Job Burnout Research Articles

Clinical leadership in nursing in an ever-changing world: a bibliometric analysis.

Leadership plays a critical role in improving the quality of care, minimizing risks to patients and staff and improving patient care outcomes. The purpose of this study is to analyze the structure of publications in the field of clinical leadership in nursing and to provide an overview of its development, trends and focus. This study is descriptive bibliometric study. Data were collected from Web of Science on August 24, 2023. The population of the study consisted of 1,979 articles between 1994 and 2023 in the field of clinical leadership in nursing obtained from R Studio and WoS database. The country where clinical leadership was most frequently studied was USA (n = 706). The most frequently used keywords by authors were leadership (843 times), nursing (329 times) and nurses (143 times). In the early years, the most frequently used trending topics were "quality," "culture," "change" and "leadership style," while in recent years the trending topics were "burnout" and "COVID-19." Due to the limited knowledge on this subject, this study will make an important contribution to the literature and will shed light on new studies to be planned on clinical leadership. It has been observed that the issue of clinical leadership in nursing has become even more important in recent years following radical changes in the world such as pandemics and disasters. It has been observed that studies on this subject have increased rapidly in recent years. While the topics of job satisfaction, burnout and Covid-19 were frequently studied, it was observed that mentoring, collaboration, organization of new graduate nurses, moral difficulties and clinical leadership in nursing education were studied more limitedly.

The Role of Psychological Capital and Job Burnout in the Serial Mediation Between Social Support and Leisure Crafting of Nurses in Emergency Department.

This study examines the effects of social support and psychological capital on job burnout and leisure crafting among emergency department nurses, focusing on the serial-mediating roles of psychological capital and job burnout. AMOS 26 was used to test serial mediation by administering 317 survey questionnaires to conveniently selected nurses employed at nine Grade-A hospitals in China. Results showed social support significantly influenced leisure crafting (β = 0.94, p = 0.014, CI = 0.150-2.131), with psychological capital (β = 0.82, p = 0.005, CI = 0.315-10.354) and job burnout (β = 0.28, p = 0.036, CI = 0.032-0.722) serving as significant mediators. A serial-mediating effect was also observed (β = 0.16, p = 0.042, CI = 0.003-0.477), accounting for 57.3% of the total effect. The findings suggest that enhancing social support, psychological capital, and reducing burnout can improve nurses' well-being, work performance, and leisure crafting.

Comparison of occupational satisfaction, burnout, musculoskeletal pain and coping strategies of physiotherapists working in different fields: An observational study.

BackgroundThe scope of practice for physiotherapists encompasses a range of specialized areas, including orthopedics, neurology, pediatrics, general practice, and public health.ObjectiveThis study aims to elucidate the influence of occupational preferences among physiotherapists in diverse practice fields on the prevalence of professional satisfaction, burnout, and musculoskeletal pain.MethodsThe study was designed as an observational study conducted between September 2023 and January 2024. A total of 255 physiotherapists were included and divided into five groups based on their primary areas of practice: general, neurology, orthopedics, pediatrics, and public health. All participants were evaluated with the Expanded Nordic Musculoskeletal Questionnaire (NMQ), the Pain Coping Inventory (PCI), the Maslach Burnout Inventory (MBI), and the Job Satisfaction Scale (JSS).ResultsPhysiotherapists in general and orthopedics had a higher prevalence of low back pain than those in pediatrics and public health. General, neurology, and pediatrics physiotherapists experience a higher prevalence of burnout than those in public health and orthopedics. Neurology and pediatrics physiotherapists have higher emotional exhaustion prevalence than public health physiotherapists, while neurology physiotherapists demonstrate higher depersonalization prevalence than pediatrics and public health physiotherapists. Orthopedics physiotherapists exhibit higher personal achievement prevalence than other physiotherapists. Orthopedic physiotherapists have a higher JSS prevalence compared to other specialties. In PCI, the majority of them utilize active strategies and distancing compared to pediatric physiotherapists.ConclusionsPrevalence of job satisfaction, burnout risk, musculoskeletal pain, and coping strategies differ in physiotherapists in diverse fields of practice.

Psychological capital appreciation as a mediator between resilience and burnout among ICU nurses

ObjectiveThis study investigated the mediating effects of psychological capital appreciation in the relationship between psychological resilience and burnout among ICU nurses. The findings aim to provide an objective reference for hospitals to enhance the occupational health of ICU nurses.MethodsA cross-sectional questionnaire survey was administered to 150 ICU nurses employed at 20 tertiary hospitals across Hebei Province. Stratified random sampling was employed in the sampling methodology, with strata defined by hospital size and ranking. Subsequently, ICU nurses were randomly selected within each stratum to enhance the representativeness of the sample.Results(i) Among the 150 nurses, the psychological resilience score was (68.701 ± 14.549), resilience was (63.547 ± 14.020), and burnout score was (65.095 ± 18.461). (ii) The analysis revealed that psychological capital appreciation mediated the relationship between psychological resilience and burnout, with a mediation effect size of 0.597, accounting for 79% of the total effect. (iii) Psychological resilience did not directly affect job burnout (direct effect = 0.148, 95% CI includes 0, t = 0.864, p = 0.389), but indirectly reduced burnout by enhancing PCA. The indirect effect was significant (indirect effect = 0.601, 95% CI excludes 0, z = 6.073, p = 0.000), with a total effect size of 0.748 (95% CI excludes 0, z = 8.486, p = 0.000).Conclusion(i) Psychological capital appreciation (PCA) plays a complete mediating role between resilience and job burnout of ICU nurses. (ii) The overall incidence of job burnout among nurses is high, while the levels of resilience and psychological capital appreciation are at a low to medium level, which need to be improved urgently.

The Relationship Between Emotional Intelligence and Stress with Burnout Among Dentists in Kermanshah, Iran

Background: Job burnout is a well-known human reaction to job-related pressures. Emotional intelligence and stress are among the most important factors predicting job burnout. Objectives: This study aimed to determine the relationship between emotional intelligence and stress with burnout among dentists in Kermanshah city. Methods: This cross-sectional descriptive study involved a statistical population of dentists in Kermanshah city, from which 114 individuals were selected using convenience sampling. The tools used included a demographic information form, the Schutte Emotional Intelligence Scale (1998), the Health and Safety Executive Stress Questionnaire (1990), and the Maslach Burnout Inventory. Data were analyzed using SPSS v.26.0. Descriptive statistics such as mean, standard deviation, frequency, and percentage were used to describe the research variables. Results: The results showed a significant negative correlation between emotional intelligence and stress (r = -0.438, P < 0.01), as well as between emotional intelligence and job burnout (r = -0.259, P < 0.01). There was also a significant positive correlation between stress and job burnout (r = 0.734, P < 0.01). Factors with significant effects on burnout and stress included age and work experience. Stress also mediated the relationship between emotional intelligence and job burnout. Conclusions: The results indicate a relationship between emotional intelligence, stress, and job burnout among dentists. Further studies should investigate other influential factors and their impact on job burnout.

School principals’ job burnout and job satisfaction in Finland: The impact of work–family conflict, role conflict, and sense of community

School principals’ job burnout and job satisfaction in Finland: The impact of work–family conflict, role conflict, and sense of community

An examination of the daily relationship between job boredom and later burnout and turnover intentions along with mitigating strategies

Abstract Job boredom is one of the most prevalent aversive states experienced in the workplace. Although researchers have examined the impact of job boredom on important workplace outcomes, the day-to-day experience of job boredom and individual strategies to reduce its negative influence remain largely unexplored. Therefore, we examined the within-person relationships of job boredom with daily job burnout and turnover intentions, as well as two potential moderators to alleviate the impact of job boredom—psychological detachment from work during work hours and perceived cyberloafing norms. Using a daily diary study over 10 consecutive workdays (three surveys per day), we sampled 1,160 daily observations nested within 120 individuals. Hypotheses were tested using multilevel modeling while controlling for previous-day (lagged) outcome variables. Our results showed that job boredom was positively related to job burnout at the within-person level while controlling for previous-day job burnout. However, job boredom was not related to turnover intentions at the within-person level. Neither psychological detachment nor perceived cyberloafing norms attenuated the relationships of job boredom with job burnout or turnover intentions; thus, our moderation hypotheses were not supported. Rather, contrary to our prediction, we found that psychological detachment reinforced the relationship between job boredom and job burnout. We discuss the implications of our findings, study limitations, and future research directions.

Work experiences of healthcare professionals in a shortage context: analysis of open-ended comments in a Swiss cohort (SCOHPICA)

BackgroundHealthcare systems worldwide face critical shortages of healthcare professionals (HCPs), threatening care quality and system sustainability. In Switzerland, limited training capacities further worsen the situation. While factors, such as job satisfaction, work-life balance, and burnout, are well-documented, most studies focus on specific professions, limiting their generalizability. This study provides an interprofessional analysis of HCPs' experiences regarding their working conditions in the context of workforce shortages, identifying key challenges that could inform retention strategies.MethodsOpen-ended comments from 1,811 participants in the HCPs part of the Swiss Cohort of Healthcare professionals and Informal caregivers (SCOHPICA-HCP), covering over 30 healthcare professions, were analyzed using computer-assisted textual analysis (IRaMuTeQ). Thematic classes were identified through hierarchical classification, and chi-square tests were conducted to examine associations with participant characteristics (e.g., profession, work setting, job satisfaction).ResultsThree main themes emerged. First, participants highlighted gaps in training, including inadequate preparation for professional realities, limited career development opportunities, and challenges in diploma recognition. Second, systemic failures —such as staff shortages, inadequate wages, and administrative overload — were linked to stress, burnout, and declining care quality. Many participants perceived a disconnect between political decisions and frontline realities, further fueling dissatisfaction. Third, irregular working schedules, particularly night shifts, were seen as barriers to work-life balance and physical health, while also negatively impacting social and family responsibilities. Frustration over the lack of professional influence in shaping healthcare policies was a recurring concern.ConclusionsThis study identifies key challenges influencing HCP retention, emphasizing the importance of restoring trust through transparent communication and professional engagement in policy making. Rather than relying on overly generalized approaches, retention efforts should be tailored to clusters of professionals with shared working conditions. Additionally, this study highlights three key insights: the growing distrust in the healthcare system and in policy makers as significant aspect in HCPs’ experience, shifting generational attitudes toward work commitment, and the need for collaborative programs between professional schools and employers to enhance work preparedness. These findings underscore the need for systemic changes to support workforce sustainability.

Impact of Work Life Balance and Job Burnout on Quiet Quitting with the Mediating Role of Job Satisfaction of Factory Employees in a Battery Manufacturing Company in Sri Lanka

Quiet Quitting is a contemporary global phenomenon where factors such as Work-life Balance, Job Burnout and Job Satisfaction play a vital role in impacting an employee to become a Quiet Quitter; but this has yet to be tested in the Battery Manufacturing Industry since a Battery Manufacturing company in Sri Lanka has identified that 80% of their factory employees exhibit Quiet Quitting Behavior. Therefore, the purpose of this study is to determine the Impact of Work Life Balance and Job Burnout on Quiet Quitting with the mediating role of Job Satisfaction of Factory Employees in a Battery Manufacturing company in Sri Lanka. Therefore, Primary data was collected from 73 factory employees using simple random probability sampling technique in which standard Questionnaires was used. Simple and Multiple linear regression was used to test the hypothesis in which the Baron and Kenny (1986) causal steps method and partial and bivariate correlation has been used to test the mediating impact of Job Satisfaction. The findings showcase a significant negative impact of Work-life Balance on Quiet Quitting, Job Burnout has a significant positive impact on Quiet Quitting and Job Satisfaction has a significant negative impact on Quiet Quitting. Job Satisfaction would partially mediate the relationship of Work-life Balance and Job Burnout on Quiet Quitting. Thus, a reduction in Work-life Balance and an increase in Job Burnout would directly and indirectly increase the Quiet Quitting of the Factory employees in the Battery Manufacturing firm in Sri Lanka.

The Relationship Between Job Demands and Burnout in Terms of Personality Type in Employees

The Relationship Between Job Demands and Burnout in Terms of Personality Type in Employees

Relationship between head nurse leadership and nurses’ burnout: parallel mediation of job demands and job resources among clinical nurses

BackgroundMany elements in the workplace contribute to nurses’ burnout experiences, affecting patient safety and the healthcare organizations’ efficiency. Leaders’ presence and conduct are the most potent “master” factors in every work setting. Although previous studies have shown that head nurse leadership, job demands, job resources, and job burnout are significantly related, the interaction mechanism remains unclear. This study investigates the parallel mediating roles of job demands and job resources between head nurse leadership and job burnout in nursing staff.MethodsA cross-sectional, anonymous, and confidential online survey was conducted from March to June 2024 to collect data from 579 registered nurses in four hospitals in Hunan provinces. The independent variable was head nurse leadership, the mediating variables were job demands and resources, and the dependent variable was job burnout. Parallel mediation analysis was performed using the PROCESS macro in SPSS.ResultsThis study found that head nurse leadership negatively relates to nurses’ burnout. The parallel mediation analysis suggests that job resources and job demands play parallel roles in the relationship between head nurse leadership and job burnout. As predicted, head nurse leadership weakened job burnout through job resources and contributed to job burnout through job demands.ConclusionThis study finding highlights the importance of head nurse leadership in decreasing nurses’ job burnout and reveals two potential mechanisms through which head nurse leadership is related to nurses’ burnout. By understanding the role of head nurse leadership, job demands, and job resources, interventions can be targeted to improve nurses’ mental health.

The Mediating Effect of Burnout and Job Satisfaction on the Relationship Between Professional Identity, Occupational Stress, and Turnover Intentions in the Post-Pandemic Era.

The COVID-19 pandemic has exacerbated the global nursing shortage, leading to increased turnover intentions among nurses due to heightened workplace stress, burnout, and job dissatisfaction. This study investigates the mediating effects of burnout and job satisfaction on the relationship between professional identity, occupational stress, and nurses' turnover intentions. Additionally, it explores the impact of socio-demographic factors on these relationships in the post-pandemic era. A cross-sectional study of 338 nurses across 4 hospitals in Israel was conducted between June 2023 and January 2024. Self-reported questionnaires were utilized to measure turnover intention using the Turnover Intention Scale, with professional identity and occupational stress as predictors and burnout and job satisfaction as mediators. A fixed effect path analysis approach was employed to assess the hypothesized mediation model, controlling for hospital-level variance and socio-demographic variables. The findings revealed that professional identity was negatively associated with burnout (β = -0.26, p < 0.001) and positively associated with job satisfaction (β = 0.25, p < 0.001). Occupational stress was positively associated with burnout (β = 0.57, p < 0.001) and negatively associated with job satisfaction (β = -0.42, p < 0.001). Burnout (β = 0.35, p < 0.001) and job satisfaction (β = -0.10, p = 0.025) were both significantly associated with turnover intentions. Mediation analysis indicated that job satisfaction and burnout fully mediated the relationship between professional identity and turnover intentions, and partially mediated the relationship between occupational stress and turnover intentions. The study highlights that professional identity mitigates nurse turnover by increasing job satisfaction and reducing burnout, while occupational stress drives turnover intentions by increasing burnout and decreasing job satisfaction. Tailored interventions aimed at enhancing professional identity and addressing occupational stress, particularly in light of pandemic-related challenges, are essential for improving nurse retention and well-being in the post-pandemic era.

Validation of the Korean version of professional quality of life scale for clinical veterinarians of companion animals

This study validated the Korean version of Stamm’s (2002) professional quality of life scale 5 (ProQOL 5), which includes the positive and negative experiences gained from job experiences by care professionals whose work involves caring for or assisting others. This study focused on clinical veterinarians who perform care tasks for companion animal patients while engaging in the veterinarian-client-patient relationship. Through a forward-backward translation process, the scale was adapted and translated, and data from 297 participants were analyzed. The correlations between the individual items and the total score of the preliminary Korean version of the quality-of-life scale for clinical veterinarians were analyzed, and confirmatory factor analysis was conducted. The scale retained its original structure, with 3 interrelated factors. In addition, convergent and discriminant validity was verified for the subscales of the quality-of-life measure, including job satisfaction, burnout, and secondary traumatic stress. Finally, the implications, practical applications, and limitations of the validation study of the Korean version of the professional quality of life scale for clinical veterinarians (K-ProQOL 5-V) were assessed.

Generation differences among surgeons in job satisfaction and burnout

Bevezetés és célkitűzés: A munkahelyi elégedettség és kiégés vizsgálata elengedhetetlenül fontos a nagy stresszel járó munkakörök, mint a sebészet esetén. Vizsgálatunk célja, hogy megértsük a generációs és demográfiai különbségeket a magyarországi általános és mellkassebészek munkahelyi elégedettségével és kiégésével kapcsolatban. Módszer: 2024. október 1. és 2024. december 1. között végzett online, anonim, kérdőíves kutatás során 97 magyar általános és mellkassebész között végeztünk felmérést. A munkahelyi elégedettséget a Minnesota Elégedettségi Kérdőív segítségével mértük, amely az intrinszik (belső), extrinszik (külső) és általános elégedettségi dimenziókat vizsgálja. A kiégést az Oldenburg Kiégés Kérdőív rövidített változatával vizsgáltuk, amely a kimerültség és kiábrándultság dimenziókat tartalmazza. Eredmények: Munkahelyi elégedettség esetén a baby boomer generáció tagjai statisztikailag szignifikánsan magasabb pontokat adtak az intrinszik tényezőkre (p = 0,041). Az X és Y generáció esetén statisztikailag szignifikáns eltérés nem volt (intrinszik: p = 0,055; p = 0,073, extrinszik: p = 0,19; p = 0,36 és általános: p = 0,25; p = 0,39). A legalacsonyabb pontokat a Z generáció tagjai adták, statisztikailag szignifikáns eltérés volt az intrinszik faktorok terén (p = 0,023). Statisztikailag szignifikáns eltérés volt az életkor és az intrinszik (p≤001) és általános (p = 0,028), a munkahelyen eltöltött évek száma és az intrinszik (p = 0,019), illetve a szakterületen eltöltött évek száma és az intrinszik (p = 0,011) munkahelyi elégedettség között. A rezidensek statisztikailag szignifikánsan alacsonyabb pontokat adtak az intrinszik (p = 0,006) és az általános (p = 0,043) munkahelyi elégedettséget célzó kérdésekre. A kimerülés és a kiábrándultság esetén nem volt statisztikailag szignifikáns különbség a baby boomer (p = 0,72; p = 0,277), az X generáció (p = 0,49; p = 0,086) és az Y generáció (p = 0,28; p = 0,14) között. A Z generáció tagjai a kimerülés esetén statisztikailag szignifikánsan alacsonyabb (p = 0,003) pontokat adtak, míg a kiábrándultság esetén nem volt jelentős a különbség (p = 0,21). Szignifikáns kapcsolat volt statisztikailag az életkor és a kimerültség (p = 0,002), illetve a rezidensi beosztás és a kimerültség között (p = 0,002). Következtetés: A fiatalabb, illetve a Z generáció sebészei között fokozottabban vannak jelen mind a munkahelyi elégedetlenség, mind a kiégés bizonyos dimenziói. Az eredmények hangsúlyozzák a generációk igényeinek figyelembevételét és a fiatalabb generációk integrációjának fontosságát. Orv Hetil. 2025; 166(13): 483–493.

Examining the relationship between nurse psychological capital and job burnout: a multilevel analysis across nurse, nurse leader, and nurse family perspectives

BackgroundNurse job burnout is a critical issue affecting medical quality and safety. Psychological capital (PsyCap) is associated with enhanced career satisfaction and reduced work stress. This study evaluates the relationship between nurses’ PsyCap and job burnout, while considering leadership and family as contextual factors.MethodsA cross-sectional study design was used, collecting data from 499 nurses via validated questionnaires. Statistical analyses, including descriptive statistics, correlation, and multiple regression, were conducted to assess the relationship between PsyCap and job burnout. Leadership and family were included as contextual variables in hierarchical regression models to evaluate their indirect influences.ResultsAmong nurses, 63.9% experienced mild to moderate burnout. The average PsyCap score was 107.88 ± 20.55. PsyCap showed a significant negative correlation with burnout dimensions (correlation coefficients: −0.43 to −0.53, p < 0.01). Higher PsyCap significantly predicted lower job burnout (β = −0.44, p < 0.01). Leadership and family influences had minor but noteworthy indirect effects on this relationship.ConclusionThe results of this study suggest that higher levels of nurses’ PsyCap are associated with lower levels of job burnout. While these findings highlight PsyCap’s potential role in mitigating burnout, further research is needed to confirm causal relationships and assess the effectiveness of interventions aimed at enhancing PsyCap and supportive environments.

Sounding the silence: examining the antecedents and outcomes of quiet quitting

Purpose This paper aims to explore the antecedents and consequences of quiet quitting behaviour among employees. It presents an integrative framework that identifies specific factors influencing quiet quitting and examines its impact on turnover intentions and employee performance. Design/methodology/approach This research adopts a systematic literature review guided by the PRISMA framework. The research is further grounded in the theoretical foundations of the job demands-resources (JD-R) model and trait activation theory (TAT), integrating key antecedents and outcomes of quiet quitting. Findings This study demonstrates how personality traits moderate the effects of work−life balance, authoritarian leadership and job burnout on quiet quitting. Results reveal that the relationship between these antecedents and outcomes is mediated by quiet quitting, providing a comprehensive understanding of this dynamics. Research limitations/implications Being a conceptual research, further empirical validation of the framework is necessary. Practical implications Understanding and identifying the key factors that cause and impact quiet quitting helps organizations mitigate its occurrence and implement supportive policies. Originality/value To the best of the authors’ knowledge, this is the first research to integrate the JD-R model and TAT to propose a comprehensive conceptual framework that examines the causes and effects of quiet quitting.

Emotional exhaustion among critical care nurses and its link to occupational stress, structural empowerment, and perceived work environment: Is there a generational difference?

Background: Critical care nurses experiencing high levels of emotional exhaustion (EE). However, limited studies explored the association between generational differences and nurses’ perceived EE. The objectives of the current study were to: (1) assess generational differences in EE among critical care nurses and (2) examine the link between nurses’ EE and the generational differences, occupational stress, structural empowerment, and nurses’ perceived work environment. Methods: A proportional stratified clustered sampling technique was utilized. The hospitals were stratified according to their location. Data were collected from nurses working at 19 hospitals in Oman. The emotional exhaustion sub-scale of the Maslach Burnout Inventory was used to assess the level of EE among nurses working in critical care units. Results: A total of 714 staff nurses participated. The majority (78%) were from generation Y and 22% were from generation X. Regression analysis showed that generation Y critical care nurses experienced higher EE levels than generation X nurses. Increased psychological stress among nurses was associated with increased EE. Higher levels of access to support, resources, and information, as well as supportive managerial leadership and sufficient staffing and resources, were associated with significant reductions in EE. Conclusion: To reduce job burnout among critical care nurses, healthcare leaders are required to ensure adequate staffing, provide managerial support, and monitor stress and EE levels frequently, particularly among generation Y nurses.

The impact of professional mission on turnover intention among operating room nurses: a chain mediation model analysis of professional identity and job burnout

Background and aimTo investigate the chain mediation effect of professional mission, professional identity, and job burnout on the turnover intention among operating room nurses.MethodsA convenience sampling method was used to conduct a questionnaire survey with 744 operating room nurses from 12 hospitals in Shandong Province, China. The study utilized a general information questionnaire, a professional mission scale, a professional identity scale, a job burnout scale, and a turnover intention scale to construct and test a chain mediation model.ResultsProfessional mission significantly influenced turnover intention through professional identity and job burnout, with a total indirect effect of -0.174. The chain mediation effect of professional identity and job burnout was -0.028, accounting for 16.90% of the total indirect effect.ConclusionThe multiple mediation effects of professional identity and job burnout between professional mission and turnover intention were validated. Nursing managers should focus on enhancing nurses’ professional mission, improving their professional identity, and reducing job burnout to decrease turnover intention among operating room nurses.

Unravelling critical burnout syndrome in Chinese hospitals a network analysis of the Maslach burnout inventory human services survey

Job burnout is widely associated with health professionals’ mental and physical health, social functions, and career development. Psychological questionnaires are well-established and widely applied in assessing burnout syndromes in medical settings, for example, the Maslach burnout inventory-human services survey (MBI-HSS). Granted its long format and inconsistent psychometric performances, little is known about the core syndromes of in MBI-HSS, therefore, this study adopted a network analysis to address this research gap. The purpose of this study was to revisit the psychometric performance of the MBI-HSS and to explore its core features in Chinese healthcare settings. All staffs (1925 in total) of a local comprehensive hospital were invited to respond to a battery of surveys containing the translated Chinese MBI-HSS, and demographic and occupational characteristics. The original sample (n = 1196; response rate = 62.13%) was randomly divided into two subgroups by assigning random numbers (0 vs. 1). The first subgroup (n1 = 596) was used for psychometric tests while the second subgroup (n2 = 600) was used for scale cross-validation. Multi-group confirmatory factor analysis (MCFA) was performed using the total sample for model invariance test. Finally, Network analysis was adopted to explore the core item(s) of MBI-HSS. All analyses were conducted in SPSS 26.0, SPSS AMOS 26.0 and R (version 4.4.1). The translated and revised Chinese MBI-HSS consisted of three factors (i.e., emotional exhaustion, depersonalization, and personal achievement) with 20 items (with items 12 and 16 excluded), and exhibited acceptable reliability and validity. Furthermore, the MCFA results established structural invariance for the three-factor 20-item model. In the item-level network analysis, item 13 (i.e., “I feel frustrated by my job”) exhibits greater expected influence, closeness, and betweenness centrality, while item 10 (i.e., “I have become more callous”) demonstrates stronger expected influence and closeness centrality. Additionally, item 8 (i.e., “I feel burned out from my work”) has the highest predictability. This study added the psychological properties of the Chinese MBI-HSS and enriched the existing knowledge of job burnout in the Chinese healthcare populations. Despite its pervasive usage, a revised version of the MBI-HSS with 20 items in three dimensions were recommended. Most importantly, network analysis identified frustration and (social or emotional) insensitivity as the most critical syndromes of job burnout for Chinese healthcare professionals, which could inspire new intervention and practice directions. Implications for instrumental refinement was discussed as well.

AGGRESSION IN PERSONAL LIFE AS A FUNCTION OF BURNOUT IN POLICE OFFICERS: ROLE OF DEMOGRAPHIC FACTORS

Background: Police work is globally recognized as one of the most psychologically demanding professions, involving frequent exposure to violence, life-threatening situations, and organizational pressures. Chronic stressors in this field often lead to job burnout, which can manifest as emotional exhaustion, cynicism, and diminished personal accomplishment. Burnout may contribute to maladaptive behaviors, including aggression within personal relationships. This study aimed to explore the impact of job burnout on aggression in the personal lives of police officers in Pakistan. Objective: To examine the relationship between job burnout and aggression in the personal life of police officers, considering the influence of demographic variables including gender, age, and marital status. Methods: A quantitative correlational design was employed. A sample of 302 police officers (85.1% male, 14.9% female) from six districts of Karachi was selected using purposive convenient sampling. Participants ranged from 25 to 60 years of age and had a minimum of seven years of service. Job burnout was assessed using Freudenberger’s Burnout Questionnaire (17 items), while aggression was measured using Buss and Perry’s Aggression Questionnaire (29 items). Descriptive statistics, correlation, t-tests, ANOVA, and regression analyses were performed. Results: There was a statistically significant and strong positive correlation between job burnout and aggression (r = 0.931, p &lt; 0.01). Male officers reported higher burnout (M = 60.52) and aggression (M = 111.38) than females. Officers aged 41–45 showed the highest burnout levels, while those aged 25–30 reported the highest aggression scores. Marital status also significantly influenced both variables, with married officers showing elevated aggression. Conclusion: The findings confirm that burnout is a significant predictor of aggression in police officers, influenced by demographic characteristics. These results highlight the urgent need for targeted interventions and mental health support programs within police departments.