Table A1 Overview of articles Author(s)...

Table A1

Overview of articles

Author(s) and year	Research aims	Keywords	Methodology	Key findings
Lambert et al. (2018)	To report the reasons why doctors are considering leaving medicine or the UK	Physicians, career choice, medical staff, attitude of health personnel, emigration, travel	Quantitative	Increasing negative views are held by many doctors about many aspects of the experience working as a junior doctor in the NHS and the difficulty of delivering high-quality care within the under-funded system
Ali Jadoo et al. (2015)	To explore prominent factors affecting turnover amongst Iraqi doctors	Iraqi doctors, health human resources migration, turnover intention, job satisfaction	Quantitative	The high turnover intention amongst Iraqi doctors is significantly associated with poor working and security conditions
Humphries et al. (2019)	To assess how deteriorating job quality and the normalisation of extreme working is driving Irish trained hospital doctors to leave	Medicine, migration, job quality, austerity qualitative, extreme work	Qualitative	The deterioration in medical job quality and the normalisation of extreme working is a key driver of doctor emigration from Ireland and deters return
Zhang and Feng (2011)	To analyse the relationship between job satisfaction, burnout, and turnover intention, and to determine burnout as a mediator amongst Chinese physicians from urban state-owned medical institutions	Occupational burnout, job satisfaction, turnover intention, Chinese physicians	Quantitative	There may be partial mediation effects of occupational burnout, mainly through emotional exhaustion, within the impact of job satisfaction on turnover intention
Pantenburg et al. (2018)	To provide current data in an effort to promote the identification of 'push' factors motivating German physicians to emigrate	Physician migration, ‘push’ factors, job satisfaction, physician attrition	Quantitative	Government subsidy per bed, personnel funding per capita, the number of physicians per bed and the number of hospital medical disputes significantly affected physicians’ intention to leave
Oh and Kim (2019)	To investigate the turnover intentions of employed doctors in Korea to provide evidence for policies to prevent and control their turnover intentions	Employed doctors, turnover intentions, Korean Physician Survey	Quantitative	Turnover intentions because of low-quality work conditions and poor environments to maintain their position, thus deteriorating their job security
Moss et al. (2004)	To study the reasons given by junior doctors trained in the United Kingdom for considering leaving UK medicine	The UK	Quantitative	Junior doctors wish to work abroad, but to stay in medicine. This is due to preference for different lifestyles, outside of the United Kingdom
Walsh (2013)	To identify how issues relating to the work–life interface affect the wellbeing of hospital doctors and, in particular, their levels of job burnout and intentions to quit	The UK	Quantitative	Female doctors were more likely to experience job burnout than male doctors. Aspects of work-life interface affect the wellbeing of all doctors but women tend to rely on different forms of social support than men
Pathman et al. (2002)	To better understand the relationship between physicians’ satisfaction with various aspects of their work and whether or not they have thoughts or plans to leave their jobs	The USA	Quantitative	The aspects of work for which dissatisfaction is associated with plans for leaving differ somewhat for generalists and specialists, and for physicians at various stages of their careers; and anticipated job departure is more common amongst physicians who are relatively dissatisfied with any of a variety of aspects of their work
Williams et al. (2010)	To provide empirically based evidence upon which recommendations can be made to physicians, managers, and policymakers regarding physicians’ intentions to withdraw from practice	The USA	Quantitative	Higher perceived stress is associated with lower satisfaction levels that are related to greater intentions to quit. Physicians experiencing burnout, anxiety, and depression seem to deal with these problems by leaving patient care in some way
Roy et al. (2017)	To investigate the effects of work characteristics and other predictors on job satisfaction, turnover intention, and burnout in doctors	Bangladesh	Quantitative	Organisational support was the strongest predictor adversely affecting job satisfaction, turnover intention and burnout of both public and private doctors; private doctors experienced more support
Degen et al. (2014)	To identify to what extent junior doctors’ training and working conditions determine their intention to leave clinical practice	Germany	Quantitative	Junior doctors undergoing speciality training experience high workload in hospital practice, which in turn influences their intentions to leave
Tsai et al. (2016)	To analyse the effect of work hours on turnover intention, and also puts pay satisfaction into consideration to estimate its possible moderating effect	Taiwan	Quantitative	Work hours exhibited an independent relationship with turnover intention. Pay satisfaction could not effectively moderate the positive relationship between work hours and intentions to leave a doctor’s current hospital
Martinussen et al. (2020)	To investigate hospital physicians’ intention to leave their current job and whether such intentions are associated with how physicians assess their leaders and the organisational context	Norway	Quantitative	A professional, supportive leadership style has a positive influence on the retention of physicians in public hospitals
Sharma et al. (2012)	To investigate factors which influenced UK-trained doctors to emigrate to New Zealand and factors which might encourage them to return	The UK	Quantitative	Reasons for emigration; job satisfaction; satisfaction with leisure time; intentions to stay in New Zealand; and changes to the UK NHS which might increase the likelihood of return
Lu et al. (2017)	To investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explores factors associated with turnover intention amongst physicians in Guangdong Province, China	China	Quantitative	Job satisfaction, work stress, work-–family conflict, hours worked per week, working in an urban/rural area, types of institution, and age are influencing factors on turnover intention
Tziner et al. (2015)	To examine the relationship between perceived work stress, burnout, satisfaction at work, and turnover intention	Israel	Quantitative	Physicians are required to cope with numerous demands: clinical, administrative, and academic – which easily results in various pressures, burnout, and intention to leave
Valle et al. (2016)	To test the job embeddedness construct with a sample of 183 Pediatric Emergency Medicine (PEM) physicians	The USA	Quantitative	Job embeddedness – a composite variable measuring physicians’ links to other people/the organisation, job fit, and the sacrifices inherent in job change – is inversely related to the turnover intentions of PEM physicians
Smith et al. (2018)	To explore the reasons that doctors choose to leave UK medicine after their foundation year two posts	Scotland	Qualitative	Availability of jobs elsewhere; a desire to improve work-life balance; or a desire to enjoy better job perks are the main reasons doctors leave
Moreno-Jiménez et al. (2012)	To examine how the moderating effect of commitment depends on difficult doctor–patient relations	Spain	Quantitative	General assumption that commitment has a unilateral negative effect, and difficult patients have a positive effect on turnover intentions
Ochsmann (2012)	To examine the association between workplace factors and thinking about leaving clinical care by junior doctors in Germany, and used a gender-stratified approach to address the so-called feminisation of medicine	Germany	Quantitative	Workplace factors predict the wish to leave clinical care for junior doctors. Male and female junior doctors seem to have different priorities in the workplace, which should be addressed in order to retain them in patient care
Wu et al. (2018)	To investigate the relationships amongst intention to leave, emergency physician clinical activities, work–family conflicts, and gender differences in emergency physicians	Taiwan	Quantitative	Females and EPs with higher levels on the WIF scale (Work interfering with family) were more likely to leave emergency clinical practice
Gauld and Horsburgh (2015)	To probe the motives of UK-trained doctors who have migrated to New Zealand, their experiences in New Zealand and reasons for departing again	New Zealand	Quantitative	Motivated by ‘pull’ factors that also motivate IMGs moving from lower to higher income countries: quality of life, better working conditions and career opportunities
Humphries et al. (2018)	To explore the generational component of Ireland’s failure to retain doctors	Ireland	Qualitative	The new generation of doctors differs from previous generations in several distinct ways: poor training and practice, and an under- staffed health system
Pflipsen et al. (2019)	To gain insights into the reasons for attrition from EM training in Ireland	Ireland	Quantitative	The need to improve training and working conditions in Emergency Medicine in Ireland to reduce attrition and improve retention of EM staff
Brugha et al. (2021)	To measure junior doctors’ migration intentions, the reasons they leave, and the likelihood of them returning	Ireland	Quantitative	Ireland’s doctor retention strategy has not addressed the root causes of poor training and working experiences in Irish hospitals
Clarke et al. (2017)	To measure and explore the predictors of trainee doctor emigration from Ireland	Ireland	Mixed method	Large-scale dissatisfaction with working conditions, training, and career opportunities influences doctors migration
Fuß et al. (2008)	To investigate predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF) – which are located within the psychosocial work environment or work organisation of hospital physicians	Germany	Quantitative	Work interfering with family conflict (WIF) as part of work-family conflict (WFC) was highly prevalent amongst German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF.
Bruce-Brand et al. (2012)	To establish levels of satisfaction, sources of dissatisfaction, and the major reasons for junior doctors seeking work abroad	Ireland	Quantitative	Multiple sources of dissatisfaction: the state of the health care system, staffing cover for leave and illness, the dearth of consultant posts, the need to move around Ireland, the long hours worked and the degree of work-related stress
Morton and Karen Schaab (2008)	To provide information about the number of non-consultant hospital doctors leaving a hospital’s employ over a 12-month period; the reasons for their departure	New Zealand	Quantitative	Attracted to their next workplace, related to a wish to work somewhere new, rather than representing any dissatisfaction with their previous organisation or working conditions
Zhang et al. (2017)	To explore prominent factors affecting turnover intentions amongst public hospital doctors in urban areas, particularly in Xiangyang City, Hubei Province, a middle-level city in central China	China	Quantitative	Dissatisfaction with working conditions and hospital management processes, as well as work pressures, were significant factors contributing to the turnover intentions of public hospital doctors
Wang et al. (2015)	To assess the working conditions of anaesthesiologists in Taiwan and their satisfaction with their occupation, and to identify the factors associated with the intentions to leave	Taiwan	Quantitative	Unfavourable working conditions were considered to lower the satisfaction of anaesthesiologists in Taiwan. In particular, an inability to take care of the family and a low salary were major factors in deterring anaesthesiologists in Taiwan from continuing in anaesthesia
Duan et al. (2019)	To identify the prevalence of workplace violence; to examine the association between exposure to WPV, job satisfaction, job burnout and turnover intention of Chinese physicians; and to verify the mediating role of social support	China	Quantitative	The results show a high prevalence of workplace violence in Chinese tertiary hospitals. Social support was a partial mediator between WPV and job satisfaction, as well as burnout and turnover intention
Opoku and Apenteng (2014)	To identify the relationship between career satisfaction and the intention of active Ghanaian physicians to leave the country within the next 5 years	Ghana	Quantitative	Physicians who were house officers or medical officers and those who reported dissatisfaction with their compensation were more likely to report that they were thinking about leaving Ghana within the next 5 years
Mousavi et al. (2019)	To identify job satisfaction and turnover intention amongst anaesthesiologists in Iran	Iran	Quantitative	Significant association was found between job satisfaction and anaesthesiologists’ intention to leave their current employment
Heponiemi et al. (2014)	To examine the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction	Finland	Quantitative	Violence led to increased physician turnover intentions and both bullying and physical violence led to reduced physician job satisfaction, even after adjustments. Opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying
Mathieu and Mathieu (2011)	To measure the role of WFC in the intention to leave the job in medical residents	Canada	Quantitative	Work–family conflict explains 22% of the variance in the intention of the medical residents to quit their job
Mahoney et al. (2020)	To evaluate the state of our surgical workforce by exploring current practice patterns, job satisfaction, and reasons why surgeons consider leaving surgery	The USA	Quantitative	Work time requirements and lack of personal time are leading factors contributing to surgeons leaving practice, though their satisfaction towards being a surgeon is high
Luboga et al. (2011)	To identify what could entice physicians to stay longer and improve satisfaction with current positions and future career intentions	Africa	Mixed method	Sources of dissatisfaction amongst physicians were quality of management, availability of equipment and supplies, quality of facility infrastructure, staffing and workload, political influence, community location, and professional development
Lachman and Noy (1997)	Examines the effects of physicians standing within their hospital membership	Israel	Quantitative	Factors reflecting the physicians’ standing within the hospital were the main predictors of this anticipation that doctors would retain their hospital membership in the long term
Haar and Edward (2013)	Examine the factors driving hospital doctors from their profession	New Zealand	Quantitative	Perceived organisational support was positively related to job satisfaction, which in turn was negatively related to emotional exhaustion, cynicism, stress, and profession turnover
Heponiemi et al. (2008)	To examine whether active on-call hours and the co-occurrence of lifestyle risk factors are associated with physicians' turnover intentions and distress	Finland	Quantitative	On-call duty and the occurrence of lifestyle risk factors may both decrease physicians’ well-being and increase their intentions to leave their jobs
Masselink et al. (2008)	To examine physicians’ positive relationships with colleagues, staff, and patients and their relationship to withdrawal from practice. Do the effects of these relational factors differ for large-group and solo/small-group practice physicians?	The USA	Quantitative	Relationships with colleagues had a significant and negative association with intended withdrawal from practice for large-group practice physicians. The relationships with colleagues, staff, and patients was significant for large-group practice physicians, but they only approached significance for solo/small-group practice physicians
Domagała and Dubas-Jakóbczyk (2019)	To evaluate the scale of migration intentions amongst physicians practicing in Polish hospitals	Poland	Quantitative	Higher earnings, better working conditions, and better work-life balance abroad were correlated with intention to leave. Age, and higher career satisfaction were negatively related to the intention to migrate
James and Gerrard (2017)	To explore the views of current EM consultants on positive and negative aspects of their work to help prospective trainees	The UK	Qualitative	The high-pressured EM environment was a key motivator for an EM career; however, there is concern over the sustainability of this long term, with a risk of career burnout due to lack of transition into ‘wind-down’ career pathways leading to them deciding to stay or leave
Heponiemi et al. (2016)	Investigated whether having on-call duties is associated with physicians’ turnover intention and whether job strain variables moderate this association	Finland	Quantitative	The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intentions were amongst those who had a high level of on-call duties
Ma et al. (2019)	To examine the moderator effect of pragmatism on the relationship between commitment HRM policies and turnover intention via DPR.	China	Quantitative	Commitment to HR practices is positively associated with the DPR and, overall, DPR is negatively related to turnover intention. Pragmatism moderates the association between DPR and turnover intention
Byrne et al. (2021)	To understand how the organisation of medical work shapes the everyday work experiences underpinning doctor migration trends in the case of Irish-trained emigrant doctors in Australia	Ireland	Qualitative	Retention of hospital doctors is as much about the quality of the work experience as it is about the quantity and composition of the workforce
Hamidi et al. (2018)	To examine the associations between physician self-reported burnout, intent to leave (ITL) and actual turnover within two years, and 2) to estimate the cost of physician turnover attributable to burnout	The USA	Quantitative	Physicians who are experiencing burnout are more than twice as likely to leave their practice, and the effect of burnout on turnover is independent of personal factors such as anxiety or depression
Gutacker et al. (2019)	To investigate the effect of medical revalidation on the rate at which consultants leave NHS practice and assess any differences between the performance of consultants who left or remained in practice before and after the introduction of revalidation	The UK	Quantitative	Revalidation has led to high numbers of doctors ceasing clinical practice, over and above other contemporaneous influences. Those ceasing clinical practice do not appear to have provided lower quality care, as approximated by mortality rates, when compared with those remaining in practice

Author(s) and year	Research aims	Keywords	Methodology	Key findings
Lambert et al. (2018)	To report the reasons why doctors are considering leaving medicine or the UK	Physicians, career choice, medical staff, attitude of health personnel, emigration, travel	Quantitative	Increasing negative views are held by many doctors about many aspects of the experience working as a junior doctor in the NHS and the difficulty of delivering high-quality care within the under-funded system
Ali Jadoo et al. (2015)	To explore prominent factors affecting turnover amongst Iraqi doctors	Iraqi doctors, health human resources migration, turnover intention, job satisfaction	Quantitative	The high turnover intention amongst Iraqi doctors is significantly associated with poor working and security conditions
Humphries et al. (2019)	To assess how deteriorating job quality and the normalisation of extreme working is driving Irish trained hospital doctors to leave	Medicine, migration, job quality, austerity qualitative, extreme work	Qualitative	The deterioration in medical job quality and the normalisation of extreme working is a key driver of doctor emigration from Ireland and deters return
Zhang and Feng (2011)	To analyse the relationship between job satisfaction, burnout, and turnover intention, and to determine burnout as a mediator amongst Chinese physicians from urban state-owned medical institutions	Occupational burnout, job satisfaction, turnover intention, Chinese physicians	Quantitative	There may be partial mediation effects of occupational burnout, mainly through emotional exhaustion, within the impact of job satisfaction on turnover intention
Pantenburg et al. (2018)	To provide current data in an effort to promote the identification of 'push' factors motivating German physicians to emigrate	Physician migration, ‘push’ factors, job satisfaction, physician attrition	Quantitative	Government subsidy per bed, personnel funding per capita, the number of physicians per bed and the number of hospital medical disputes significantly affected physicians’ intention to leave
Oh and Kim (2019)	To investigate the turnover intentions of employed doctors in Korea to provide evidence for policies to prevent and control their turnover intentions	Employed doctors, turnover intentions, Korean Physician Survey	Quantitative	Turnover intentions because of low-quality work conditions and poor environments to maintain their position, thus deteriorating their job security
Moss et al. (2004)	To study the reasons given by junior doctors trained in the United Kingdom for considering leaving UK medicine	The UK	Quantitative	Junior doctors wish to work abroad, but to stay in medicine. This is due to preference for different lifestyles, outside of the United Kingdom
Walsh (2013)	To identify how issues relating to the work–life interface affect the wellbeing of hospital doctors and, in particular, their levels of job burnout and intentions to quit	The UK	Quantitative	Female doctors were more likely to experience job burnout than male doctors. Aspects of work-life interface affect the wellbeing of all doctors but women tend to rely on different forms of social support than men
Pathman et al. (2002)	To better understand the relationship between physicians’ satisfaction with various aspects of their work and whether or not they have thoughts or plans to leave their jobs	The USA	Quantitative	The aspects of work for which dissatisfaction is associated with plans for leaving differ somewhat for generalists and specialists, and for physicians at various stages of their careers; and anticipated job departure is more common amongst physicians who are relatively dissatisfied with any of a variety of aspects of their work
Williams et al. (2010)	To provide empirically based evidence upon which recommendations can be made to physicians, managers, and policymakers regarding physicians’ intentions to withdraw from practice	The USA	Quantitative	Higher perceived stress is associated with lower satisfaction levels that are related to greater intentions to quit. Physicians experiencing burnout, anxiety, and depression seem to deal with these problems by leaving patient care in some way
Roy et al. (2017)	To investigate the effects of work characteristics and other predictors on job satisfaction, turnover intention, and burnout in doctors	Bangladesh	Quantitative	Organisational support was the strongest predictor adversely affecting job satisfaction, turnover intention and burnout of both public and private doctors; private doctors experienced more support
Degen et al. (2014)	To identify to what extent junior doctors’ training and working conditions determine their intention to leave clinical practice	Germany	Quantitative	Junior doctors undergoing speciality training experience high workload in hospital practice, which in turn influences their intentions to leave
Tsai et al. (2016)	To analyse the effect of work hours on turnover intention, and also puts pay satisfaction into consideration to estimate its possible moderating effect	Taiwan	Quantitative	Work hours exhibited an independent relationship with turnover intention. Pay satisfaction could not effectively moderate the positive relationship between work hours and intentions to leave a doctor’s current hospital
Martinussen et al. (2020)	To investigate hospital physicians’ intention to leave their current job and whether such intentions are associated with how physicians assess their leaders and the organisational context	Norway	Quantitative	A professional, supportive leadership style has a positive influence on the retention of physicians in public hospitals
Sharma et al. (2012)	To investigate factors which influenced UK-trained doctors to emigrate to New Zealand and factors which might encourage them to return	The UK	Quantitative	Reasons for emigration; job satisfaction; satisfaction with leisure time; intentions to stay in New Zealand; and changes to the UK NHS which might increase the likelihood of return
Lu et al. (2017)	To investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explores factors associated with turnover intention amongst physicians in Guangdong Province, China	China	Quantitative	Job satisfaction, work stress, work-–family conflict, hours worked per week, working in an urban/rural area, types of institution, and age are influencing factors on turnover intention
Tziner et al. (2015)	To examine the relationship between perceived work stress, burnout, satisfaction at work, and turnover intention	Israel	Quantitative	Physicians are required to cope with numerous demands: clinical, administrative, and academic – which easily results in various pressures, burnout, and intention to leave
Valle et al. (2016)	To test the job embeddedness construct with a sample of 183 Pediatric Emergency Medicine (PEM) physicians	The USA	Quantitative	Job embeddedness – a composite variable measuring physicians’ links to other people/the organisation, job fit, and the sacrifices inherent in job change – is inversely related to the turnover intentions of PEM physicians
Smith et al. (2018)	To explore the reasons that doctors choose to leave UK medicine after their foundation year two posts	Scotland	Qualitative	Availability of jobs elsewhere; a desire to improve work-life balance; or a desire to enjoy better job perks are the main reasons doctors leave
Moreno-Jiménez et al. (2012)	To examine how the moderating effect of commitment depends on difficult doctor–patient relations	Spain	Quantitative	General assumption that commitment has a unilateral negative effect, and difficult patients have a positive effect on turnover intentions
Ochsmann (2012)	To examine the association between workplace factors and thinking about leaving clinical care by junior doctors in Germany, and used a gender-stratified approach to address the so-called feminisation of medicine	Germany	Quantitative	Workplace factors predict the wish to leave clinical care for junior doctors. Male and female junior doctors seem to have different priorities in the workplace, which should be addressed in order to retain them in patient care
Wu et al. (2018)	To investigate the relationships amongst intention to leave, emergency physician clinical activities, work–family conflicts, and gender differences in emergency physicians	Taiwan	Quantitative	Females and EPs with higher levels on the WIF scale (Work interfering with family) were more likely to leave emergency clinical practice
Gauld and Horsburgh (2015)	To probe the motives of UK-trained doctors who have migrated to New Zealand, their experiences in New Zealand and reasons for departing again	New Zealand	Quantitative	Motivated by ‘pull’ factors that also motivate IMGs moving from lower to higher income countries: quality of life, better working conditions and career opportunities
Humphries et al. (2018)	To explore the generational component of Ireland’s failure to retain doctors	Ireland	Qualitative	The new generation of doctors differs from previous generations in several distinct ways: poor training and practice, and an under- staffed health system
Pflipsen et al. (2019)	To gain insights into the reasons for attrition from EM training in Ireland	Ireland	Quantitative	The need to improve training and working conditions in Emergency Medicine in Ireland to reduce attrition and improve retention of EM staff
Brugha et al. (2021)	To measure junior doctors’ migration intentions, the reasons they leave, and the likelihood of them returning	Ireland	Quantitative	Ireland’s doctor retention strategy has not addressed the root causes of poor training and working experiences in Irish hospitals
Clarke et al. (2017)	To measure and explore the predictors of trainee doctor emigration from Ireland	Ireland	Mixed method	Large-scale dissatisfaction with working conditions, training, and career opportunities influences doctors migration
Fuß et al. (2008)	To investigate predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF) – which are located within the psychosocial work environment or work organisation of hospital physicians	Germany	Quantitative	Work interfering with family conflict (WIF) as part of work-family conflict (WFC) was highly prevalent amongst German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF.
Bruce-Brand et al. (2012)	To establish levels of satisfaction, sources of dissatisfaction, and the major reasons for junior doctors seeking work abroad	Ireland	Quantitative	Multiple sources of dissatisfaction: the state of the health care system, staffing cover for leave and illness, the dearth of consultant posts, the need to move around Ireland, the long hours worked and the degree of work-related stress
Morton and Karen Schaab (2008)	To provide information about the number of non-consultant hospital doctors leaving a hospital’s employ over a 12-month period; the reasons for their departure	New Zealand	Quantitative	Attracted to their next workplace, related to a wish to work somewhere new, rather than representing any dissatisfaction with their previous organisation or working conditions
Zhang et al. (2017)	To explore prominent factors affecting turnover intentions amongst public hospital doctors in urban areas, particularly in Xiangyang City, Hubei Province, a middle-level city in central China	China	Quantitative	Dissatisfaction with working conditions and hospital management processes, as well as work pressures, were significant factors contributing to the turnover intentions of public hospital doctors
Wang et al. (2015)	To assess the working conditions of anaesthesiologists in Taiwan and their satisfaction with their occupation, and to identify the factors associated with the intentions to leave	Taiwan	Quantitative	Unfavourable working conditions were considered to lower the satisfaction of anaesthesiologists in Taiwan. In particular, an inability to take care of the family and a low salary were major factors in deterring anaesthesiologists in Taiwan from continuing in anaesthesia
Duan et al. (2019)	To identify the prevalence of workplace violence; to examine the association between exposure to WPV, job satisfaction, job burnout and turnover intention of Chinese physicians; and to verify the mediating role of social support	China	Quantitative	The results show a high prevalence of workplace violence in Chinese tertiary hospitals. Social support was a partial mediator between WPV and job satisfaction, as well as burnout and turnover intention
Opoku and Apenteng (2014)	To identify the relationship between career satisfaction and the intention of active Ghanaian physicians to leave the country within the next 5 years	Ghana	Quantitative	Physicians who were house officers or medical officers and those who reported dissatisfaction with their compensation were more likely to report that they were thinking about leaving Ghana within the next 5 years
Mousavi et al. (2019)	To identify job satisfaction and turnover intention amongst anaesthesiologists in Iran	Iran	Quantitative	Significant association was found between job satisfaction and anaesthesiologists’ intention to leave their current employment
Heponiemi et al. (2014)	To examine the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction	Finland	Quantitative	Violence led to increased physician turnover intentions and both bullying and physical violence led to reduced physician job satisfaction, even after adjustments. Opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying
Mathieu and Mathieu (2011)	To measure the role of WFC in the intention to leave the job in medical residents	Canada	Quantitative	Work–family conflict explains 22% of the variance in the intention of the medical residents to quit their job
Mahoney et al. (2020)	To evaluate the state of our surgical workforce by exploring current practice patterns, job satisfaction, and reasons why surgeons consider leaving surgery	The USA	Quantitative	Work time requirements and lack of personal time are leading factors contributing to surgeons leaving practice, though their satisfaction towards being a surgeon is high
Luboga et al. (2011)	To identify what could entice physicians to stay longer and improve satisfaction with current positions and future career intentions	Africa	Mixed method	Sources of dissatisfaction amongst physicians were quality of management, availability of equipment and supplies, quality of facility infrastructure, staffing and workload, political influence, community location, and professional development
Lachman and Noy (1997)	Examines the effects of physicians standing within their hospital membership	Israel	Quantitative	Factors reflecting the physicians’ standing within the hospital were the main predictors of this anticipation that doctors would retain their hospital membership in the long term
Haar and Edward (2013)	Examine the factors driving hospital doctors from their profession	New Zealand	Quantitative	Perceived organisational support was positively related to job satisfaction, which in turn was negatively related to emotional exhaustion, cynicism, stress, and profession turnover
Heponiemi et al. (2008)	To examine whether active on-call hours and the co-occurrence of lifestyle risk factors are associated with physicians' turnover intentions and distress	Finland	Quantitative	On-call duty and the occurrence of lifestyle risk factors may both decrease physicians’ well-being and increase their intentions to leave their jobs
Masselink et al. (2008)	To examine physicians’ positive relationships with colleagues, staff, and patients and their relationship to withdrawal from practice. Do the effects of these relational factors differ for large-group and solo/small-group practice physicians?	The USA	Quantitative	Relationships with colleagues had a significant and negative association with intended withdrawal from practice for large-group practice physicians. The relationships with colleagues, staff, and patients was significant for large-group practice physicians, but they only approached significance for solo/small-group practice physicians
Domagała and Dubas-Jakóbczyk (2019)	To evaluate the scale of migration intentions amongst physicians practicing in Polish hospitals	Poland	Quantitative	Higher earnings, better working conditions, and better work-life balance abroad were correlated with intention to leave. Age, and higher career satisfaction were negatively related to the intention to migrate
James and Gerrard (2017)	To explore the views of current EM consultants on positive and negative aspects of their work to help prospective trainees	The UK	Qualitative	The high-pressured EM environment was a key motivator for an EM career; however, there is concern over the sustainability of this long term, with a risk of career burnout due to lack of transition into ‘wind-down’ career pathways leading to them deciding to stay or leave
Heponiemi et al. (2016)	Investigated whether having on-call duties is associated with physicians’ turnover intention and whether job strain variables moderate this association	Finland	Quantitative	The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intentions were amongst those who had a high level of on-call duties
Ma et al. (2019)	To examine the moderator effect of pragmatism on the relationship between commitment HRM policies and turnover intention via DPR.	China	Quantitative	Commitment to HR practices is positively associated with the DPR and, overall, DPR is negatively related to turnover intention. Pragmatism moderates the association between DPR and turnover intention
Byrne et al. (2021)	To understand how the organisation of medical work shapes the everyday work experiences underpinning doctor migration trends in the case of Irish-trained emigrant doctors in Australia	Ireland	Qualitative	Retention of hospital doctors is as much about the quality of the work experience as it is about the quantity and composition of the workforce
Hamidi et al. (2018)	To examine the associations between physician self-reported burnout, intent to leave (ITL) and actual turnover within two years, and 2) to estimate the cost of physician turnover attributable to burnout	The USA	Quantitative	Physicians who are experiencing burnout are more than twice as likely to leave their practice, and the effect of burnout on turnover is independent of personal factors such as anxiety or depression
Gutacker et al. (2019)	To investigate the effect of medical revalidation on the rate at which consultants leave NHS practice and assess any differences between the performance of consultants who left or remained in practice before and after the introduction of revalidation	The UK	Quantitative	Revalidation has led to high numbers of doctors ceasing clinical practice, over and above other contemporaneous influences. Those ceasing clinical practice do not appear to have provided lower quality care, as approximated by mortality rates, when compared with those remaining in practice

Source(s): Authors’ original research data/created by the authors

[ViewLarge]

Sharing Unavailable