THE RELATIONS BETWEEN WORK FAMILY CONFLICT, JOB STRESS, JOB DISSATISFACTION AND TURNOVER INTENTION IN HEALTHCARE PROFESSIONALS DURING THE COVID-19 PROCESS

Abstract

Objective: In this study, the relationships between work family conflicts, work stress that may arise from these conflicts, job dissatisfaction and turnover intention of employees were investigated. Method: The research was carried out with healthcare professionals working in a public hospital during the Covid-19 process. The causal screening design was used in the research conducted with the quantitative research method. Data were collected with the questionnaire technique. Work family conflict scale, work stress scale, job dissatisfaction scale and turnover intention scale were used in the research. The construct validity of the scales was evaluated by confirmatory factor analysis. In addition, the convergent and discriminant validity of the scales were examined. The reliability of the scales was evaluated with Cronbach's alpha and composite reliability coefficients. In the research model tested by path analysis, direct, indirect and total effects were examined. Results: As a result of the analysis, it was determined that the scales used in the research had construct validity and that the scales had convergent and discriminant validity. The scales were found to be reliable. In the path analysis, it was determined that work family conflict and work stress did not have significant direct effects on turnover intention, but had significant indirect effects. It has been observed that job dissatisfaction has a mediating role in these indirect effects. Conclusion: It has been evaluated that the research findings can be useful for policy makers and health managers. Appropriate policies should be developed on the issues of work family conflict, work stress and job satisfaction in order to lower the turnover intention of the employees. Particular attention should be paid to the issue of job satisfaction in determining these policies.