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Effect of Burnout and Organizational...

Hilton, Tasia Lawnetta.

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Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida./
Author:	Hilton, Tasia Lawnetta.
Description:	193 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-11(E), Section: A.
Contained By:	Dissertation Abstracts International76-11A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3716236
ISBN:	9781321947922

Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida.
Hilton, Tasia Lawnetta.

Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida. - 193 p.

Source: Dissertation Abstracts International, Volume: 76-11(E), Section: A.

Thesis (Ph.D.)--Walden University, 2015.

This item must not be sold to any third party vendors.

The field of clinical laboratory science is experiencing a critical shortage of qualified professionals. Because health care practitioners depend on the results of laboratory tests to help diagnosis and treat patients, it is important to address the current and future shortage in the laboratory workforce. There is limited research on factors affecting the turnover intentions of clinical laboratory employees. Accordingly, the research questions for this study examined the effect of burnout (BO) and organizational commitment (OC) on the turnover intention of laboratory employees in Florida. A cross-sectional survey design was used to examine the relationship between BO and OC on turnover intentions. Data were collected from licensed clinical laboratory directors, supervisors, technologists, and technicians using the following scales: demographic questionnaire, Maslach Burnout Inventory -- General Survey, and Organizational Commitment Questionnaire. Linear regression and ANOVA were used to examine the relationships between these variables. The response rate was 18.4% ( N = 184). Among clinical laboratory employees in Florida, the findings revealed significant predictive relationships between BO and turnover intention, OC and turnover intention, age and BO, and work shift and OC among clinical laboratory employees in Florida. Potential implications for positive social change from this study include reducing turnover among laboratory employees by allowing laboratory managers to create strategies that will reduce BO and increase OC, and thus decrease turnover intention.

ISBN: 9781321947922Subjects--Topical Terms:

516683
Organizational behavior.

Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida.
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100 1 $a Hilton, Tasia Lawnetta. $3 3178481
245 1 0 $a Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida.
300 $a 193 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-11(E), Section: A.
500 $a Adviser: Jeff Snodgrass.
502 $a Thesis (Ph.D.)--Walden University, 2015.
506 $a This item must not be sold to any third party vendors.
520 $a The field of clinical laboratory science is experiencing a critical shortage of qualified professionals. Because health care practitioners depend on the results of laboratory tests to help diagnosis and treat patients, it is important to address the current and future shortage in the laboratory workforce. There is limited research on factors affecting the turnover intentions of clinical laboratory employees. Accordingly, the research questions for this study examined the effect of burnout (BO) and organizational commitment (OC) on the turnover intention of laboratory employees in Florida. A cross-sectional survey design was used to examine the relationship between BO and OC on turnover intentions. Data were collected from licensed clinical laboratory directors, supervisors, technologists, and technicians using the following scales: demographic questionnaire, Maslach Burnout Inventory -- General Survey, and Organizational Commitment Questionnaire. Linear regression and ANOVA were used to examine the relationships between these variables. The response rate was 18.4% ( N = 184). Among clinical laboratory employees in Florida, the findings revealed significant predictive relationships between BO and turnover intention, OC and turnover intention, age and BO, and work shift and OC among clinical laboratory employees in Florida. Potential implications for positive social change from this study include reducing turnover among laboratory employees by allowing laboratory managers to create strategies that will reduce BO and increase OC, and thus decrease turnover intention.
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