A Study On The Relationship Between Burnout And Turnover Intention Among Township Community Workers

Objective This paper studies the relationship between burnout and turnover intention among township community workers and probes into the influencing factors of turnover intention among township community workers so as to provide a theoretical reference for the establishment of stable township community workers.Methods From June to October 2021,a total of 815 township community workers from 40 communities in North,central and south cities of Shanxi Province were randomly selected by multistage random cluster sampling method with township community workers in Shanxi Province as the sampling frame to conduct a self-administered anonymous questionnaire survey.The demographic status,burnout,organizational commitment,job satisfaction,and turnover intention level of township community workers were measured by demographic survey scale,burnout scale,organizational commitment scale,job satisfaction scale and turnover intention scale.SPSS 22.0 referred to the general characteristics of the research objects.The internal consistency test of reliability and the confirmatory factor analysis of validity were carried out.A t-test or variance analysis was used to analyze the differences between burnout,organizational commitment,job satisfaction,and turnover intention with different demographic characteristics.Using Pearson correlation to analyze the correlation between variables,multiple linear regression analysis was used to explore the predictive effect of each variable on turnover intention.AMOS 22.0 was used to establish a structural equation model,and the Bootstrap method was used to test the mediating effects of organizational commitment and job satisfaction on burnout and turnover intention.Results In this study,the reliability and validity of the burnout scale,the job satisfaction scale,organizational commitment scale and turnover intention scale were good.The possibility of quitting a job with turnover intention,looking for job motivation,likelihood of getting outside work were statistically significant by age(P<0.001).The possibility of quitting a job with turnover intention,looking for job motivation,likelihood of getting outside work were statistically significant for different marital status(P<0.001).The possibility of quitting a job with turnover intention,job motivation,probability of getting an outside job were statistically significant for different educational backgrounds(P<0.05).The possibility of quitting a job with turnover intention,job-seeking motivation and the possibility of getting an external job in monthly income of different families were statistically significant(P<0.01).The possibility of quitting a job with turnover intention and external job opportunity in different working hours were statistically significant(P<0.01).The possibility of quitting a job with turnover intention,job-seeking motivation and the possibility of getting an outside job had significant differences in different working years(P<0.05).The turnover intention was positively correlated with burnout(r=0.347,P<0.01).The turnover intention was negatively correlated with organizational commitment(r=-0.240,P<0.01).The turnover intention was negatively correlated with job satisfaction(r=-0.341,P<0.01).The burnout was positively correlated with organizational commitment(r=-0.310,P<0.01).The burnout was negatively correlated with job satisfaction(r=-0.263,P<0.01).The organizational commitment was positively correlated with job satisfaction(r=0.597,P<0.01).The direct prediction effect of burnout on turnover intention(β=0.34,95% CI:0.245～0.430),and both organizational commitment and job satisfaction have significant indirect effects on turnover intention,that is,organizational commitment plays a partial mediating role in the relationship between burnout and turnover intention,and the mediating effect is-0.04,accounting for 9.30% of the total effect.Job satisfaction plays a partial mediating role in the relationship between burnout and turnover intention,and the mediating effect is-0.03,accounting for 6.98% of the total effect.The predictive effect of organizational commitment on job satisfaction on turnover intention,on the other hand,is significant;that is,organizational commitment and job satisfaction have multiple chain mediating effects between burnout and turnover intention,with the total mediating effect being-0.09(95% CI:-0.134～-0.044),accounting for 20.93% of the total effect.Conclusions1.The emotional exhaustion and depersonalization dimension of burnout among township community workers have a negative predictive effect on turnover intention;the training and promotion dimensions of job satisfaction have a negative predictive effect on turnover intention;and the normative and ideal commitment of organizational commitment have a negative predictive effect on turnover intention.2.The organizational commitment(normative commitment,and ideal commitment)of township community workers plays a partial mediating role in the relationship between burnout(emotional exhaustion)and turnover intention,as well as in the relationship between burnout(depersonalization)and turnover intention.Job satisfaction(training and promotion)plays a partial mediating role in the relationship between burnout(emotional exhaustion,depersonalization)and turnover intention.3.The organizational commitment and job satisfaction of township community workers have multiple chain mediating effects on the relationship between burnout and turnover intention.Township community managers can improve the dimission intention level of township community workers by improving their organizational commitment and job satisfaction.