An Empirical Study of Job Burnout and Turnover Intentions of Emergency Physicians: Using Positive Psychological Capital as a Mediating Variable

Purpose: Managing employee engagement and burning has always been a challenging problem for human resource management and companies in today's competitive corporate climate, both in terms of positive and poor organisational effects. To increase social workers' commitment, it is crucial to look into the factors that affect their desire to leave their jobs. Committed social workers have a significant effect on organisational structure performance as well as service quality. Occupational health psychology experts claim that higher turnover inclinations are correlated with lower work engagement levels. The purpose of this study is to assess how job satisfaction and depressive symptoms among emergency physicians in China relate to the effects of workplace stress on turnover intention. Aim: The study methods were designed to determine the levels of burnout that emergency physicians encounter. Method: This study investigated the relationship between workplace social networks and intentions to leave the public sector, as well as possible solutions, in an effort to reduce the turnover intentions of social workers. The first countrywide survey data (N = 5620) of social service professionals in China was used for this purpose. The study used occupational social influence as a comprehensive metric to gather data on workers' general assessment of interpersonal connections within the public sector. It examined how a number of other organisational traits, such as occupational involvement, interpersonal relationships, professional relationships, communication, and justice in the workplace, affected employees' intentions to leave their jobs. Results: Results demonstrated that employee turnover intentions were significantly impacted negatively by social capital associated to the workplace. A single administrative component or a combination of multiple others may not be as good a predictor of intention of employee turnover as workplace social capital. Conclusion: The connection between work-related stress and turnover intention was partly mediated by job satisfaction. In terms of personality's positive resources, psychological capital is a key idea in good organisational behaviour. In addition to the direct impacts of psychological capital and social capital on job engagement and burnout, the current research focuses on the mediating function of psychological capital on social capital in this connection.