Organizational Determinants of Burnout and Their Impact on Turnover Intention: A Quantitative Study of Healthcare Professionals in Hospital Practice

Abstract

A large workload and staffing issues are among the significant contributors to burnout and turnover intention in healthcare workers. What is more, access to the
well-being interventions in the workplace can contribute to decreasing the risk of burnout and turnover intention, but their efficacy needs to be examined. This
study aims to evaluate how workload, staffing sufficiency, and access to well-being interventions influence burnout and turnover intention in healthcare workers,
as well as test whether burnout serves as a mediator in this connection. The research design was a cross-sectional survey, and its methodological approach was
quantitative. The sample was composed of 283 healthcare workers who were picked purposely. In the study, workload was found to have a significant effect on
burnout and turnover intention, whereas staffing adequacy and the presence of well-being interventions were less important. The correlation between the workload
and turnover intention was mediated by burnout, which proves that psychological burnout is a major process in turnover intention. The IPMA analysis revealed
that, despite the fact that workload and the presence of well-being interventions had a potent impact on turnover intention, burnout is an aspect of performance that
needs to be improved. Workload, enhancing effective interventions related to the well-being, and staffing adequacy are significant methods of decreasing turnover
intention and enhancing the well-being of healthcare workers.