High Job Burnout Research Articles

The Effect of EAP on Job Performance Based on Psychological Contract and Perceived Organizational Support

In order to study whether employee assistance programs have a significant impact on job performance, whether psychological contract and perceived organizational support play a mediating role in job performance, and thus provide practical operational strategies for relevant enterprises to propose human resource management suggestions to promote job performance, the implementation of employee assistance programs has been the subject of practical research. The findings indicate that addressing issues related to high turnover, job burnout, and absences cannot be separated from the importance of the psychological contract, perceived organizational support, and employee performance in organizational change. By applying structural equation modeling (SEM) to the data from front-line employees of several units in China, this research tested the relationships among employee assistance programs, psychological contracts, perceived organizational support, and job performance using SPSS and AMOS. The results indicate that employee assistance programs positively affect job performance; psychological contracts and perceived organizational support play a mediating role between employee assistance programs and employee job performance (JOP). Our research suggests that an employee assistance program can optimize frontline employee assistance work, build a mechanism to stimulate frontline employees' psychological contracts, and create an organizational environment full of perceived organizational support. This study innovatively uses the structural equation model for quantitative research. In addition, most previous studies on EPA were based on a single variable, psychological contract, and POS were used as the main intermediary variables to explore the mechanism of their impact on job performance so as to enhance the explanatory power of employee job performance. Doi: 10.28991/ESJ-2024-08-05-018 Full Text: PDF

Assessing Depression, Anxiety, Perceived Stress, and Job Burnout in Hospital Medical Staff During COVID-19: A Cross-sectional Study in Hamedan, Iran, 2019

Background: The medical staff who fought on the front line against the COVID- 19 pandemic were more affected by its physical and psychological dangers than others. Objective: This study aimed to investigate the level of depression, stress, anxiety, and job burnout of the medical staff in the COVID-19 wards of Hamedan Hospitals. Methods: In this cross-sectional study, the study population consisted of all medical staff working in educational and treatment centers affiliated with Hamedan University of Medical Sciences in 2019, of which 173 were medical staff in COVID-19 wards, and 173 were medical staff included by systematic random sampling from other wards. Data were collected using a demographic information checklist, Beck Depression Inventory, Beck Anxiety Inventory, perceived stress scale, and Maslach Burnout Inventory. The data were analyzed with chi-square coefficient tests and one-way analysis of variance (ANOVA) with SPSS-22 software. Results: About 26.9% of medical staff in COVID-19 wards had high job burnout, significantly different from those in non-COVID-19 wards (p < 0.05). The incidence of depression was 67.5% among the medical staff in COVID-19 wards, including twenty-nine people (18.5%) with mild depression, forty-two (26.7%) with moderate depression, and thirtyfive (22.3%) with severe depression. Thirty people (19.1%) had mild anxiety, forty-three (27.4%) had moderate anxiety, and three (3.3%) had severe anxiety. In addition, the prevalence of perceived stress was 94.3%. A statistically significant difference was observed between depression, anxiety, perceived stress, and job burnout in the medical staff of COVID-19 wards and other wards (p < 0.05). Conclusions: Stress, anxiety, depression, and job burnout among staff working in COVID- 19 wards differ significantly from other hospital wards employees. In similar circumstances to this pandemic, paying extra attention to medical staff is essential due to their role and the effect of their health on society’s health.

Psychological and Physiological Changes in Firefighters Based on Roadside Flowerscape Models and Plant Colors

Background and objective: This study was conducted to examine the psychological and physiological changes in firefighters according to roadside flowerscape (RFS) models and color stimulation.Methods: EEG and ECG measurement was taken and a survey was conducted on a total of 30 firefighters with a mean age of 35.3 ± 9.4 years in Jeonju.Results: For the violet RFS among the four colors (white, yellow, pink, and violet) of the RFSs, RST(radio of SMR to theta), RSMT(ratio to mid beta to theta), RMT(ratio of mid beta to theta), RMB(relative mid beta power spectrum), and ASEF(spectral edge frequency of 50% alpha spectrum band), which is a comfort indicator, were the highest in all lobes, including the prefrontal lobe, a finding which was statistically significant. The radio of alpha to high beta (RAHB), an indicator of calm and relaxation, was the highest for the white flowerscape. As for the level of gardening activity, the higher the age, the higher the average monthly income and rank, and the longer work experience, the higher the average value. The stress level of firefighters was 46.7%, indicating the need for expert help. Among the four colors (white, yellow, pink, and violet) of the RFSs, the preference for the yellow flowerscape was the highest, and "pleasant" was also the most common emotion, a finding which was statistically significant. As for the correlation between loyalty to the RFSs and key variables, a positive correlation was found between loyalty and gardening activity level, while a negative correlation was found between loyalty and job burnout. By examining the effects of key variables, as well as demographic variables such as gardening activity level and job burnout on respondents' loyalty, a sense of calm was found to be the most influential variable.Conclusion: Based on these findings, it is expected that supporting the development of RFS models and improving a sense of calm and the level of gardening activities, which affect the loyalty of firefighters, who are high-risk workers, will reduce high stress levels and job burnout, and increase interest in plants and psychological and physiological relaxation effects.

Answering the call: Experiences of nurses of color during COVID-19.

In the years following the COVID-19 pandemic, issues such as high job demands, burnout, and turnover continue to influence the nursing workforce, with heavier impacts to marginalized groups. Understanding the work and life contexts of nurses of color can help guide strategies for workplace equity and meaningful support. This qualitative study explored the experiences of nurses of color in the United States during the pandemic, focusing on feelings about the profession and job decisions. The overarching theme was "answering the call," with subthemes of "COVIDshone a light," "being consumed by COVID,"and "is it worth it?"Participants shared how their racial identities shaped their perceptions and job decisions in positive and negative ways, noting how racism impacted many facets of their work and added to the stressors felt in the workplace and the community. Findings provide insight into the underrepresented perspectives of nurses of color and suggest strategies to eliminate racism in nursing.

Deconstructing Technostress: A Configurational Approach to Explaining Job Burnout and Job Performance

Understanding how technostressors lead to technostrain, such as high job burnout or low job performance, has become a core question in information systems (IS) research and practice. To unpack this relationship, we build on general systems theory to argue that the next step for technostress research is to go beyond examining the independent influences of technostressors and discuss how their interdependencies lead to technostrain. To illustrate our argument empirically, we use fuzzy-set qualitative comparative analysis (fsQCA) and identify four configurations of high- and low-intensity technostressors that lead to high job burnout and one that leads to low job performance. We show that three types of interdependencies among technostressors, i.e., complementarity, contingency, and substitution, form configurations that lead to technostrain. Within these configurations, high-intensity technostressors can mutually enhance their effects and low-intensity technostressors can buffer the impact of other high-intensity technostressors on technostrain. The results help to explain why organizational interventions that address independent technostressors may fail if they do not account for the interdependencies among technostressors. Our work provides evidence of the need to further develop theories that explain how and why interdependencies among technostressors lead to technostrain.

Work-family conflict among primary health workers during the COVID-19 pandemic: Its mediating role in the relationship between workload and job burnout.

This study explores the situation of workload, work-family conflict and job burnout among primary health workers in China in the context of COVID-19 and identifies the mediating effect of work-family conflict between workload and job burnout. Since the breakout of the COVID-19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work-family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. A cross-sectional study (STROBE) was used. Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work-family conflict between workload and job burnout. 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work-family conflict. Results of multiple regression analysis indicated that work-family conflict mediated the relationship between workload and job burnout. Workload (β = .163, CI = .207-.549) and work-family conflict (β = .211, CI = .311-.640) positively influenced job burnout, and workload (β = .428, CI = .375-.508) positively influenced work-family conflict. The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work-family conflict between workload and job burnout. Some interventions for alleviating workload, work-family conflict and job burnout should be taken, including workplace assistance programmes, family-friendly policies and a well-integrated healthcare system. This study does not involve patient or public contribution in any part. Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID-19, they have taken more work and are more vulnerable to work overload, work-family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance.

Latent profiles and transition of job burnout and their relationship with dispositional mindfulness and reappraisal among firefighters in China

The present study examined what, if any, patterns and changes in these patterns over time of job burnout among firefighters and their relationships with internal protective factors (i.e., dispositional mindfulness and reappraisal). A two-wave investigation (three-month interval; T1 and T2) was conducted with a sample of 334 Chinese firefighters. Latent profile analyses and latent transition analyses were applied to identify subgroups of job burnout and transitions of these patterns over time. Two latent profiles were identified based on job burnout characterized by emotional exhaustion, cynicism, and reduced personal accomplishment at T1 and T2, including a “low job burnout” group (LJB, 72.16 % and 61.38 %) and a “high job burnout” group (HJB, 27.84 % and 38.62 %). 24.25 % firefighters remained in the HJB, and 56.89 % remained in the LJB. 6.59 % firefighters in the HJB at T1 moved to the LJB at T2, and 12.28 % did the opposite. Firefighters were more likely to be classified in the LJB and to move from the HJB to the LJB with the improvement of dispositional mindfulness and reappraisal levels. These findings reveal the heterogeneity in job burnout among firefighters, and indicate that implementing mindfulness-based and emotional regulation training may prevent them from risk of job burnout.

Impacts of Job Demands on Turnover Intention Among Registered Nurses in Hong Kong Public Hospitals: Exploring the Mediating Role of Burnout and Moderating Effect of Pay Level Satisfaction

Background: High turnover rates and burnout are prevalent issues among registered nurses in public hospitals in Hong Kong. Pay level satisfaction is one of the crucial factors influencing organisational and professional turnover intention. Understanding whether pay level satisfaction can mitigate the negative impact of burnout on turnover intention can provide insights into the role of financial rewards in employee retention.Objective: This study aims to evaluate the relationship between job demands and turnover intention among registered nurses in Hong Kong public hospitals. Additionally, it seeks to examine the mediating role of burnout and explore the potential moderating effect of pay level satisfaction on the relationship between burnout and turnover intention.Methods: The study was a cross‐sectional online survey of public hospital staff in Hong Kong. A total of 502 registered nurses who had worked at their employing facility for at least 6 months participated in this cross‐sectional survey. Study variables included work overload, job stress, work–family conflict, family–work conflict, conflict with other nurses, burnout, pay level satisfaction and turnover intention. The collected data were analysed using bivariate Pearson correlation analysis and mediated moderation analysis with the PROCESS macro in SPSS 28.0.Results: Burnout mediated the relationship between job demands, including work overload, job stress, work–family conflict, family–work conflict and conflicts with nurses, and organisational and professional turnover intention. Pay level satisfaction did not exert a moderating influence on the relationship between job demands and turnover intention through burnout mediating this relationship.Conclusions: The importance of addressing job stress and burnout to mitigate turnover intention and promote nurse retention is underscored. Contrary to expectations, pay level satisfaction did not buffer the negative impact of job demands on turnover intentions via burnout. This suggests that compensation alone may not be sufficient to offset the detrimental effects of high job demands and burnout on nurses’ intention to leave their jobs or the profession. Further research is warranted to explore potential moderators that may influence the relationship between job demands and turnover intention.

Eustress, Employee Job Burnout Syndrome and Productive Performance in the Madura Herbal Industry

Herbal products require employees to maintain cleanliness and product quality, while on the other hand, the demand for herbal products has implications for increasing workloads and becoming stressors for employees. Efforts to optimize employee productivity and performance can be carried out by the company by revitalizing employee performance so that they remain productive. The novelty in this study is a combination of work productivity and performance dimensions that produce five indicators, namely work quality, work quantity, task performance, contextual; performance, and adaptive to timeliness. This study aims to identify the factors that affect the productive performance of employees. This study uses a quantitative approach with a questionnaire as primary data, which is analyzed using multiple linear regression analysis with testing using SPSS version 16 for Windows. The research population is the herbal family business employee in Madura. With the cluster sampling technique, 100 employees were obtained from 4 research locations in Bangkalan and Pamekasan. The results showed that eustress can increase the productive performance of employees. Meanwhile, high job burnout reduces the productive performance of employees.
 Keywords—Eustress; Job Burnout; Productive Performance

The influence of nurse managers’ authentic leadership style and work environment characteristics on job burnout among emergency nurses

Background: Emergency nurses experience excessive workloads and high job burnout. Limited evidence exists exploring the role of authentic leadership and nurse work environment on job burnout among emergency nurses. Objective: To assess the influence of nurse managers’ authentic leadership and nurse work environment on job burnout among emergency nurses. Methods: A cross-sectional study was conducted among 160 emergency nurses working in six hospitals in the Sultanate of Oman. The Maslach Burnout Inventory, Authentic Leadership Questionnaire, and the Practice Environment Scale of the Nursing Work Index were used to assess study variables. Results: Of the 233 distributed surveys, 160 emergency nurses responded resulting in a response rate of 69%. More than two thirds of emergency nurses (72.1%) reported high levels of burnout. Authentic leadership and a favorable work environment were significantly associated with lower job burnout. Nurse managers’ transparency (β = - 0.481, p = 0.031), ethical/moral conduct (β = - .408, p = 0.043), managerial ability and support (β = - 0.497, p = 0.018), and adequate staffing and resources (β = -.068, p = 0.028) were all associated with lower job burnout. Conclusions: Results suggest the importance of providing effective leadership, adequate support to staff, maintaining optimum staffing and resources, and developing nurse managers' authentic leadership to reduce nurses’ job burnout.

Impact of long working hours on depressive symptoms among COVID-19 frontline medical staff: The mediation of job burnout and the moderation of family and organizational support.

During the COVID-19 pandemic, the frontline medical staff faced more workload and heavier physical and mental stress, which increased their job burnout and negative emotions. However, little is known about the potential factors mediating and moderating these relations. This study investigates the association between long working hours and depressive symptoms among frontline medical staff in China, and explores the potential mediating effect of job burnout, and moderating effect of family and organizational support on these associations. Data of 992 frontline medical staff who participated in the prevention and control of COVID-19 was obtained from the online survey conducted in November to December 2021 in China. Depressive symptoms were evaluated using the Patient Health Questionaire-9 (PHQ-9). Moderated mediating model was employed to understand the relationship between long working hours (X), depressive symptoms (Y) mediated through job burnout (M), moderated by family support (W1) and organizational support (W2), while controlling all possible covariates. 56.96% of participants worked more than 8 h per day. 49.8% of them had depressive symptoms (PHQ-9 ≥ 5) and 65.8% experienced job-related burnout. Long working hours was positively associated with depressive symptoms score (β = 0.26, 95% CI:0.13 ~ 0.40). Mediation analyses revealed that job burnout significantly mediated this relationship (indirect effect = 0.17, 95% CI: 0.08 ~ 0.26). Moderated mediation further indicated that both two interactions of social support (family support W1, organizational support W2) and job burnout were negatively related to depressive symptoms among frontline medical staff, indicating that higher social support being less job burnout with lower depressive symptoms. Longer working hours and higher job burnout may contribute to worse mental health among frontline medical staff. Social support could buffer the detrimental effects by reducing their job burnout. The main contribution of this study was to estimate the negative effect of long working hours on depressive symptoms among frontline medical staff and explore the potential mediating role of job burnout and moderating role of social support on these associations.

Burnout Risks among Salespersons Under Job Demand and the Mediating Role of Abusive Supervision.

Context:Salespersons in privately held retail textile shops face physical, emotional, and mental stresses, and most supervisors are untrained and abusive. These stresses may cause salesperson burnout.Aims:To determine the effect of abusive supervision on the connection between job demands and job burnout.Setting and Design:A cross-sectional study.Materials and Methods:The job demand is measured using the Copenhagen psychosocial questionnaire. To assess abusive supervision, we used an eight-item scale from Tepper, and the burnout measures questionnaire was used to measure job burnout.Statistical Analysis Used:Direct, indirect, and total effects of variables were analyzed using SPSS Process Macro.Results:Indirect effect showed that the association between job demand and job burnout was mediated by abusive supervision: β = 6.3151, P < 0.001, bootstrap 95% confidence interval (CI) (5.6515, 7.0307). Direct effect between job demand and job burnout β = 1.5382, P < 0.001, bootstrap 95% CI (7.2254, 8.4812).Conclusions:High job demand and job burnout are prevalent among salespersons, and abusive supervision ignites the burnout syndrome of salespersons.

Job burnout is associated with slow improvement of quality of life in the employees after a first episode of acute coronary syndrome: A hospital-based longitudinal study in China

ObjectiveThis study investigated the association between job burnout and quality of life (QoL) after acute coronary syndrome (ACS) in a Chinese sample. MethodsThis was a one-year longitudinal study. Participants included patients with a first episode of ACS who were still employed. The Copenhagen Burnout Inventory (CBI) assessed job burnout before discharge, and QoL was assessed using the Medical Outcome Study 8-Items Short Form Health Survey (SF-8) and the Seattle Angina Questionnaire (SAQ) before discharge (baseline), at one month, six months and 12 months after discharge. Generalized estimating equations determined the association between job burnout and longitudinal changes of QoL. ResultsAll participants were assigned to either a “low job burnout” group (n = 70) or a “high job burnout” group (n = 50), based on the upper quartile of job burnout scores. Longitudinally over 1-year follow-up period, the scores of the SF-8 and SAQ among patients with a high level of burnout were lower than those in the low job burnout group. Job burnout was significantly associated with lower physical and mental health (SF-8), as well as greater physical limitation and lower treatment satisfaction (SAQ) over time. ConclusionJob burnout at baseline predicted slow improvement of QoL after ACS in a Chinese working sample.

Regulatory emotional self-efficacy as a mediator between high-performance work system perceived by nurses on their job burnout: a cross-sectional study

ABSTRACT The purpose of this study was to explore the correlation between the perception of high performance work system (P-HPWS) and job burnout of nurses, further to detect the mediating effect of regulatory emotional self-efficacy (RES). From November 2019 to January 2020, a cross-sectional survey on working nurses was conducted in 5 hospitals in Lanzhou, China. A total of 1266 nurses were investigated. Demographics and perception of high performance work systems, job burnout, and RES were collected. The data were statistically processed using correlation analysis, multiple linear regression analysis, and a test of mediated moderation. The P-HPWS was significantly negatively correlated with job burnout (P < 0.01). The RES played a mediating effect between the perception of HPWS and job burnout. The results support the important role of P-HPWS in the remission of job burnout, and the hospital can improve its management by implementing and perfecting the HPWS. Abbreviations: P-HPWS: Perceived high-performance work system; RES: Regulatory emotional self-efficacy; POS: Perceived self-efficacy in expressing positive emotions; ANG: Perceived self-efficacy in managing anger/irritation; DES: Perceived self-efficacy in managing despondency/distress.

The impact of the second victim's experience and support on the career success of psychiatric nurses: The mediating effect of psychological resilience.

We explored the mediating role of psychological resilience in the experience and support of psychiatric nurses as the second victims and their career success. Psychiatric nurses, as the primary victims of workplace violence, experience physical and psychological distress, which leads to high resignation rate and job burnout. However, not much is known about the mediating role of psychological resilience between the second victims of workplace violence and their career success. A cross-sectional study was conducted among 683 psychiatric nurses. The participants were scored according to the Chinese career success scale, Chinese version of the psychological resilience scale for nurses and Chinese version of the second victim experience and support tool. The t-test and one-way analysis of variance were used to compare the factors affecting career success. Career success scores differed among nurses of different ages having different employment forms, role and working years (p < .05). Mediating effect analysis revealed that psychological resilience played a full mediating role in the experience and support of second victims and their career success. Psychological resilience-based interventions should be developed to improve the psychological adjustment ability of psychiatric nurses and to strengthen their career success. Nursing managers should create more opportunities and a harmonious working environment and enhance the management system for dealing with workplace violence.

Teacher empathy and students with problem behaviors: Examining teachers' perceptions, responses, relationships, and burnout

AbstractManaging students' problem behaviors in the classroom is a difficult challenge for many teachers. A teacher's ability to empathize with students' perspectives and life experiences could impact their approach to the student's problem behaviors; however, few previous studies examine teacher empathy. This study adapted an existing empathy measure to assess educators' cognitive and affective empathy for students. Participants were elementary school teachers (N = 178) who reported on their levels of empathy and completed measures of teacher‐student relationships, student behaviors, and approaches to handling behaviors for their self‐reported most challenging student. Results indicated the adapted measure reliably assessed teachers' cognitive empathy and an affective form of empathy characterized as empathic distress (experiencing personal distress from others' distress). Teachers higher in cognitive empathy reported more positive mindsets about student behavior, greater competence in handling problem behaviors, increased use of effective problem‐solving strategies, greater relationship closeness, and lower levels of job burnout. Teachers high in empathic distress showed largely opposite findings, with more negative misbehavior mindsets, greater relationship conflict, less competence, fewer problem‐solving strategies, and higher job burnout. These findings have implications for supporting teachers to effectively intervene and build positive relationships with behaviorally challenging students.

High Job Burnout Predicts Low Heart Rate Variability in the Working Population after a First Episode of Acute Coronary Syndrome.

(1) Background: Job burnout may affect the prognosis of patients with acute coronary syndrome (ACS) through mechanisms involving heart rate variability (HRV). However, no study has yet examined those potential associations. Hence, we conducted the present study to investigate this issue. (2) Method: Participants included patients who presented with a first episode of ACS and who were employed. The Copenhagen Burnout Inventory (CBI) was used to assess job burnout. Twenty-four-hour ambulatory electrocardiography recorded HRV on four occasions, i.e., during the hospitalization and follow-ups at one, six, and 12 months, respectively. (3) Results: A total of 120 participants who at least completed three Holter examinations throughout the study were enrolled in the final analysis. Job burnout scores at baseline were inversely associated with LnSDNN, LnTP, LnHF, LnLF, LnULF, and LnVLF during the consequent one-year follow-up. Each 1 SD increase in job burnout scores predicted a decline ranging from 0.10 to 0.47 in the parameters described above (all p < 0.05), and all relationships were independent of numerous confounders, including anxiety and depression. (4) Conclusion: High job burnout predicted reduced HRV parameters during the one-year period post-ACS in the working population.

Can configurations of motivation and extraversion attenuate job demands-job burnout bond?

PurposeRecent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to create healthier workplaces. This study aims to explore how five types of motivations (extrinsic motivation-social, extrinsic motivation- material, introjected, identified and intrinsic motivation), in combination with extraversion trait influence the impact of job demands on job burnout.Design/methodology/approachThis study adopted a set-theoretic approach named fuzzy-set qualitative comparative analysis to analyze the data collected from 84 employees working in an research and development department of a public organization.FindingsFindings revealed two distinct configurations. First, the absence of intrinsic and identified motivations lead to job burnout if extraverted participants suffer from high job demands. Second, non-extraverted participants reported high job burnout in the presence of high job demands, although all five types of motivations drove them.Practical implicationsThis study suggests managers need to consider personalized preventive actions, depending on the level of extraversion trait when they try to motivate their employees who are dealing with high levels of job demands.Originality/valueThe emerging trend in social science suggests adopting linearity assumptions to study social phenomena is inconsistent with the reality of human behavior. Thus, this study used fuzzy-set qualitative comparative analysis to examine the complex interplay among all five types of motivations, extraversion trait, job demands, which contribute to burnout.

The Role of Psychological Empowerment in Reducing Job Burnout Among Police Officers: A Variable-Centered and Person-Centered Approach

The study aimed to assess the effect of psychological empowerment on burnout from variable-centered and person-centered perspective. Based on 363 questionnaires from police officers in China, the results of this study indicate that when police officer feel higher level of psychological empowerment, job burnout can be decreased among Chinese police officers. From the person-centered perspective, this study used latent profile analysis method to divide three different job burnouts, including low job burnout, moderate job burnout, and high job burnout. Police officers with a high level of emotional exhaustion were more likely to have the high job burnout profile compared with the other two job burnout profiles. Police officers with a low level of depersonalization and reduced personal accomplishment were more likely to have the moderate and low job burnout profile compared with others. Different job burnout profiles can be impacted by psychological empowerment.

Study on the relationship between job stress, job burnout and turnover intention of nurses in the operating room of a provincial top three hospital

Objective: To explore the relationship between job stress, job burnout and turnover intention of operating room nurses in a tertiary hospital in Shandong Province. Methods: From January 2016 to January 2019, the operating room nurses with an average daily operation volume of more than 200 operating rooms in a tertiary hospital in Shandong Province were selected as the research objects. The work pressure, job burnout and turnover intention of nurses were investigated with the Chinese nurses' job stressor scale, job burnout table and turnover intention table. Pearson related factors were used to analyze job stress, job burnout and turnover intention Multivariate logistic regression was used to analyze the factors influencing turnover intention. A total of 98 questionnaires were distributed and 98 questionnaires were returned, with a recovery rate of 100%. Results: The average score of job stress, job burnout and turnover intention were 85.49±5.42, 36.17±3.52 and 14.99±3.32, respectively. There were differences in the scores of work stress among different age, working years, education background and establishment groups (P<0.05) . The scores of job burnout among nurses with different working years, education background, professional title, salary and establishment were different (P< 0.05) ; the scores of turnover intention of nurses in different age, working years, professional title, salary and establishment group were different (P<0.05) ; salary, job burnout and occupational pressure were the influencing factors of turnover intention (P<0.05) . Conclusion: The operating room nurses have high work pressure and job burnout is an important factor leading to high turnover intention.