Table 5.

Regression models on satisfaction and health effects

Dependent Scale	Total model fit (number of all significant predictors)	Model fit with top fivea predictors	Top fivea predictors	Standardised Coefficient (Beta)
Intention to leave Profession / Job	R2 = 0.35 (22 predictors)	R2 = 0.34	Commitment to Workplace	−0.28
			Work Privacy Conflicts	0.22
			Age groups	−0.14
			Unfair Treatment	0.11
			Meaning of Work	−0.13
			Role Conflicts	0.09
Job Satisfaction	R2 = 0.66 (24 predictors)	R2 = 0.60	Quality of Leadership	0.31
			Commitment to Workplace	0.24
			Trust and Justice	0.19
			Sense of Community	0.17
			Work Privacy Conflicts	−0.17
Work Engagement	R2 = 0.47 (24 predictors)	R2 = 0.44	Commitment to Workplace	0.31
			Meaning of Work	0.20
			Possibilities for Development	0.18
			Work Privacy Conflicts	−0.15
			Role Clarity	0.12
General Health	R2 = 0.23 (22 predictors)	R2 = 0.22	Work Privacy Conflicts	−0.21
			Support at Work	0.08
			Age groups	−0.16
			Insecurity over Working Conditions	−0.13
			Commitment to Workplace	0.12
			Unfair Treatment	−0.10
Burnout Symptoms	R2 = 0.41 (21 predictors)	R2 = 0.37	Work Privacy Conflicts	0.40
			Trust and Justice	−0.12
			Hiding Emotions	0.13
			Gender	0.12
			Unfair Treatment	0.11
			Job Insecurity	0.10
Presenteeism	R2 = 0.22 (22 predictors)	R2 = 0.19	Work Privacy Conflicts	0.15
			Insecurity over Working Conditions	0.19
			Unfair Treatment	0.14
			Quantitative Demands	0.10
			Gender	0.11
			Dissolution	0.10
Inability to Relax	R2 = 0.20 (23 predictors)	R2 = 0.19	Work Privacy Conflicts	0.22
			Dissolution	0.17
			Job Insecurity	0.08
			Quantitative Demands	0.11
			Unfair Treatment	0.08
			Age groups	0.08

^a Top predictors are the first five workplace factors getting into a model. If gender or age group are getting in among the first five, a sixth predictor is listed