Hospital Jobs Research Articles

Professional values, ethical climate and job satisfaction of nurses and their selected sociodemographic and occupational characteristics

AimTo explore the relationship of selected socio-demographic and occupational characteristics of nurses and their level of professional values, hospital ethical climate and job satisfaction.MethodsCross-sectional study was conducted among 388 Polish nurses from the spring of 2021 to winter of 2023, in the eastern part of Poland; and followed by Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Four research tools were used to collect data together with questionnaire for socio-demographic and occupational characteristics.ResultsProfessional values such as activism correlate negatively with religious beliefs (Z = −1.789; p = 0.044), this means that nurses who are more involved in professional change activities are likely to be less associated with religious beliefs. A positive correlation was observed between the Ethical Hospital Climate Survey subscale—peer relations and nurses’ education level (H = 5.638; p = 0.048), indicating that a higher education level was associated with better relationships with colleagues at work. A negative relationship was identified between nurses’ external job satisfaction and their marital status (Z = −1.958; p = 0.040), that is, married nurses feel less satisfaction with the external aspects of their jobs than their single colleagues.DiscussionThese findings underscore that medical staff management should take into account both sociodemographic factors [e.g., age, education, place of residence, marital status, religious beliefs, as well as professional factors (working hours, qualification course, etc.)] that affect nurses’ professional values, job satisfaction and the ethical climate of the hospital. These underscore the need to adapt management strategies to the individual needs of employees, which can contribute to improving working conditions in healthcare facilities.Data collection toolThe data collection tool consists of four sections.DemographicsCollected background and demographic information.Nurses’ professional values scale (NPVS-3)Assessed professional values among nurses.Hospital ethical climate survey (HECS)Assessed hospital ethical climate among nurses.Minnesota satisfaction questionnaire-short form (MSQ-SF)Assessed job satisfaction levels among nurses.

Nurses’ Generational Differences of Burnout and Turnover Risk

This study aimed to determine the impact of nurse generation on (a) turnover risk factors (low meaning/joy in work, low resilience, high occupational fatigue, high burnout) and (b) turnover intentions before and during the COVID-19 pandemic. Survey methods were used to compare two samples of hospital nurses who completed online surveys in 2017 or 2021. The results were compared on burnout and turnover risk by generation. Results indicate that in 2017, high acute fatigue and low inter-shift recovery differed by nurse generation, with Baby Boomers (Boomers) being the least affected. Additionally, Boomers were the least likely to report a likelihood of leaving the hospital within 6-12 months. However, in 2021, Millennial nurses experienced significantly higher levels of low meaning and joy in work, low resilience, high acute fatigue, low inter-shift recovery, and high burnout than Generation X (GenX) and Boomers. Millennials were the most likely generation to report turnover intention. This leads to the conclusion that the pandemic may have worsened the work experience of millennial nurses and increased their risk of leaving hospital jobs and the profession.

The Existence-Relatedness-Growth Theory for Job Satisfaction and Motivation of Greek National Healthcare Service Employees in the Context of Severe Financial Constraints.

The hospital environment is often quite complicated due to interdisciplinary workflow procedures and multitasking staff, which are exacerbated during periods of economic crisis. This study aimed to examine the motivation and job satisfaction factors of Greek National Healthcare Service (NHS) employees in relation to the Existence-Relatedness-Growth (ERG) theory of motivation during a period of severe financial constraints. A cross-sectional study was conducted in three public hospitals in Greece from 2018 to 2019, utilizing a survey tool to measure the factors of motivation and job satisfaction among Greek NHSemployees. The study also aimed to identify the most relevant motivational theory applicable to the complex Greek hospital environment. Exploratory factor analysis (EFA) was employed to extract the structural factors of the survey tool, and analysis of variance (ANOVA) was used to identify statistical differences between the means of three or more independent groups. A sample of 363 Greek NHS employees participated in this study. Statistically significant differences were detected between hospital units and job satisfaction factors, as well as between the functions of hospital clusters and job positions. Specifically, managerial staff presented higher levels of job satisfaction, while nursing staff had the lowest scores in terms of psychological contracts when compared to medical and administrative staff. This study demonstrated that job satisfaction in Greek public hospitals, in a context of severe financial constraints, was mainly driven by strong interpersonal connections and employee trust in management, despite significant cuts in salaries, staff numbers, and hospital budgets.

Employment Requirements for IBCLCs: An Analysis of Job Postings

Objectives:The International Board of Lactation Consultant Examiners (IBLCE) sets strict criteria for the IBCLC credential. While all IBCLCs meet rigorous criteria, including specified health sciences background requirements, employers may require an IBCLC to have an additional credential. This practice may limit the availability of IBCLCs. The aim of this study was to determine what qualifications employers prefer or require for lactation care professionals.Methods:Three job posting websites in the United States were reviewed throughout the summer of 2022 for lactation consultant postings. During the study period, 448 unique lactation consultant job postings were identified.Results:Overall, 76% of job postings required an additional credential beyond the IBCLC, and there was a statistically significant preference for registered nurses (RNs;p< .005). This trend held true for inpatient hospital jobs specifically (p< .005). Public health jobs had a statistically significant preference for no additional credential (p< .005).Conclusions:According to the IBLCE, all IBCLCs are equally prepared to provide clinical lactation care. Employers, especially those with inpatient facilities, who require an IBCLC to be an RN are placing an additional barrier on the availability of qualified lactation professionals. Further research should explore the reasons behind these additional qualifications and the impact on the quality of lactation care provided.

I Was Merely a Brick in the Game: A Qualitative Study on Registered Nurses’ Reasons for Quitting Their Jobs in Hospitals

The aim was to explore why registered nurses (RNs) in Sweden choose to quit their jobs in hospitals, also in relation to experienced patient safety. Previous research has shown that nurse turnover, especially in hospital settings, is a serious challenge for society and health care globally. Insufficient staffing of RNs is linked to poorer patient outcomes and a general patient safety at risk. It is, therefore, important to continually explore how nurses describe their reasons for quitting their jobs. The study was conducted using a qualitative descriptive design, based on 11 semistructured interviews with RNs. The analysis generated four categories describing the results: Feeling that the profession is not valued; Psychological and physical symptoms related to work; An insufficient and unsupportive organization; and Unsatisfying leadership and teamwork. Specifically, the RNs participating in this study described a range of reasons for quitting, where the feeling of not being valued and treated as a respected and autonomous profession was a common thread throughout the results. RNs experienced that, overall, the insufficient work conditions, also resulting in lower patient safety, ultimately led to their decision to quit. The findings highlight the crucial need for employers to develop working conditions for RNs, to make sure that the profession is valued according to professional standards and provide the potential for autonomous nursing practice. To reduce nurse turnover, and instead attract and retain nurses, leadership and management in nursing need to be adjusted to meet the demands of a modern academic profession.

Quality of Work Life among Nurses Working in Secondary Level Hospitals in Bangladesh

Background: Nurses play a crucial role in the healthcare delivery system. The phrase "quality of work life" (QWL) describes the range of elements that affect how successfully nurses can balance their personal and professional lives.Objective: To assess the level of quality of work life among nurses working in secondary-level hospitals in Bangladesh.Materials and Methods: To assess the quality of the work-life balance, a cross-sectional study including 232 nurses working in secondary-level hospitals was carried out from January to December 2022. The WALTON QWL scale was used to construct the questionnaire.Results: The QWL score average was 126.0±9.3. About two-thirds of the nurses (71.1%) among them reported moderate QWL. The nurses' QWL was statistically significant when considering their recent night shifts, their capacity to eat at the proper times, their ability to spend time with friends and family, their conflicts with coworkers, and their conflicts with doctors (p˂0.05). The majority of nurses who worked night shifts in the past month (75.1%) reported having moderate QWL, which included being able to take breaks during work hours (66.7%), experiencing sudden changes in the shift schedule (68.2%), not being able to eat at the right time (79.6%), not having many opportunities to spend time with family and friends (81.85), and having conflicts with coworkers (84.1%) and doctors (87.5%).Conclusion: The study revealed that most of the nurses experienced moderate levels of QWL. The prevalence of QWL among nurses may have affected patient care, satisfaction with care, increased medical errors, and decreased overall hospital job efficiency. Enhancing nurses' QWL will help to raise the standard of nursing care given to patients at all levels and, as a result, increase their productivity. KYAMC Journal Volume: 14, No: 03, October 2023: 151-157.

The speed of Sars-CoV-2 infection in employees of an academic hospital before vaccine acces

Objective. Study aimed to estimate the speed of SARS-CoV2 infection according to healthcare workers’ jobs at hospital. Methodology. A prospective cohort study was conducted. The ANOVA procedure was used to evaluate the differences among three different hospital job types and the Kaplan-Meier procedure to estimate the median speed of infection. Results. There was difference between the frequency of Sars-CoV-2 infection between women’s cumulative incidence rate of 27.7% compared to that of men at 22.3%, Chi2 = 4.24 DF = 1, p = 0.04. The average age of the three work groups (Clinicians, administrative staff, and maintenance workers) showed also difference (F Snedecor = 19.2 DF = 2, p = 0.000). There was no statistically significant difference regarding the speed of SARS-CoV-2 infection according to sex (Log Rank = 0.02 DF = 1, p = 0.89). In addition, there was no difference regarding the speed of infection according to the hospital job performed (Log Rank = 3.74 DF = 2, p = 0.15). Conclusions. Infection tends to be more frequent among women. There is no difference in infection speed among sexes, nor among jobs performed. Infection prevention measures must be reinforced, to avoid contagion and prevent its spread within the hospital.

Changes in the rate of bacillus tuberculosis infection in health workers in the first year of the COVID-19 epidemic in Kashan- Iran

ObjectiveThis cohort study aimed to determine the prevalence and risk factors of latent tuberculosis infection among healthcare workers during the COVID-19 pandemic. MethodsA one-year cohort study was conducted in a referral hospital in Kashan, involving 176 medical, educational, and cleaning personnel. Initial evaluations and tuberculin skin tests were performed, followed by a one-year follow-up period. Data were analyzed using SPSS version 26 software. ResultsAmong the participants, 26.1% (46 individuals) tested positive for latent tuberculosis infection. Age was a significant risk factor, with a 3.6% increase in latent tuberculosis infection risk with each advancing year. Men had 2.19 times (1.10–4.35) the chance of having a latent infection compared to women. Hospital staff were 3.7 times more at risk of tuberculosis infection than students. Among the hospital job categories, nursing assistants had the highest chance of tuberculosis infection, 6.77 times higher than medical students, followed by cleaning staff and nurses. The ICU, General, and Obstetrics and Gynecology departments had an infection chance of 2.46 (1.11–5.46) compared to other departments. No new positive cases were detected during the follow-up period. ConclusionThis study contributes to the understanding of latent tuberculosis infection prevalence and its risk factors among healthcare workers during the COVID-19 pandemic. The findings highlight the importance of infection control measures and targeted interventions to protect healthcare workers from occupational tuberculosis exposure.

Exploring the Reasons for Dissatisfaction of Nurses Working in Psychiatric Wards: A Qualitative Study

Objectives: This study sought to learn more about psychiatric nurses’ experiences working in Iraq because it has been reported that the field of mental health nursing is challenging and has low job satisfaction. Methods: This research is a qualitative study and draws on lived experience conducted on 24 nurses working at Al-Rashad a special hospital in Baghdad that included psychiatric wards selected via purposeful sampling in, 2021-2022. Data were gathered using smartphone-recorded interviews. The seven steps of Colaizzi’s data analysis were used by Husserlian phenomenology. To aid in the bracketing and reflection process, each nurse’s interview was verbatim recorded, along with their thoughts, feelings, and past experiences in this hospital. Results: Three themes were identified as the root reasons for participants’ dissatisfaction (DSS) with their jobs in mental hospitals; insufficient training for providing psychiatric treatment, a negative reputation for psychiatric nurses in the public, and concerns of nurses. These findings were collected during the interview sessions, and notes and ideas were classified and assorted. Analysis of the qualitative data provided insights into the barriers to psychiatric nurses’ satisfaction. Discussion: The present research contributes to the experiences of clinical nurses concerning clinical intervention and care processes in Iraqi psychiatric hospitals. Confrontation of mental patients by nurses in the work environment remains crucial. The findings emphasize the importance of listening to psychiatric nurses and considering how the name of the hospital and patient type and contexts affect nursing satisfaction. Understanding the challenges in the nursing workplace has increased the quality of care providers and satisfaction in the nursing and psychiatric field.

The relationship between moral distress, burnout, and considering leaving a hospital job during the COVID-19 pandemic: a longitudinal survey

BackgroundPrevious research suggests that moral distress contributes to burnout in nurses and other healthcare workers. We hypothesized that burnout both contributed to moral distress and was amplified by moral distress for hospital workers in the COVID-19 pandemic. This study also aimed to test if moral distress was related to considering leaving one’s job.MethodsA cohort of 213 hospital workers completed quarterly surveys at six time-points over fifteen months that included validated measures of three dimensions of professional burnout and moral distress. Moral distress was categorized as minimal, medium, or high. Analyses using linear and ordinal regression models tested the association between burnout and other variables at Time 1 (T1), moral distress at Time 3 (T3), and burnout and considering leaving one’s job at Time 6 (T6).ResultsMoral distress was highest in nurses. Job type (nurse (co-efficient 1.99, p < .001); other healthcare professional (co-efficient 1.44, p < .001); non-professional staff with close patient contact (reference group)) and burnout-depersonalization (co-efficient 0.32, p < .001) measured at T1 accounted for an estimated 45% of the variance in moral distress at T3. Moral distress at T3 predicted burnout-depersonalization (Beta = 0.34, p < .001) and burnout-emotional exhaustion (Beta = 0.38, p < .008) at T6, and was significantly associated with considering leaving one’s job or healthcare.ConclusionAspects of burnout that were associated with experiencing greater moral distress occurred both prior to and following moral distress, consistent with the hypotheses that burnout both amplifies moral distress and is increased by moral distress. This potential vicious circle, in addition to an association between moral distress and considering leaving one’s job, suggests that interventions for moral distress may help mitigate a workforce that is both depleted and burdened with burnout.

Effects of Absenteeism in Nursing Profession

Absenteeism might be a sign of management problems, like low employee morale or a toxic workplace. The nurses' frequent absences from work ultimately have an impact on the hospitals' ability to deliver high-quality treatment due to the workload placed on the other personnel. Objective: To find out the effects of absenteeism in nursing profession. Methods: A descriptive cross sectional study was conducted at DHQ Hospital Muzaffargarh. The population of current study was 120 registered nurses working in different wards of hospital. The inclusion criteria of currents study were the nurses having at least 1-year experience and have permanent job in hospital. Data were collected through structured questionnaire. It has two parts. 1st part consisted of demographic information and 2nd part consisted of factors contributing to absenteeism. Data were entered and analyzed by using SPSS 25.0. Results: Total 120 nurses were enrolled in current study the mean age of participants were 41.0±3.24 and they had 3.2±2.21 years of experience. Majority of nurses were females (103) and married (87) and lived in rural area (86). The most common factor of absenteeism in increased work load 52(43.3%), managerial issues 51(42.5%), lack of motivation 47(39.1%), favoritism among nurse’s staff by higher authorities 44(36.6%) and not willing to accept allocated duties 39(32.5%). Conclusions: The main reasons for absence, according to a recent research, are lack of interest, high workload, stress, and family issues. By addressing staff members' issues, nurse managers can lower absenteeism.

Structural and Psychological Empowerment in Explaining Job Satisfaction and Burnout in Nurses: A Two-Level Investigation

Aim. The aim of the study was to test a two-level model of the relationships between structural empowerment in a hospital department and job satisfaction and burnout in nurses. We tested whether psychological empowerment is a mediator of these relationships. Background. We drew on empowerment theory to examine whether psychological empowerment mediates the association between organizational-level structural empowerment and nurses’ job satisfaction and burnout at the individual level. The proposed two-level model takes into account the effect of both contextual and individual factors on individual nurse’s job satisfaction and burnout. Methods. The study was conducted in 29 public hospital departments and included 309 participants employed as nurses or midwives. To analyze the results, we applied multilevel modeling and cross-level mediation analysis, with nurses as Level 1 and hospital departments as Level 2. Results. Structural empowerment at the hospital department level is positively related to nurses’ individual sense of competence and autonomy, namely, to their psychological empowerment. Structural empowerment is also positively related to job satisfaction and negatively related to burnout in nurses. Psychological empowerment is a mediator between structural empowerment and nurses’ job satisfaction as well as two dimensions of burnout: exhaustion and disengagement from work. Conclusions. These findings suggest that psychological empowerment is an underlying mechanism that may explain why structural empowerment in the hospital department is positively related to job satisfaction and negatively related to burnout in nurses. This has implications for theory by extending the multilevel nomological network of the constructs and for management practice by highlighting the role of structural empowerment for work design in public health institutions. Implications for Nursing Management. The results indicate that structural and psychological empowerment can play a significant role in creating supportive workplace conditions in hospitals. Organizing nurses’ work in a way that empowers them promotes their sense of competence and autonomy, which in turn promotes their job satisfaction and reduces burnout.

Containing Contagion in a Garrison State

Containing Contagion in a Garrison State

Psychological impacts of the COVID-19 on health care providers.

Psychological distress, functional impairment, reduced quality of life, and subjective well-being were the most common negative psychological effects during the COVID-19 outbreak. The present study was to investigate the impact of job stress, hospital resources, and fear of infection on job burnout of medical staff in Iran during the Covid-19 pandemic. In this cross-sectional study, 223 hospital staff from several public and private hospitals in Tehran and Mazandaran provinces, selected through convenience sampling. The questionnaire included the validated "Maslach Burnout Inventory (MBI)", "job stress scale (Parker and DeCotiis, 1983)", and the questions about "hospital resources", and "fear of infection" developed by the researcher wereused to collect data. Data were analyzed by correlation and regression methods using SPSS software. The results revealed that there was a significant difference in the scores on the burnout scale, in the dimension of emotional exhaustion, but the differences were not significant in the dimensions of depersonalization and self-accomplishment. Also, job stress and fear of infection significantly correlated with job burnout in the dimensions of emotional exhaustion and personal-accomplishment. However, the correlation between the adequacy of hospital resources and job burnout in these two dimensions was not significant. None of the three variables of the study showed a significant correlation with the dimension of depersonalization. It is essential to consider the package of psychological interventions which, primarily includes finding the sources of stress to resolve them through stress management programs, based on education and training in stress coping and management strategies.

Using Rural Hospital-Wide Voices for Calls to Action

Objective: To utilize Trego County-Lemke Memorial Hospital (TCLMH) employee confidential survey perceptions obtained in April, July, and October yearly to decipher needed hospital environment, job satisfaction, and/or ethical standards for systematic, organizational quality improvement projects. Methodology: Following survey deployment and analysis, organizational change projects will be selected and implemented by transformational leaders. Results: Pending project implementation. Plan is to use a longitudinal, mixed methods, convergent parallel design to analyze employee aggregated Likert-type survey data using SPSS © ANOVA, and open survey comments will adhere to qualitative Thematic Analysis using Dedoose©. Conclusion: This project will implement transformational employee leadership to systematically address or improve employee reported hospital concerns.

Willingness of receiving influenza vaccine and its influencing factors among health care workers in Yangtze River Delta region from 2020 to 2021

Objective: To analyze the willingness of receiving influenza vaccine and its influencing factors among health care workers (HCWs) in Yangtze River Delta region from 2020 to 2021. Methods: Convenient sampling method was adopted. From July 2020 to March 2021, 76 hospitals in Jiangsu, Zhejiang, Anhui and Shanghai provinces were selected according to the hospital level and job position, and a questionnaire survey was conducted on the willingness of receiving influenza vaccination. Logistic regression model was used to analyze the influencing factors of vaccination intention. Results: A total of 1 332 HCWs were investigated, with a ratio of male to female about 1∶3.2, and the length of working years was (15.07±9.75) years. A total of 614 HCWs had received influenza vaccine in 2019, with a vaccination rate of 46.09%. About 63.21% (842/1 332) of HCWs were willing to be vaccinated with influenza vaccine. The results of binary logistic regression analysis showed that the willingness of receiving influenza vaccine among HCWs in primary hospitals was higher than that in secondary hospitals (OR=0.573) and tertiary hospitals (OR=0.357). The willingness of HCWs who had received influenza vaccine in 2019 was higher than that of HCWs who had not received influenza vaccine (OR=0.226) and had unknown history of influenza vaccination (OR=0.228). The willingness of HCWs in departments of prevention, health care and infection was higher than that in departments of pre-examination, outpatient, emergency, pediatrics and respiratory (OR=1.670). Conclusion: The willingness of receiving influenza vaccination among HCWs in Yangtze River Delta region is high, but it is still lower than that in developed countries. It is necessary to strengthen publicity and education to improve the influenza immunization level of HCWs.

The characteristics of a nurse’s job in a cardiology day hospital

The characteristics of a nurse’s job in a cardiology day hospital

Managing the performance of health activities by following the example of Bloom's cognitive domain model to achieve patient safety

The researcher is trying to evaluate the performance management of health activities by developing the steps of the Bloom model for the cognitive domain to evaluate various health activities, as a purposeful scientific contribution in the time of the deadly epidemic Corona and its subsequent generations - that model that focuses on the level, description and actions that can be used in knowledge, understanding, application, analysis, installation and evaluation of the activity health in hospitals. The various health activities in hospitals were categorized according to what was reported by Bloom, as he answers the research problem that emerged through the researcher’s observation of the lack of experimentation attempts in our hospitals or the initiative towards evaluating health performance according to a creative model, as the five famous performance measurement models in measuring jobs in hospitals were reviewed.&#x0D; In measuring jobs in hospitals, it is one of the attempts that have been applied in some hospitals in the world, consisting of a series of multiple indicators to be able to monitor and monitor its activities in a way that meets its aspirations and achieves patient safety. Especially when we are in the time of epidemics such as (Covid 19), (O-micron) (Alpha mutated) etc.&#x0D; &#x0D; Therefore, a task model was elected whose steps are compatible with the evaluation of health performance, its presentation and discussion for the purpose of evaluating the health effort in the face of these diseases and saving the injured whose numbers exceeded what all local hospital lobbies could not accommodate.&#x0D; This research was divided into three sections, the first of which contained the theoretical side, and the second was devoted to the practical side.

Influence of Job Satisfaction on Doctors’ Level of Organizational Commitment in Hospitals

Objective: To investigate the influence of job satisfaction level on organizational commitment of doctors doing jobs in public and private hospitals located in Pakistan Study Design: This explanatory study was conducted in Hospitals of Karachi and Lahore from January 2019 to January 2020. Place and Duration of study: Data was collected from doctors working in hospitals of Lahore including Fatima Memorial Hospital, De’montmorency College of Dentistry (Punjab Dental Hospital), Faryal Dental College and hospital and Jinnah Hospital. Data was also collected from Karachi including Jinnah Post medical college and hospital and Fauji Foundation Hospital. Materials and Methods: Questionnaires were given to collect data from doctors. 300 questionnaires were circulated but 251 questionnaires were given back and usable. To evaluate the collected data, simple linear regression analysis was done. Results: 35.1% (88) of the doctors surveyed were male &amp; 64.9% (163) were female. The results of research demonstrated that there is direct and positive effect of job satisfaction level on all the three dimensions of organizational commitment (affective, continuance and normative commitment) and complete score of organizational commitment. Conclusion: The findings of research gave important knowledge to management of hospitals and managers dealing with Human resources (HR) employed in hospitals about how to make them contented, devoted, and faithful to hospitals. Keywords: Organizational commitment, Hospitals, Doctors, Job satisfaction.

Empathy and burnout in medical staff: mediating role of job satisfaction and job commitment

BackgroundBurnout is a growing problem among medical staff worldwide and empathy has been described as an essential competence to attenuate burnout. Previous studies found job satisfaction and job commitment were affected by the empathy and associated with burnout. This study explores the effect and mechanism of empathy on burnout on medical staff and investigates the mediating role of job satisfaction and job commitment in the relationship between empathy and burnout among medical staff.MethodsBased on a self-administered questionnaire which included the Maslach Burnout Inventory (MBI) to measure burnout, 335 responses from medical staff in Tianjin City, China, yielded data on socio-demographic characteristics, empathy, burnout, job satisfaction and job commitment. Bivariate correlation and structured equation modeling (SEM) analyzed the relationships between empathy, job satisfaction, job commitment and burnout multi-group invariant analysis was used to evaluate whether the model was consistent across different type and level of hospitals and different job and employment type subgroups.ResultsA total of 202 (60.3%) medical staff had low level burnout, 115 (34.3%) staff had the moderate level and 18 (5.4%) staff had the high level burnout. The results of the SEM showed that empathy not only had a direct negative effect on burnout (beta =-0.401, P<0.001), but also had an indirect impact through job satisfaction (beta =-0.373, P<0.001) and job commitment (beta =0.489, P<0.001). Job commitment was negatively associated burnout (beta =-0.513, P<0.001), but, unexpectedly, job satisfaction was positively associated with burnout (beta =0.177, P<0.001). The results also indicated the model was consistent across employment type (Delta {chi }^{2} = 5.904, p > 0.05) and hospital type (Delta {chi }^{2} = 7.748, p > 0.05), but was inconsistent across hospital level (Delta {chi }^{2} = 42.930, p < 0.05) and job type (Delta {chi }^{2} = 52.912, p < 0.05).ConclusionsOur results pointed out the important role that empathy plays in addressing burnout and revealed that managing job satisfaction and increasing the job commitment attenuated burnout. We recommend that the government should accelerate the reform of the resourcing of different hospital levels; facilitate hospital managers to implement additional training; and support hospitals to strengthen psychological testing and counseling to reduce medical staff burnout.