Mindfulness, Self-Efficacy, Job Stress, and Job Satisfaction in Associated Factors of Turnover Intention: A Regression-Based Path Analysis Among Direct Care Workers

<b>Background/Objectives:</b> This study aimed to examine how mindfulness and self-efficacy are associated with turnover intention among direct care workers through the hypothesized indirect pathways involving job stress and job satisfaction. Grounded in the Job Demands-Resources (JD-R) and Conservation of Resources (COR) frameworks, the study highlights the buffering and protective functions of psychological resources under high job demands. <b>Methods:</b> A regression-based path analysis was conducted using data collected from a structured questionnaire survey of 967 direct care workers in southern Taiwan. <b>Results:</b> Job stress was positively associated with turnover intention (β = 0.599, <i>p</i> < 0.001), whereas job satisfaction was negatively associated with it (β = -0.139, <i>p</i> < 0.001). Self-efficacy was positively associated with job satisfaction (β = 0.407, <i>p</i> < 0.001) and negatively associated with job stress (β = -0.109, <i>p</i> < 0.001). Mindfulness demonstrated significant direct associations with self-efficacy (β = 0.497, <i>p</i> < 0.001) and job stress (β = -0.200, <i>p</i> < 0.001), but its direct effect on turnover intention was not significant (β = -0.035, <i>p</i> > 0.05), implying its influence is indirect through self-efficacy, job stress, and job satisfaction. Diagnostic checks, including the Variance Inflation Factor (VIF), confirmed the absence of multicollinearity issues, and the overall model demonstrated satisfactory explanatory power. <b>Conclusions:</b> These findings enhance understanding of the psychological mechanisms underlying turnover intention among care workers and provide practical implications for human resource management and workplace stress interventions in long-term care settings.