Effect Of Workplace Violence And Organizational Climate On Doctors’ Burnout,Job Satisfaction,and Turnover Intention In 3A Grade Hospital

Background: A healthy psychological state and professional stability of medical staff is a prerequisite for the long-term development of medical service organizations.However,realistic factors such as high workload and doctor-patient relationship tensions may lead to burnout and even brain drain in the doctor population.Therefore,based on the consideration of the objective needs of occupational health of medical personnel and hospital team building in China,this study focuses on burnout,job satisfaction and turnover of doctors in 3A grade hospital,and the effects of workplace violence,organizational climate on the above variables,in order to provide empirical evidence for improving hospital work environments,alleviating doctors’ burnout,improving job satisfaction and reducing the turnover intention.Objective: To investigate the current situation of workplace violence,organizational climate,burnout,job satisfaction and turnover intention of doctors in 3A grade hospital,and to analyze the effects of workplace violence and organizational climate on burnout,job satisfaction and turnover intention of doctors.Methods: A sample of doctors from six 3A grade hospitals in Anhui Province was selected for questionnaire survey by convenience sample method.Workplace violence scale,organizational climate scale,and Maslach Burnout Scale Chinese version were used to collect workplace violence,organizational climate,and burnout status respectively;job satisfaction and turnover intention were measured by unidimensional instruments,namely the Chinese version of the Michigan Organizational Assessment Questionnaire job satisfaction scale and physicians’ turnover intention questionnaire,respectively.The data were analyzed using SPSS 22.0 for descriptive analysis,one-way analysis and correlation analysis,and AMOS 24.0 for structural equation modeling and path analysis.Results(1)In the past year,217(54.4%)doctors experienced workplace violence;doctors’ perceived climate of fairness was relatively low;the burnout rate of survey respondents was 55.6%;doctors’ overall job satisfaction and turnover intention were fair,but 22.1%of doctors still had thoughts of leaving.(2)Analysis of burnout,job satisfaction,and turnover intention scores under different demographic and job characteristics revealed that doctors without children had higher burnout scores than the group with children;doctors with master’s degrees had lower job satisfaction scores;and doctors who were male,aged 41-50 years old,and with senior titles had higher turnover intention scores.Doctors who worked night shifts,worked more than 40 hours a week,perceived high work stress,and were dissatisfied with their career development and salary had higher burnout scores and turnover intention scores,and lower job satisfaction scores.(3)Workplace violence is positively correlated with burnout and turnover intention,and negatively correlated with job satisfaction;organizational climate is negatively correlated with burnout and turnover intention,and positively correlated with job satisfaction.Workplace violence can indirectly affect job satisfaction through burnout,and also indirectly affect turnover intention through burnout and job satisfaction;organizational climate can directly affect burnout and job satisfaction as well as indirectly affect job satisfaction through burnout;organizational climate can directly affect turnover intention as well as indirectly affect turnover intention through burnout and job satisfaction.Job satisfaction plays a mediating role between burnout and turnover intention.Conclusion: The current situation of workplace violence in 3A grade hospital of Anhui Province is not optimistic,and the fair climate needs to be improved,the government and society should guide and help patients to establish a correct view of medical care and create a safe and harmonious medical environment.Hospitals and managers should create a fair and just organizational climate,establish a reasonable salary structure,and improve doctors’ sense of value and professional recognition.In addition,managers should pay attention and concern to doctors’ mental health status and take timely measures to intervene to reduce the occurrence of separation behavior.