ArticleFrontiers in psychology2025
Explore the correlations of occupational commitment, psychological resilience, job satisfaction, and burnout in kindergarten teachers' turnover intentions in rural China.
Article in Frontiers in psychology, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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4 citing papers in PubMed.
- How organizational justice reduces turnover intention of Korean and non-Korean employees in South Korea: the mediating roles of organizational conflict and job satisfaction.Frontiers in psychology · 2026Article
- Perceived organizational support and family-school collaboration among kindergarten teachers: job satisfaction as a mediator and occupational commitment as a moderator.Frontiers in psychology · 2026Article
- Work-family enrichment and kindergarten teachers' occupational commitment: the roles of job satisfaction and emotional intelligence.Frontiers in psychology · 2026Article
- Joint latent profiles of workplace violence and burnout among healthcare workers and their associated factors: a cross-sectional study.Frontiers in psychiatry · 2026Article
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Authors and funding
3 authors.
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Abstract
Ensuring the stability of teachers is a crucial task in developing early care education; thus, reducing the turnover rate of kindergarten teachers is the core priority. This research explores the correlation of four antecedents with teachers' turnover intentions: occupational commitment, psychological resilience, job satisfaction, and burnout. This study utilized a stratified sampling methodology based on regional GDP levels and implemented a hybrid data collection approach combining online and offline questionnaire distribution to ensure comprehensive representation across socioeconomic contexts. Taking the collected data from 920 kindergarten teachers in the rural area of Hebei Province, China as the research object, the research presents the following findings: (i) nearly 60% of kindergarten teachers prefer to Move rather than Leave when having turnover intentions; (ii) the improvement of psychological resilience and working conditions could effectively mitigate the decision of kindergarten teachers to leave entirely; (iii) teachers with no turnover intentions are more concerned about intrinsic motivation, but there is a risk of "false retention"; (iv) job satisfaction has the most substantial impact on kindergarten teachers' turnover intentions, but the performance is relatively poor; (v) risk and protective factors synergistically affect teachers' turnover intentions.
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