This study was done to propose and test a predictive model that would explain and predict retention intention among community health practitioner. The hypothetical model was developed based on literature regarding community health practitioner retention intention and Job Demand-Resources Model. This model consisted of four exogenous and three endogenous variables. The exogenous factors was challenge-job demand, hindrance-job demand, job resource and personal resource. The endogenous factors included burnout, job engagement and retention intention of community health practitioner. It attempted to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating retention intention of community health practitioner. Finally, this study tried to provide the basic data required to establish methods for the efficient human resource management program of community health practitioner.
The data was collected between November 5th to 25th, 2019 from primary health care center across eight provinces in the country. Data targeted at 266 analyzed using SPSS 24.0 program by descriptive statistics of research variable, tool reliability, correlation of variable measurement and latent. And confirmatory factor analysis, the fitness and hypothesis of hypothetical model was verified AMOS 21.0 program.
The results were presented as follows:
1. The final modified model showed relatively good fit, (x²/df)=1.88, GFI=.90, AGFI=.86, RMR=.03, RMSEA=.06, NFI=.91, TLI=.94, CFI=.96.
2. Of the total 11 hypotheses, 8 were supported by the final modified model. Hindrance-job demand have an significantly positive effect and personal resource have an significantly negative effect on burnout. Challenge-job demand and personal resource have an significantly positive effect job engagement. On the contrary, burnout had a significant negative effect on job engagement. Burnout have an significantly negative effect and job engagement statistically positive effect on retention intention.
3. Burnout was explained 67.9% by Hindrance-job demand and personal resource. Job engagement was explained 62.7% by challenge-job demand, personal resource and burnout. Community health practitioner’ retention intention was explained 24.6% by burnout and job engagement.
4. Community health practitioner’ retention intention applying the Job Demand-Resources model was indirectly affected by challenge-job demand, hindrance-job demand and personal resource.
The results of this study confirmed the effect of challenge-job demand, hindrance-job demand, personal resources, burnout, and job engagement on retention intention. Therefore, in order to maintain the intention of the community health practitioners continuously, it is necessary to seek a plan to manage the job demand, job resources, and personal resources in an integrated and balanced manner.