Primary Care Providers’ Mental Health and Turnover Intentions in the Local Community

Abstract

Aim: The goal of this study is to improve customer service to the fullest extent possible while also providing the fundamental information needed to effectively manage the human resources of staff at primary care providers in a COVID-19 environment. Background: In order to increase job satisfaction and organizational commitment of primary care provider workers while reducing turnover intention, as well as to maximize better customer service, it is intended to establish a hypothetical model that explains the influence of primary care provider workers in the community on turnover intention. Additionally, the basic data is provided to the primary care provider's efficient human resource management of workers. Methods: This study uses structural model study that verifies the fitness of the model after establishing a hypothetical model for the intention to leave the workforce of the primary care provider in the community to find the variables affecting that intention. Results: The direct effect of compensation on turnover intention was -116, and the indirect effect via the parameter was -.367. This indicates that job satisfaction and organizational commitment are fully mediating effects when considering the effect of compensation, which is a dependent variable perceived by primary care provider workers in the community. Conclusions: Hospital managers at primary care providers in the community believe that if they seek ways to increase compensation through organizational support and improve motivation and morale so that workers can demonstrate their capabilities, nurses' organizational commitment will improve leading to a lower rate of turnover or bringing organizational development through organizational performance in a COVID-19 world.