Examining aspects of job satisfaction associated with burnout and factors related to turnover intention in genetic counselors.

Burnout arises from prolonged work-related stress, leading to a chronic state of exhaustion, cynicism, and diminished professional efficacy. Previous studies have shown that ~50% of genetic counselors (GCs) experience burnout. This has negative implications for the GCs themselves, their employers, and patient care. Research in other healthcare professions has found a negative correlation between burnout and job satisfaction and a positive correlation between burnout and turnover intention. To investigate aspects of job satisfaction associated with burnout and aspects of burnout associated with turnover intention, a cross-sectional survey was administered via the listservs of three genetic counseling professional organizations. The survey included demographic questions, validated measures of burnout (the Maslach Burnout Inventory - General Survey) and job satisfaction (the Job Satisfaction Survey and select scales from the Job Satisfaction Questionnaire), a binary question assessing turnover intention, and two optional open-ended questions eliciting opinions on ways to improve job satisfaction. Of 228 respondents, 70 (30.7%) indicated that they were considering leaving their current job due to burnout. Logistic multiple regression analysis (n = 224) including subscales of burnout revealed that Exhaustion (p = 0.0004) and Cynicism (p < 0.0001) significantly predicted turnover intention. Linear multiple regression analyses (n = 206-207) including subscales of job satisfaction revealed that satisfaction with Nature of Work was a significant predictor of Exhaustion, Cynicism, and reduced Professional Efficacy (p < 0.0001). Significant predictors of Exhaustion included satisfaction with Operating Conditions (p = 0.02), Working Hours (p = 0.02), and Working Conditions (p = 0.01), while satisfaction with Empowerment and Participation (p = 0.03) was a significant predictor of Cynicism. Responses to the open-ended questions (147/228, 64.5%) revealed additional areas of job dissatisfaction. We propose several strategies to improve job satisfaction and ameliorate GC burnout at the organizational level. These strategies may increase the effectiveness of GCs in their jobs, improve patient care, promote professional longevity, and ultimately save organizations money by reducing turnover.