The influencing factors of turnover intention among pediatric healthcare workers: a moderated mediation model.

IF 3.9 2区医学 Q1 HEALTH POLICY & SERVICES

Human Resources for Health Pub Date : 2025-05-14 DOI:10.1186/s12960-025-00989-2

Qingwen Jia, Wenkang Shi, Hao Yuan

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引用次数: 0

Abstract

Background: Turnover intention (TI) is significant for stabilizing the pediatric healthcare workforce and ensuring sufficient pediatric healthcare human resources. This study focuses on the impact and potential mechanisms of person-organization fit (POF), hierarchical plateau (HP), and person-group fit (PGF) on TI.

Methods: The data set was collected from the Children's Hospital of Hebei Province on the Wenjuanxing online platform using the convenience sampling method in September and October 2023. 546 questionnaires were collected, with 371 valid questionnaires (effective rate: 67.95%). Model 4 and Model 14 of the PROCESS macro (version 3.3) in SPSS were used to construct mediation and moderated mediation models, respectively, and the significance of mediation and moderation effects in the theoretical model was verified using the Bootstrap method (sample size = 5000).

Results: The results of Model 4 indicate that POF has a negative impact on the HP ( B = -0.1414, p < 0.01) and TI (B = - 0.3616, p < 0.001), while the HP has a positive impact on TI ( B = 0.2528, p < 0.001), and HP can mediate the relationship between POF and TI (B = - 0.0358, 95% CI [- 0.0678, - 0.0049]). The results of Model 14 show that the POF has a negative impact on the HP ( B = -0.1414, p < 0.01) and TI (B = - 0.2827, p < 0.001), while the HP has a positive impact on TI ( B = 0.2747, p < 0.001), and index of moderated mediation shows that the PGF can moderate the indirect effect of POF on TI (Index = 0.0305, 95% CI [0.0020, 0.0582]).

Conclusions: This study constructed a moderated mediation model and found that POF can negatively affect the TI of pediatric healthcare workers, the HP can mediate the relationship between POF and TI, and PGF can moderate the second part of this mediating process. This emphasizes the important role of employee fit with the organization and group, as well as the significant impact of employee career development on TI.

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儿科医护人员离职倾向的影响因素：一个有调节的中介模型。

背景：离职意向（TI）对于稳定儿科医疗队伍和确保充足的儿科医疗人力资源具有重要意义。本研究主要探讨了个人-组织契合度（POF）、层级平台度（HP）和个人-群体契合度（PGF）对个人绩效的影响及其潜在机制。方法：采用便利抽样法，于2023年9 - 10月在“问卷行”在线平台采集河北省儿童医院的数据集。共回收问卷546份，有效问卷371份，有效率67.95%。采用SPSS中PROCESS宏（3.3版）的模型4和模型14分别构建中介和调节中介模型，并采用Bootstrap方法（样本量= 5000）验证理论模型中中介和调节效应的显著性。结果：模型4的结果显示，POF对HP有负向影响（B = -0.1414, p）。结论：本研究构建了一个有调节的中介模型，发现POF对儿科医护人员的HP有负向影响，HP可以介导POF与TI的关系，PGF可以调节这一中介过程的第二部分。这强调了员工适应组织和群体的重要作用，以及员工职业发展对TI的重大影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resources for Health Social Sciences-Public Administration

CiteScore

8.10

自引率

4.40%

发文量

102

审稿时长

34 weeks

期刊介绍： Human Resources for Health is an open access, peer-reviewed, online journal covering all aspects of planning, producing and managing the health workforce - all those who provide health services worldwide. Human Resources for Health aims to disseminate research on health workforce policy, the health labour market, health workforce practice, development of knowledge tools and implementation mechanisms nationally and internationally; as well as specific features of the health workforce, such as the impact of management of health workers" performance and its link with health outcomes. The journal encourages debate on health sector reforms and their link with human resources issues, a hitherto-neglected area.