Department of HR Management, HEC, Montréal, Québec, Canada.
Department of HR Studies, Tilburg University, Tilburg, The Netherlands.
BMC Health Serv Res. 2021 Sep 20;21(1):993. doi: 10.1186/s12913-021-06981-5.
Burnout among physicians is growing at an exponential rate and many are leaving the profession. Nevertheless, the specific antecedents and intermediary stages involved in predicting their professional turnover intentions are not fully clear.
We apply the Job Demands-Resources model and investigate an innovative model which predicts physician burnout and its ultimate consequences on professional turnover intentions.
METHODOLOGY/APPROACH: Structural equation modeling was used on cross-sectional survey data from a sample of 407 Canadian physicians.
RESULTS/CONCLUSIONS: Job demands (work stress, work overload, and work-family conflict) and job resources (patient recognition and meaning at work) influence intention to leave the profession through a two stage health-impairment and motivational process related to health problems and professional commitment, respectively.
This study identifies key job resources and job demands which predict physician burnout and professional turnover intentions thereby pinpointing which levers managers can use improve their health and retain them in the profession.
医生的职业倦怠呈指数级增长，许多人正在离开这个行业。然而，预测他们的职业离职意向的具体前提和中间阶段尚不完全清楚。
我们应用工作要求-资源模型，并研究了一个创新的模型，该模型预测了医生的职业倦怠及其对职业离职意向的最终影响。
方法/方法：使用来自 407 名加拿大医生的横断面调查数据进行结构方程建模。
结果/结论：工作要求（工作压力、工作负荷和工作-家庭冲突）和工作资源（患者认可和工作中的意义）通过与健康问题和职业承诺相关的两个阶段的健康损害和动机过程，影响离职意向。
本研究确定了关键的工作资源和工作要求，这些资源和要求预测了医生的职业倦怠和职业离职意向，从而确定了经理可以用来改善他们的健康并留住他们从事该职业的关键因素。
