Search Results (39)

Background: Overtime adversely affects physical and mental health, contributing to irritability, anxiety, reduced sleep, and even cardiovascular issues, ultimately lowering care quality and increasing turnover intentions. This study aimed to investigate whether prolonged overtime increases the risk of occupational burnout over time among healthcare workers. Methods: We conducted a four-year longitudinal observational study using secondary data from annual surveys (2021–2024) of healthcare workers at a medical university hospital in Taichung, Taiwan. Burnout was assessed using the personal burnout (PB) scale from the Copenhagen Burnout Inventory (CBI), with high PB levels (HPBL) defined as scores in the upper quartile of the 2021 baseline. Survival analysis utilizing the Kaplan–Meier method and Cox regression investigated burnout progression and the effects of overtime. Results: HPBL was defined as PB scores ≥45.83 (upper quartile in 2021). The proportions of HPBL were 30.28% (2021), 33.29% (2022), 36.75% (2023), and 32.51% (2024). Survival analysis confirmed that the risk of burnout increased over time, with the survival time estimated at 2.50 ± 0.03 years and lower survival probabilities observed among participants working overtime (Log-rank test, p < 0.0001). Multivariate logistics revealed overtime work, female gender, being a physician/nurse, and reduced sleep as independent risk factors for HPBL (OR = 3.14 for overtime, p < 0.001). These findings support the hypotheses on burnout progression and the impact of overtime. Conclusions: Overtime significantly heightens the risk of burnout, which worsens over time. Female sex, healthcare roles, obesity, and insufficient sleep are additional risk factors. Limiting overtime and proactive interventions are crucial to preventing burnout in healthcare workers. Full article

Workplace psychosocial hazards pose significant risks to the well-being of health workers (HWs). This study aimed to explore the levels of psychosocial factors experienced by Chinese and international workers and examine associations between psychosocial factors, health-related outcomes (mental problems and general health), and turnover intention across various occupational stages. A cross-sectional study was conducted using stratified cluster sampling methods at four hospitals in southern China. Psychosocial factors, mental health, general health, and turnover intention were assessed using the Chinese version of the Copenhagen Psychosocial Questionnaire III. Multivariate linear and logistic regression analyses were conducted. A total of 1054 HWs participated in this study (response rate: 80.21%). Compared to international samples, Chinese HWs showed significant differences in nine psychosocial dimensions, particularly interpersonal relations, leadership, and the work–individual interface. Senior hospital managers reported significantly higher stress (51.09 ± 23.88, p < 0.001), sleep troubles (53.26 ± 24.92, p = 0.003), and poorer general health (57.61 ± 37.26, p = 0.035) than other occupational stages. Work–life conflict (β = 0.172), emotional demands (β = 0.132), and role clarity (β = −0.132) were the strongest predictors of mental health issues. Hiding emotions demands (β = −0.141) and leadership quality (β = 0.130) most strongly predicted general health. The turnover intention rate was 11.01%, with job satisfaction (OR = 0.964) being the strongest negative predictor. Reducing psychosocial stressors, particularly in work–life balance, role clarity, emotional demand, and leadership quality, could improve HWs’ well-being and reduce turnover intention. Full article

Animal care workers in sheltering, rescue, and management are exposed to occupational stressors which negatively impact health. While the negative mental health impacts have been previously documented in this population, physical health, and its contributing factors, have not. This study investigated how job demands, job resources, and organisational justice relate to mental and physical health, and how they subsequently affect turnover intentions. Of the 285 participants, aged 19 to 94 years, who completed the online anonymous questionnaire, below average mental and physical health was reported. Mental health, but not physical health, was inversely related to intentions to leave. After controlling for age, hierarchical multiple regressions showed high emotional demands and direct euthanasia exposure significantly predicted poorer mental and physical health, while high levels of social support predicted better mental and physical health. No additional variance in either health domain was accounted for by organisational justice. It was concluded that both physical and mental health may be negatively impacted in those who work in shelter, rescue, and management environments which could lead to high turnover and poor outcomes for individuals and organisations. Monitoring through ongoing health records to enable early intervention and accommodations should be considered to promote the health of these workers. Full article

Burnout among pharmacists is an increasingly urgent concern, with previous studies emphasizing its physical, psychological, and occupational consequences. However, limited research has explored specific burnout experiences and their impact on turnover intentions among Filipino pharmacists. This study examined the association between burnout, its symptoms, and turnover intentions among pharmacists in Metro Manila, Philippines. We used the Burnout Assessment Tool and Turnover Intention Scale to conduct a cross-sectional study among 300 community and hospital pharmacists. A multiple logistic regression analysis examined the association between burnout and turnover intentions among pharmacists. Of the 300 pharmacists, 73.0% were at risk of or experiencing severe burnout, and 75.7% reported a turnover intention. Pharmacists at risk of or experiencing severe burnout showed a higher likelihood of leaving their jobs (Adjusted Odds Ratio [AOR] = 7.59; 95% Confidence Interval [CI] = 3.68, 15.64), especially if they felt exhausted (AOR = 2.49, 95% CI = 1.27, 4.89) or mentally distant (AOR = 3.92, 95% CI = 1.95, 7.86) from their work. Furthermore, dissatisfaction with salary, lack of incentives and promotions, and insufficient staffing emerged as other factors associated with the desire to leave. Addressing pharmacists’ physical and mental well-being, alongside workplace improvements, is crucial for reducing turnover intentions. Full article

Compromised Sustainable Employability (SE) of medical doctors is a concern for the viability of healthcare and, thus, for society as a whole. This study (preregistration: ISRCTN15232070) will assess the effect of a two-year organizational-level workplace intervention using a Participatory Action Research (PAR) approach on the primary outcome SE (i.e., burnout complaints, work engagement, and job satisfaction) and secondary outcomes (i.e., turnover intention, occupational self-efficacy, and perceived impact on health/well-being) in medical doctors. It will also examine whether changes in Psychosocial Safety Climate (PSC), job characteristics (i.e., job demands and resources), and perceived impact on the work situation mediate these effects, and which process factors (i.e., degree of actual implementation of changes, information provision, management support, medical doctors’ involvement, and mental models) are important to the intervention’s success. A pre-post design will be used, including 24 groups of medical doctors (approximately N = 650). Data will be collected at four measurement points (a pre-test, two intermediate evaluations, and a post-test) and analyzed using linear mixed-effect models. The results will provide insights into the effectiveness of the intervention in promoting SE and will inform future organizational-level workplace interventions about the mediators and factors in the implementation process that contribute to its effects. Full article

This study aims to investigate the impact of job match on turnover intention and job satisfaction within the culinary industry. To achieve this purpose, the study analyzes data from 264 graduates of culinary-related programs who participated in the Graduate Occupational Mobility Survey (GOMS). The findings revealed that the better the match between a graduate’s major and their job, the more significantly turnover intention decreases and job satisfaction increases. In contrast, skill and educational matches were found to have no statistically significant impact on these outcomes. Additionally, the primary reasons for turnover include low salaries, inadequate job match, and uncertainty about future opportunities within the organization. Therefore, to ensure that culinary graduates can smoothly transition into the culinary field after graduation, educational institutions and the industry must continuously develop HR systems and programs that reflect the values of these graduates. Full article

Background: Healthcare professionals frequently encounter various forms of aggression, ranging from verbal abuse to physical assaults, which can compromise both their occupational well-being and patient-care quality. Despite its prevalence and serious consequences, workplace aggression is often underreported due to a lack of standardized assessment tools. This study aims to develop a valid Italian version of the Hospital Aggressive Behaviour Scale-Users. Methods: The scale’s structure was evaluated using exploratory (EFA) and confirmatory (CFA) factor analyses on two samples of healthcare professionals during and after the pandemic. Reliability, measurement invariance, and nomological validity were examined. Results: EFA revealed a two-factor structure comprising eight items (χ² = 59.651, df = 13, p = 0.00; CFI = 0.98; TLI = 0.95; RMSEA = 0.07; SRMR = 0.02), distinguishing non-physical and physical aggression, and meeting all recommended criteria. CFA confirmed this structure, demonstrating good reliability and outperforming alternative models. The same factor structure was confirmed in standard (χ² = 35.01, df = 19, p = 0.00; CFI = 0.99; TLI = 0.99; RMSEA = 0.03; SRMR = 0.02) and emergency (χ² = 30.65, df = 19, p = 0.04; CFI = 0.98; TLI = 0.97; RMSEA = 0.06; SRMR = 0.04) contexts. Full residual invariance was found across job tenure groups. Aggression was positively associated with emotional exhaustion, psychological distance, psychosomatic symptoms, post-traumatic stress symptoms, and turnover intentions while negatively related to job satisfaction. Nurses and healthcare assistants reported higher levels of aggression than doctors. Conclusions: This study provides a reliable, context-specific instrument for documenting and analysing outsider aggression. The insights can inform targeted interventions, contributing to a healthier hospital environment. Full article

After the COVID-19 crisis, a considerable contraction emerged in the labor supply of the hospitality industry. This investigation aims to identify some factors that justify the intention behind an ex-worker in tourism changing their occupation. In particular, we investigate if the change is motivated by skill mismatches or by a willingness to find more stable and rewarding jobs. Several datasets were combined to obtain multilevel information on all the unemployed from the hospitality industry between September 2022 and August 2023. A probit model was used to estimate the intention to change occupation, considering different personal, regional and occupational characteristics. Our results demonstrate that, for overqualified individuals, the intention to change occupation is motivated by trying to find better conditions and not by the mismatch per se. In contrast, the underqualified are significantly affected by the mismatch, which make them more vulnerable. Generally, movers are significantly influenced by the odds of having higher job stability and better wages (especially higher overtime premium) and are more frequently younger and higher educated individuals. Therefore, employers and policymakers should promote better wages, job stability, training, and career progression opportunities to reduce turnover in the hospitality industry. Full article

The main objective of this study was to study the effect of occupational stress on turnover intentions, as well as determine whether this relationship is mediated by burnout levels and moderated by motivation. The sample size of this study consisted of 603 participants, all employees of the Portuguese Tax and Customs Authority, which is part of the Ministry of Finance and belongs to the Direct State Administration. The results indicate that occupational stress (with managers, career and pay, and overwork) has a positive and significant effect on turnover intentions and that this relationship is mediated by burnout. Motivation (intrinsic and identified) has a negative and significant effect on turnover intentions. Intrinsic motivation moderates the relationship between occupational stress (with managers, colleagues, career and pay, and family problems) and turnover intentions. These results indicate that among the dimensions of occupational stress, the most critical are the stress caused by managers, work overload, and career and pay. These are factors that the Direct State Administration should be concerned with to reduce employees’ stress levels, as well as their turnover intentions. Full article

Objectives: The present cross-sectional study investigated, in a group of Italian healthcare workers (HCWs), the association between work motivation and occupational health and the impact of socio-demographic and job-related variables on this association. Methods: A total of 656 subjects (nurses, technicians, midwives and physiotherapists) completed the survey. Linear regression models were used to correlate motivation types (by Scale of Motivation At Work) with health indicators (general health, depression, professional exhaustion, satisfaction and turnover intention) and burnout’s subscales (emotional exhaustion, depersonalization and reduced professional achievement). Findings: Autonomous motivation correlated positively with general health and work satisfaction and negatively with depression, exhaustion and turnover intention. Scoring high on intrinsic/integrated regulation was associated with better health and job satisfaction and with turnover intention, depression and emotional exhaustion. Controlled motivation, demotivation and external regulation nourished burnout’s indicators, while autonomous motivation was protective. Operating in intensive care or surgical areas negatively affected general health; working as a nurse manager or midwife increased one’s depressive risk and reduced satisfaction; being older than 60 increased emotional exhaustion and turnover intention; having a master’s degree protected from exhaustion and depression. Implications: Collectively, our findings extend evidence on the role of work motivation in shaping occupational health and underline the importance for healthcare organizations of promoting actions to reinforce autonomous motivation at work. Full article

To prevent discontinuity of long-term care service and guarantee the quality of care, it is important to clarify the determinants of turnover intentions of long-term care workers. They are at a higher risk of experiencing violence—including physical, emotional, and sexual—from patients or their families, possibly leading to high turnover intention. This study aims to verify how having experienced client violence affect turnover intention of long-term care workers and to suggest implications to prevent frequent turnover in long-term care field. Logistic regression analysis was conducted between groups who have experienced client violence and who have not, using 2019 Korean LTC Survey data. Results revealed that, first, there were differences in determinants of turnover intention depending on groups. Second, having experienced client violence had a different effect on turnover intention based on personal characteristics. Third, gender and occupational differences were found. Based on our results, we highlighted the need for discussions on interventions to address client violence exposure among long-term care workers. Full article

Occupational burnout is particularly common among nurses due to their work being associated with stress, showing understanding, compassion, and commitment, along with the simultaneous need to maintain the necessary emotional distance. The aim of this review was to assess the occurrence and characterization of burnout among nurses working within neurology, geriatric care, intensive care units and with patients infected with the novel COVID-19 virus. PRISMA guidelines were used to conduct the review. The search for literature was limited to articles meeting the inclusion criteria and published from 2017 to 2022 in PubMed, Scopus, Science Direct, Google Scholar, and Wiley. A total of 768 articles from this category have been found. Ultimately, after in-depth analysis, 20 articles were included in the study. The group of respondents ranged from 49 to 3100 participants. According to the data, the percentages of nurses suffering from burnout in the presented research ranged from 14.3% to 84.7%, with the highest value of burnout among nurses who worked in the ICU during the COVID-19 pandemic. There are certain factors among nurses that significantly affect the occurrence of burnout. These include, among others, working time, age, exposure to infection and contact with infected patients, lack of training on COVID-19 prevention, providing care to an increased number of COVID-19 patients per shift, lack of personal protective equipment, lack of support of administration, lack of pay satisfaction, intrinsic motivation and turnover intention. Full article

The purpose of this research was to analyze how different effects of the COVID pandemic, expressed through pandemic accentuated occupational stress, perceived job insecurity, occupational safety and health perception and perceived organizational effectiveness, may impact turnover intentions of the personnel in the hospitality industry. Our research team designed an online questionnaire which was analyzed with network analysis to depict the relationship between factors, and, then, a confirmatory factor analysis was employed to confirm the distribution of the items to the envisaged five factors. Based on a sample of 324 randomized Romanian hospitality industry staff, the results of our cross-sectional study revealed that occupational safety and health perception, perceived organizational effectiveness and perceived job insecurity in the pandemic accentuated occupational stress to indirectly and significantly impact hospitality industry staff turnover intentions (TI). The results indicated that, while the total effect of PAOS on TI was significant, the direct effect was still significant, while all three mediators remained significant predictors. Overall, mediators partially mediated the relationship between PAOS and TI, indicating that employees with low scores on occupational safety and health perception (OSHP), and perceived organizational effectiveness (POE) and high scores on perceived job insecurity (PJI) were more likely to have higher levels of TI turnover intentions. Full article

The COVID-19 pandemic was a fertile ground for nurses’ exposure to self- and other-Potentially Morally Injurious Events (PMIEs). Our study explored the effects of nurses’ memories of self- and other-PMIEs on occupational wellbeing and turnover intentions. Using an experimental design on a convenience sample of 634 Romanian nurses, we tested a conceptual model with PLS-SEM, finding adequate explanatory and predictive power. Memories of self- and other-PMIEs were uniquely associated with work engagement, burnout, and turnover intentions, compared to a control group. These relationships were mediated by the three basic psychological needs. Relatedness was more thwarted for memories of other-PMIEs, while competence and autonomy were more thwarted for memories of self-PMIEs. Perceived supervisor support weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, but not through burnout. Self-disclosure weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, and both burnout and work engagement. Our findings emphasize the need for different strategies in addressing the negative long-term effects of nurses’ exposure to self- and other-PMIEs, according to the basic psychological need satisfaction and type of wellbeing indicator. Full article

The working conditions during COVID-19 highlight the relevance of workers and their occupational health and well-being. The pandemic has caused adverse effects on workers and sharpened social and economic problems, such as a gender gap. In this study, with a multisector sample of 1044 Ecuadorian workers, we present a gender analysis where we evaluate how burnout can mediate the relationship between motivation and workers’ intention to leave their jobs in the COVID-19 context. To test the proposed hypothesis, structural equation model (SEM) was used. In the proposed conceptual model, turnover intention was considered as the dependent variable, the two dimensions of motivation (intrinsic and extrinsic) were the independent variables and burnout was tested as a mediating variable. Consistent with pre-COVID-19 research, our findings confirm the incidence of job motivation on burnout and turnover intention. Additionally, through Sobel’s criteria, we determine that burnout has a mediating effect between job motivation and turnover intention. In terms of gender, we find different results for female and male workers through critical ratios. Our study indicates that female and male workers’ burnout and turnover intentions levels are different when intrinsic motivation is present. In contrast to pre-COVID-19 studies that indicated no gender differences on these variables, we associate these results to gender roles in lockdown conditions during the pandemic. Full article