Relationship between effort–reward imbalance, job satisfaction, and intention to leave the profession among the medical staff of Qom University of Medical Sciences†
Article Category: Original article
Pubblicato online: 13 apr 2022
Pagine: 11 - 18
Ricevuto: 27 giu 2021
Accettato: 10 ago 2021
DOI: https://doi.org/10.2478/fon-2022-0002
Parole chiave
© 2022 Azadeh Asgarian et al., published by Sciendo
This work is licensed under the Creative Commons Attribution 4.0 International License.
Objective
The effort–reward imbalance (ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession (ILP) and ERI and job satisfaction among the medical staff in Qom Province.
Methods
A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist's ERI questionnaires were used for data collection. The chi-squared test, independent
Results
The mean age of employees was 32.04 ± 7.9 years, and 165 (87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level (40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI (
Conclusions
According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.