A study on the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention in standardized residency training participants

Zhan Leilei; Liang Ruiyin; Chen Guiquan; Liu Juan; Huang Nuanqin

doi:10.3760/cma.j.cn116021-20250217-02157

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A study on the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention in standardized residency training participants

Investigation Research | 更新时间：2025-12-18

- A study on the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention in standardized residency training participants
- Chinese Journal of Medical Education Research Vol. 24, Issue 12, Pages: 1650-1655(2025)
- 作者机构：
  
  1.南方医科大学第十附属医院（东莞市人民医院）消化内科，东莞 523000
  2.南方医科大学第十附属医院（东莞市人民医院）科教科，东莞 523000
- 作者简介：
  
  Liang Ruiyin, Email：liangry25@foxmail.com
- 基金信息：
  
  Science and Technology Program for Social Development in Dongguan City, Guangdong Province(20211800905292)
- DOI：10.3760/cma.j.cn116021-20250217-02157
  CLC： R19
- Received：17 February 2025，
  
  Published：20 December 2025
- 稿件说明：
移动端阅览
詹磊磊, 梁瑞茵, 陈桂权, 等. 薪酬满意度在住院医师规范化培训学员职业倦怠与留职意愿关系中的调节效应研究[J]. 中华医学教育探索杂志, 2025, 24(12): 1650-1655.

Zhan Leilei, Liang Ruiyin, Chen Guiquan, et al. A study on the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention in standardized residency training participants[J]. Chinese Journal of Medical Education Research, 2025, 24(12): 1650-1655.
詹磊磊, 梁瑞茵, 陈桂权, 等. 薪酬满意度在住院医师规范化培训学员职业倦怠与留职意愿关系中的调节效应研究[J]. 中华医学教育探索杂志, 2025, 24(12): 1650-1655. DOI： 10.3760/cma.j.cn116021-20250217-02157.

Zhan Leilei, Liang Ruiyin, Chen Guiquan, et al. A study on the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention in standardized residency training participants[J]. Chinese Journal of Medical Education Research, 2025, 24(12): 1650-1655. DOI： 10.3760/cma.j.cn116021-20250217-02157.

摘要

目的

探讨薪酬满意度在住院医师规范化培训（简称“住培”）学员职业倦怠与留职意愿间的调节作用。

方法

2022年1月至2024年3月，采用整群抽样法选取东莞市人民医院住培学员为研究对象，使用留职意愿量表、职业倦怠量表和薪酬满意度量表对自愿参与的312名学员进行横断面调查。通过Pearson相关性分析探讨住培学员薪酬满意度与职业倦怠和留职意愿的相关性，并采用SPSS PROCESS宏程序构建调节效应验证模型，分析薪酬满意度在职业倦怠和留职意愿中的调节效应。

结果

住培学员的留职意愿得分为（20.57±4.98），职业倦怠得分为（56.83±16.16），薪酬满意度得分为（97.24±21.68）。留职意愿分别与职业倦怠呈负相关（

=-0.34，

0.05），与薪酬满意度呈正相关（

=0.45，

0.05）；薪酬满意度在职业倦怠与留职意愿之间存在调节效应（Δ

=0.27，

0.001）。

结论

住培学员留职意愿处于中等水平，薪酬满意度在职业倦怠与留职意愿间起调节效应，可通过深入理解不同背景和专业领域学员的需求，优化薪酬结构、实施差异化激励策略增强职业吸引力，从而提升留职意愿，为医疗人才队伍建设提供可持续支持。

Abstract

Objective

To explore the moderating effect of salary satisfaction in the relationship between occupational burnout and retention intention among standardized residency training participants.

Methods

From January 2022 to March 2024

a cluster sampling method was used to select trainees from Dongguan People's Hospital as the study subjects. A cross-sectional survey was conducted on 312 voluntarily participating trainees using the Turnover Intention Scale

Maslach Burnout Inventory General Survey

and Salary Satisfaction Scale. A Pearson correlation analysis was used to explore the correlations of salary satisfaction with occupational burnout and retention intention. SPSS PROCESS macro was used to construct a moderating effect verification model to analyze the moderating effect of salary satisfaction between occupational burnout and retention intention.

Results

The scores of retention intention

occupational burnout

and salary satisfaction for trainees were (20.57±4.98)

(56.83±16.16)

and (97.24±21.68)

respectively. Retention intention was negatively correlated with occupational burnout (

=-0.34

0.05) and positively correlated with salary satisfaction (

=0.45

0.05). Salary satisfaction had a moderating effect between occupational burnout and retention intention (Δ

=0.27

0.001).

Conclusions

The trainees have moderate retention intention

and salary satisfaction serves as a moderator between occupational burnout and retention intention. To address current challenges

we recommend gaining an in-depth understanding of the needs of trainees from different backgrounds and specialties

optimizing compensation structures

and implementing differentiated incentive strategies. These measures will enhance professional appeal

elevate retention intention

and provide sustainable support for the development of medical talent teams.

关键词

Keywords

references

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