Department of General and Work Psychology, Institute of Psychology, University of Opole, 45-040 Opole, Poland.
Int J Environ Res Public Health. 2022 Oct 27;19(21):13992. doi: 10.3390/ijerph192113992.
The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The theoretical model was tested using structural equation modelling. The results confirmed positive direct relationships between workload and negative affect with intention to leave the current workplace and intention to leave the midwifery profession in general. The relationships between organisational constraints and interpersonal conflicts at work and intention to leave a job or profession were found to be completely mediated by negative affect at work. Our study revealed that workload is the strongest direct predictor of intention to leave the current job or profession. Organisational constraints and interpersonal conflicts at work lead to an intention to leave a job or profession by inducing negative affect at work. Interpersonal conflicts at work are the strongest predictor of negative affect at work.
本研究的首要目的是确定组织约束、工作中的人际冲突、工作负荷和工作中的负面情绪是否与离开当前工作或职业的意愿呈正相关。第二个目的是调查工作压力源与离开当前工作或职业的意愿之间的关系是否由工作中的负面情绪所介导。该研究本质上是一种定量的横断面设计。数据收集于 2022 年 3 月至 4 月之间。样本由 306 名在波兰公共卫生服务机构工作的助产士组成。使用结构方程模型对理论模型进行了检验。结果证实，工作负荷和负面情绪与离开当前工作场所和离开助产士职业的意愿呈正相关。组织约束和工作中的人际冲突与离职意愿之间的关系完全由工作中的负面情绪所中介。我们的研究表明，工作负荷是离职意愿的最强直接预测因素。组织约束和工作中的人际冲突通过引起工作中的负面情绪导致离职意愿。工作中的人际冲突是工作中负面情绪的最强预测因素。
