal accomplishment was52.1%.2. The score of different establishment of staff in emotional exhaustion had a significant difference, officially staffs’ score was higher; the score of different gender, post,title, and the income level of staff in depersonalization had significant difference. The staffwho was male, doctor, no title, income less than2,000yuan score higher; the score ofdifferent marital status, title, post and working life of the staff in diminished personalaccomplishment had significant difference. The stsff who was unmarried, no title, informal,service time less than6years score higher.3. The correlation between emotional exhaustion and objective support (r=-0.202),subjective support (r=-0.192), utilization of social support (r=-0.175) and total socialsupport (r=-0.245) were exist (P<0.05); The correlation between depersonalization andobjective support (r=-0.177), subjective support (r=-0.188)and total social support(r=-0.154) were exist (P<0.05), but no with utilization of social support (r=-0.034,P=0.433); The correlation between diminished personal accomplishment and objectivesupport (r=-0.169), subjective support (r=-0.129), utilization of social support (r=-0.114)and total social support (r=-0.177) were exist (P<0.05).4. The correlation between emotional exhaustion and the satisfaction of job rewards(r=-0.234), work itself (r=-0.309), leadership and management (r=-0.279) andinte-rpersonal(r=-0.197) were exist (P<0.05). The correlation between depersonalizationand the satisfaction of job rewards (r=-0.088), work itself (r=-0.152), leadership andmanagement (r=-0.101) and interpersonal (r=-0.141) were exist (P<0.05). The correlationbetween diminished personal accomplishment and the satisfaction of work itself (r=-0.174),leadership and management (r=-0.119) and interpersonal (r=-0.185) were exist (P<0.05),but no with job rewards (r=-0.069, P=0.114).5. The correlation between turnover intention and emotional exhaustion (r=0.233) anddepersonalization (r=0.135) were exist (P<0.05), but no with diminished personalaccomplishment (r=0.048, P=0.268).6. Multiple linear regression analysis showed that factors contributed to emotionalexhaustion were job itself satisfaction, establishment, total social support and job rewardssatisfaction. Factors contributed to depersonalization were objective support, interpersonalsatisfaction, job rewards satisfaction, work itself satisfaction and gender. Factors contributed to diminished personal accomplishment were interpersonal satisfaction,objective support, job rewards satisfaction, work itself satisfaction and establishment.7. Structural equation modeling analysis showed that there were direct effect from jobsatisfaction to burnout（β=-0.46，P<0.01）, also burnout to turnover intention（β=0.18，P=0.023）and job satisfaction to turnover intention（β=-0.29，P<0.01）,burnout play amediating effect in job satisfaction affects turnover intention path（β=-0.46×0.18=-0.08，P<0.01）.Conclusion1. The incidence of career burnout of community health service centers staff inGuangzhou city was high (73.2%), more than1/3of the staff had been in moderate or highburnout, which outstanding performance in high emotional exhaustionanddepersonalization and low accomplishment.2. Sex, marital status, post, job title, establishment, length of service and work incomewere all related to the degree of burnout. Male, unmarried, service time less than6years,income less than2,000yuan, informal, no job title of doctor had a higher degree of burnout.3. There were negatively correlation between social support, various dimensions of jobsatisfaction and burnout dimension, positively correlation between burnout dimension andturnover intention. Lacking of social support and not satisfying with the job rewards, workitself, leadership management and interpersonal relationship can result in high burnout,and then lead to more serious turnover intention.4. The main factors contribute to job burnout were staff category, gender, objectivesupport and the satisfaction with work itself, interpersonal relationships, work rewards, etc.5. Job satisfaction can negative predict burnout, improving job satisfaction cansignificantly reduce burnout. Job burnout can positive predict turnover intention, burnout ishigher, turnover intention will be more serious. Burnout play partial mediating effect on therelationship between job satisfaction and turnover intention.