The relationships between turnover intention and job satisfaction, workplace violence and perceived overqualification among general practitioners in Chongqing, China, during the COVID-19 epidemic

Abstract

Abstract Background The shortage and turnover of general practitioners (GPs) have become significant global public health issues. The increased workload and psychological pressure experienced by GPs during the COVID-19 period may exacerbate their turnover intention. This study aimed to investigate the current status of turnover intention among GPs during the COVID-19 pandemic and its relationship with job satisfaction, workplace violence, and perceived overqualification. Methods A cross-sectional survey was conducted among GPs in Chongqing from March to April 2022. A total of 1885 GPs completed a questionnaire that covered demographic characteristics, turnover intention, job satisfaction, workplace violence, and perceived overqualification. Descriptive statistics, Pearson correlation analysis, and hierarchical linear regression analysis were performed using SPSS 25.0. Results Overall, 80.9% of the GPs had a medium or high level of turnover intention. Hierarchical linear regression analysis revealed several significant predictors of turnover intention, including negative predictors such as job satisfaction (β = -0.537), female sex (β = -0.043), age (β = -0.257), and within-staff status (permanent employment status) (β = -0.108). Positive predictors included workplace violence (β = 0.085), possession of a bachelor's degree (β = 0.073), middle (β = 0.068), senior professional title (β = 0.104), part-time management role (β = 0.061), and long working hours per week (β = 0.066). Perceived overqualification did not significantly predict turnover intention. Conclusion During the period of COVID-19 normalization, GPs in Chongqing demonstrated a significant tendency toward turnover. Mighting pressure, enhancing job satisfaction, and fostering a secure working environment can effectively reduce GPs' intention to leave. Health administrators should formulate corresponding policies to improve GP retention.