Version 1
: Received: 24 September 2024 / Approved: 25 September 2024 / Online: 25 September 2024 (07:08:15 CEST)
How to cite:
Kwon, E.; Kim, Y. Job Stress, Burnout, and Turnover Intention of Clinical Research Associates. Preprints2024, 2024091978. https://doi.org/10.20944/preprints202409.1978.v1
Kwon, E.; Kim, Y. Job Stress, Burnout, and Turnover Intention of Clinical Research Associates. Preprints 2024, 2024091978. https://doi.org/10.20944/preprints202409.1978.v1
Kwon, E.; Kim, Y. Job Stress, Burnout, and Turnover Intention of Clinical Research Associates. Preprints2024, 2024091978. https://doi.org/10.20944/preprints202409.1978.v1
APA Style
Kwon, E., & Kim, Y. (2024). Job Stress, Burnout, and Turnover Intention of Clinical Research Associates. Preprints. https://doi.org/10.20944/preprints202409.1978.v1
Chicago/Turabian Style
Kwon, E. and YoungWoo Kim. 2024 "Job Stress, Burnout, and Turnover Intention of Clinical Research Associates" Preprints. https://doi.org/10.20944/preprints202409.1978.v1
Abstract
Objective: This study aimed to analyze the general characteristics, job stress, burnout, and turnover intentions of Clinical Research Associates (CRAs). Our objective was to provide a reference point for devising strategies to reduce CRA turnover and burnout rates. Methods: A descriptive, quantitative, and correlative research design was used. A total of 126 CRAs completed a questionnaire that consisted of 115 items, with 21 items on general characteristics, 60 items on occupation-al role, and 10 items on personal strain in job stress. The Burnout Inventory scale was used to investigate 22 items of burnout, and turnover intentions was measured using a 5-item scale. Results: Of the 126 participants, 63 (50%) answered that they intended to leave their job within 1 year & the most of participants were nurse (n = 56, 44.4%). Job stress related to the occupational role of CRA’s vocational stress (r = 0.518), burnout (r = 0.406), and turnover intention (r = 0.181) of personal strain were correlated with each other. Job stress due to personal strain had an explanatory power of 18.7% as a factor influencing turnover intention. Conclusions: To reduce the turnover intention of CRAs, who play an important role in clinical research, it is necessary to find ways to re-duce job stress and burnout.
Copyright:
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
