Table 4.
Propensity-Weighted Associations of Work Overload* with Intent to Leave by Role Type
| ARR (95% CI) | ARD (95% CI) | AOR (95% CI) | |
|---|---|---|---|
|
Physicians (N = 8817; Organizations = 119) McKelvey and Zavoina-Pseudo R2 = 0.15 |
1.73 (1.61, 1.87) | 0.14 (0.12, 0.16) | 2.19 (1.97, 2.44) |
|
Nurses (N = 1979; Organizations = 41) McKelvey and Zavoina-Pseudo R2 = 0.12 |
1.87 (1.65, 2.11) | 0.24 (0.20, 0.28) | 2.72 (2.38, 3.10) |
|
Clinical staff (N = 1451; Organizations = 40) McKelvey and Zavoina-Pseudo R2 = 0.11 |
2.04 (1.74, 2.38) | 0.22 (0.17, 0.26) | 2.83 (2.39, 3.34) |
|
Non-clinical staff (N = 1071; Organizations = 51) McKelvey and Zavoina-Pseudo R2 = 0.15 |
2.10 (1.82, 2.43) | 0.23 (0.19, 0.27) | 2.95 (2.28, 3.80) |
*Work overload was defined as a response of “moderately” or “to a great extent” to the question of: “Due to the impact of COVID-19, I am experiencing work overload”
ARR, adjusted risk ratio; ARD, adjusted risk difference; AOR, adjusted odds ratio