Relationship Among Job Satisfaction,Career Burnout And Turnover Intention Among Firstline Workers In Blood Collection And Supply Organization In Shandong Province

BackgroundAt present,only a few countries such as South Africa are approved to use artificial blood products in the world.The clinical blood supply in most countries,including China,still depends on donated blood.The blood station is the only legal institution that collects blood for donation.It formulates a blood collection plan according to the clinical blood demand,and carries out blood donor recruitment,blood collection and preparation,clinical blood supply and medical blood supply according to the requirements of relevant laws,regulations and rules.,business guidance and other work.In recent years,with the improvement of China’s medical and health conditions and social security system,the number of medical institutions has grown rapidly,the number of patients and the number of operating procedures have increased,and large-scale surgery has been rapidly developed under the maturity of sophisticated techniques.The clinical use of blood requires a blowout,and the blood supply shortage is almost normal.This researchrefers to the staff of the blood collection department of the blood collection institution for the recruitment of blood donors,the preliminary screening of blood samples,blood donation and supporting work,that is,the relevant staff responsible for blood collection of whole blood and machine-collected components.The personnel are shouldering an important and difficult job.Their job satisfaction and working will are directly related to the adequate and timely supply of blood.Repetitive,boring and often working overtime is their job,the personnel often found themselves doing the same job while receiving different returns:70%of the personnel are from outsourcing and receive less salary,which makes the human resource very unstable.In the meanwhile,misinterpretation of blood donation policy like“free to donate,expensive to use”and public misunderstanding are causing mounting stress among the personnel.The imbalance between effort and result and the idea of“being in a dead-end job”mitigated the personnel’s job satisfaction,which could lead to career burnout or even resignation.ObjectivesThe author made a research about the personnel’s job satisfaction,career burnout and turnover intention,studied the relation among them by discussing the cause and related factors of the three aspects,so as to pave the way for future work to overcome career burnout,improve working will,sense of pride and belonging to their job,and to reduce workforce loss and enhance blood donation service.MethodsThrough sampling procedure,the research covered 721 staffs who work at 17 blood stations in Shandong.Those who collect whole blood and blood components are included.Through the literature search mature rating scale integrated into the questionnaire.the first-line personnel of 17 blood stations in Shandong Province were selected as the research objects,and the self-filled questionnaire survey was conducted from March to April in 2018.The questionnaires include Minnesota Satisfaction Questionnaire,Maslach Burnout Inventory and TIQ Turnover Intention Questionnaire.The content of the questionnaires includes personal information,job satisfaction,career fatigue and turnover intention.750 questionnaires were sent out and 97.33%of them,which is 730,returned,among which,96.13%(equals to 721)were available.Epidata3.1 was used to build database and SPSS24.0 to analysis the data.Chi-square test and Logistic Regressive Model were adopted to conduct univariate analysis and multivariate analysis about the factors of job satisfaction,career burnout and turnover intention.Results1.Demographic Analysis.Gender:75.6%are female.Age:50.48%are between 31-45 years old,36.8%are below 30 and 12.7%over 46.Education:60.2%are undergraduate and 37.7%are junior college graduates and of lower education.Only 2.1%are post graduate.Title:49.9%are of junior professional post with only 4.7%are of secondary high professional post.2.Job Satisfaction Analysis:according to the result,most of the personnel are satisfied with their job.76.9%of the staff are"satisfied" or "very satisfied" while 23.1%are "not at all","not satisfied" and "not sure".3.Career Burnout Analysis:by using Spearman’s Rank Correlation Coefficient,the research looked into the personnel’s career fatigue and found out that the index of emotional exhaustion dimension is related to age,title,education,working hours,time span working on the frontline,employment type,annual income,contract-related matters,insurances and house fund.Index of Slackness Dimension is related to sex,age,education,working hours,employment type and annual income.Inefficiency Dimension is related to education,working hours,time span working on the frontline and production bonus.4.Resignation Intention Analysis:the average index of resignation will is 2.05±0.66,which is relatively high.Major causes for resignation intention are age,working hours,time span of working on the frontline,employment type,annual income and contract-related matters.The differences caused by each factor are very obvious(P<0.01).5.Analysis of the Relation between Job Satisfaction and Turnover Intention:it has been proved clearly that job satisfaction is negatively related to turnover intention,and the indexes used in the research correspond to statistics.The relation is especially notable when it came to Turnover Intention I,which means the possibility to resign the current job.It follows that job dissatisfaction will lead to resignation.Yet when the possibility of getting another job goes up,their job satisfaction does not necessarily goes higher.Conclusion and SuggestionConclusion:This study found that the current work satisfaction level ofblood collection frontline staff in Blood Collection and Supply Organization in Shandong Province is higher,the sense of job burnout is higher,and the willingness to stay is at a very low level.Job burnout is significantly different with age,job title,education,working hours,type of employment,monthly income,contract signing,and payment of five insurances and one found.The willingness to stay is significantly different with age,working hours,employment type,monthly income and contract.The decrease in job satisfaction will increase the occurrence of job burnout,the five items of job burnout(the feeling that I am about to collapse at work,the all day work is really stressful for me,I am not as enthusiastic about work as before.I doubt the meaning of the work I do,and I can effectively solve the problems in my work)can explain 33%of the variation in the overall work satisfaction of the staff.Job satisfaction has a relatively large contribution to the improvement of turnover intention,and has a negative correlation with turnover intention.That is,compared with job burnout,overall job satisfaction has a greater impact on turnover intention.In light of the status quo,the author offers the following suggestions:1.The government and health departments should make formulate policy support for the bottom of the project,implement the voluntary blood donation work,guide the direction in the development of blood stations,and appropriately give policy inclinations in infrastructure construction and personnel remuneration to allow unpaid blood donation work.It has been widely recognized by the society,increasing financial input,ensuring staffing.effectively solving the worries of non-employed personnel,and ensuring the smooth progress of voluntary blood donation.2.Society:Improve the society’s sense of identity and support for the voluntary blood donation cause,and strive to create a good social atmosphere in which everyone advocates unpaid blood donation and everyone is willing to participate in blood donation,so that bloodline frontline personnel can gain more social affirmation and support,and enhance ownership.Feelings and sense of honor,thus preventing job burnout and reduced satisfaction due to emotional exhaustion.3.Blood Station:the administration department of blood stations should create an encouraging environment by establishing a reasonable working timetable,guaranteeing the legitimate holiday entitlement of the employees,offering more opportunities for the contract employees to be permanent staff.4.Self-improvement:the frontline personnel should enhance their own professional skills like communicating and handling personal relationship,so as to complete their tasks with a pleasant mood,deliver such mood to the donors and achieve win-win outcome.