Impact of Supervisory Support on Turnover Intention: The Mediating Role of Burnout and Job Satisfaction in a Longitudinal Study

Fukui, Sadaaki; Wu, Wei; Salyers, Michelle P.

doi:10.1007/s10488-019-00927-0

Cited by 65 publications

(60 citation statements)

References 80 publications

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“…Previous studies have demonstrated that higher levels of turnover intention were associated with lower levels of job satisfaction. 3,[24][25][26][27] This finding suggests that an improvement in job satisfaction could serve as an effective way to prevent or minimize burnout and provide new insight for future studies on ways to improve job satisfaction of GPs while indirectly addressing high turnover problems.…”

Section: Discussionmentioning

confidence: 91%

A national survey of turnover intention among general practitioners in China

Gan

Jiang

et al. 2019

Health Planning & Management

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Summary Studies on turnover intention among Chinese general practitioners (GPs) at the national level are limited. This study aimed to assess intention to leave and its associated factors among a nationally representative sample of GPs. The participants were selected using a multistage stratified random sampling method. A self‐administered structured questionnaire was used to collect data from 3236 GPs in China between October 2017 and February 2018. A multiple linear stepwise regression analysis was used to identify factors associated with turnover intention. Over 70.0% GPs had a moderate or high turnover intention. GPs who were male, were younger, had a higher education level, had a lower professional title, had a lower income level, and had a temporal work contract had higher turnover intention. In addition, GPs who worked night shifts, had low job satisfaction, and had few opportunities for professional development reported higher turnover intention. Substantial gender and regional differences in predictors of turnover intention among GPs were observed. The study showed that turnover intention in Chinese GPs is high, and the factors influencing turnover intention were low professional title and income level, high education level, having a temporary work contract, working night shifts, and limited opportunities for professional development.

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Section: Discussionmentioning

confidence: 91%

A national survey of turnover intention among general practitioners in China

Gan

Jiang

et al. 2019

Health Planning & Management

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“…The two dimensions of job burnout (except DP) and perceived social support were negatively correlated, partially confirming H4. Barnett et al (2019) found workplace social support, not personal social support, was associated with lower psychological distress; Sadaaki Fukui found (Fukui et al, 2019) that supervisory support had positive effects in reducing turnover intention through reduced EE. The study indicated that in the workplace the support from supervisors and colleagues was more important than that of family and friends (Fukui et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Barnett et al (2019) found workplace social support, not personal social support, was associated with lower psychological distress; Sadaaki Fukui found (Fukui et al, 2019) that supervisory support had positive effects in reducing turnover intention through reduced EE. The study indicated that in the workplace the support from supervisors and colleagues was more important than that of family and friends (Fukui et al, 2019). We found no significant correlation between DP and perceived social support, but LPA and perceived social support were significantly correlated, and FAS, FRS, and OS were all related to female doctors' LPA.…”

Section: Discussionmentioning

confidence: 99%

“…Supervisory support may help prevent turnover through reduction of work-related stress (Fukui et al, 2019). Job requirements resource theory suggests that job resources are negatively correlated with job burnout.…”

Section: Introductionmentioning

confidence: 99%

“…Job requirements resource theory suggests that job resources are negatively correlated with job burnout. When individuals are supported by their work groups, job resources become enriched, and job resources can effectively reduce the prevalence of job burnout (Bernabe and Botia, 2016;Fukui et al, 2019). Job burnout has become an important factor affecting individual subjective wellbeing.…”

Section: Introductionmentioning

confidence: 99%

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Job Burnout on Subjective Well-Being Among Chinese Female Doctors: The Moderating Role of Perceived Social Support

Wang

Shao

et al. 2020

Front. Psychol.

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All doctors face challenges and pressures that can lead to job burnout. The dual pressures of work and family make female doctors less happy and more likely to experience burnout, but few studies have focused on female doctors. In this study we explore the influence of job burnout on female clinical doctors' subjective wellbeing and the moderating role of perceived social support. A casual comparative study design was used for this research. Three self-reporting scales (Maslach Burnout Inventory, Perceived Social Support Scale and Subjective Wellbeing Scale) were distributed to participants, who were selected through random sampling. Participants consisted of 120 female and 120 male doctors from a hospital of Yantai City. Female doctors scored significantly higher than male doctors in the emotional exhaustion dimension (p < 0.01), and female doctors' subjective wellbeing was lower than that of male doctors (p < 0.01). The three dimensions of job burnout and subjective wellbeing exhibited significant negative correlations, and a positive relationship was found between perceived social support and subjective wellbeing in female doctors (p < 0.01). Perceived social support, especially from family, played a moderating role between emotional exhaustion and subjective wellbeing, and the moderating effect was significant (p < 0.01). A significant difference was observed between male and female doctors; female doctors experienced more emotional exhaustion and lower subjective wellbeing than male doctors. Improving perceived social support could reduce burnout and enhance subjective wellbeing.

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Learning to listen: Downstream effects of listening training on employees' relatedness, burnout, and turnover intentions

Weinstein

Cheshin

2022

Human Resource Management

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The present work focuses on listening training as an example of a relational human resource practice that can improve human resource outcomes: Relatedness to colleagues, burnout, and turnover intentions. In two quasi-field experiments, employees were assigned to either a group listening training or a control condition. Both immediately after training and after 3 weeks later, receiving listening training was shown to be linked to higher feelings of relatedness with colleagues, lower burnout, and lower turnover intentions. These findings suggest that listening training can be harnessed as a powerful human resource management tool to cultivate stronger relationships at work. The implications for Relational Coordination Theory, High-Quality Connections Theory, and Self-Determination Theory are discussed.

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Impact of Supervisory Support on Turnover Intention: The Mediating Role of Burnout and Job Satisfaction in a Longitudinal Study

Cited by 65 publications

References 80 publications

A national survey of turnover intention among general practitioners in China

A national survey of turnover intention among general practitioners in China

Job Burnout on Subjective Well-Being Among Chinese Female Doctors: The Moderating Role of Perceived Social Support

Learning to listen: Downstream effects of listening training on employees' relatedness, burnout, and turnover intentions

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