Levels Of Job Burnout Research Articles

Job satisfaction and burnout among professionals in corporate sectors

Job satisfaction and burnout has become a persistent and pervading feature of various corporate sectors. In present scenario, workers are found to be burnt-out and exhausted very soon and the reason for being exhausted is that they are over burdened and highly competitive. The aim of the present study was to compare the level of job satisfaction and burnout in various corporate sector professionals. This cross sectional, analytical study was carried out at Lucknow. By purposive sampling technique 120 subjects were included from various corporate sectors that met the inclusion and exclusion criteria and gave consent for the study. They were evaluated on General Health Questionnaire 12, Job Satisfaction Index and Copenhagen Burnout Inventory. Analysis of assessment tool results showed there was no significant difference in the level of job satisfaction and the degree of burnout, but trend was found in the area of work burnout by multiple comparisons of all groups with Post Hoc Test by Bonferroni Method. The findings of the present study suggest that the level of job satisfaction and the degree of burnout were almost similar in various corporate sectors. However, findings suggest a trend towards higher work burnout in professionals in Multinational Corporation in comparison to the Professionals in Public Sector Corporation. Keywords: Job satisfaction, Burnout, Public sector, Private sector, Multinational corporation.

Psychosocial job characteristics, employee well‐being, and quit intentions in Pakistan's insurance sector

Researchers applied Karasek's job demand–control–social support model to examine the impact of psychosocial job characteristics on frontline sales employees' well‐being and intentions to quit. Focused on the demanding insurance industry, their study gathered feedback from 331 frontline sales employees in four major insurance companies in Pakistan to analyze their level of job satisfaction, burnout, and quit intentions. The results indicated that the level of job demands and supervisor support and peer support were associated with employee well‐being, but that the level of job control was not. In addition, the study found that burnout, along with low levels of supervisor support and peer support, is a significant predictor of quit intentions. It also revealed that burnout partially mediates the effect of peer support on quit intentions and fully mediates the effect of job demands on quit intentions. These findings point to several policy recommendations to foster the favorable psychosocial job characteristics needed to improve employees’ job satisfaction and reduce turnover.

The association of job satisfaction and burnout with individualized care perceptions in nurses.

Individualized care is closely related to the fulfillment of nurses' ethical responsibilities regarding the provision of healthcare as well as having a strong foundation in the philosophy of nursing. This study aimed to determine the association of job satisfaction and burnout with individualized care perceptions in nurses working at a university hospital located in the Central Black Sea region of northern Turkey. A cross-sectional correlational survey design. The study was conducted between 15 February 2017 and 15 August 2017 with 419 nurses working at a public university hospital located in Samsun. Data were collected using an information form, the Individualized Care Scale-Nurse Version, the Minnesota Job Satisfaction Scale, and the Maslach Burnout Inventory. The Mann-Whitney U test, Kruskal-Wallis test and Spearman Correlation were used. Ethical approval for the study was obtained from the Ondokuz Mayıs University Clinical Studies Board of Ethics. Oral informed consent was taken from the participants. There was a significant positive relationship between the total Individualized Care Scale-A Nurse Version score and the General Satisfaction subscale score of the Minnesota Job Satisfaction Scale (r = 0.121, p < 0.05). The total Individualized Care Scale-A Nurse Version score increased as the General Satisfaction subscale score of the Minnesota Job Satisfaction Scale increased. There was a significant negative relationship between the total Individualized Care Scale-B Nurse Version score and the Desensitization (r = -0.143, p < 0.01) and Personal Achievement subscale scores of the Maslach Burnout Inventory (r = -0.182, p < 0.01). The Desensitization and Personal Achievement subscale scores of the Maslach Burnout Inventory increased as the total Individualized Care Scale-B Nurse Version score decreased. Factors associated with the individualized care perceptions of nurses, such as job satisfaction and burnout levels and factors related to personal life and worklife should be taken into consideration. Also in order to increase job satisfaction and motivation in nurses, personal preferences regarding the service they want to work at should be taken into account. Nurses with lower burnout and higher job satisfaction were found to have higher individualized care perceptions and to support the individuality of patients in care applications. It is important to consider work-related factors associated with individualized care perceptions, job satisfaction, and burnout in nurses.

Pay Satisfaction and Role Ambiguity as Predictors of Job Burnout Among Osun State Civil Servants, Nigeria

The study assessed the levels of Job burnout and examined the extent to which pay satisfaction predicted job burnout among Osun State civil servants. It also investigated the extent to which role ambiguity predicted job burnout and determined whether there is a joint prediction of pay satisfaction and role ambiguity on job burnout. These were with a view to understanding the factors that predict job burnout among Osun State civil servants. The study adopted the descriptive survey design. Primary data were collected through the administration of questionnaire on a sample of the study population. The study adopted multi-stage sampling technique. Purposive sampling technique was used to select eight ministries and stratified sampling technique was used to select 354 respondents comprising 214 males and 140 females with mean age of 43.39 years and standard deviation of 9.09. Three standardized psychological instruments namely: Pay Satisfaction Questionnaire (PSQ), Role Ambiguity Scale and Maslach Burnout Inventory (MBI) were used to collect the data for the study. The data generated was subjected to linear and multiple regression analyses. The results revealed that civil servants exhibited a moderate level of job burnout (44.70%). The results also showed that pay satisfaction significantly predicted job burnout among civil servants (β= 0.21, t = 3.53,P< .05). The results further revealed that role ambiguity significantly predicted job burnout among the respondents (β= 0.71, t = 8.37,P<.05). Finally, the results indicated that pay satisfaction and role ambiguity jointly predicted job burnout among civil servants (β= 28.13, t = 9.39,P< .05). The study concluded that job burnout was moderate among Osun State civil servants, while pay satisfaction and role ambiguity independently and jointly predicted job burnout among respondents.

The Stress–Burnout Relationship: Examining the Moderating Effect of Physical Activity and Intrinsic Motivation for Off-Job Physical Activity

Current research highlights the need to critically examine the factors that can reduce the relationship between work stress and burnout to improve employee health and well-being, as well as to create healthier workplaces. The objective of this study was to enhance insight into the association between stress and job burnout by testing the moderated moderating effect of off-job physical activity (PA) and intrinsic motivation for off-job PA on this association. A total of 369 university staff (70% females) completed a web survey comprising measures of perceived stress, job burnout, PA, and intrinsic motivation for PA. A three-way conditional process model revealed that the "Stress × PA" interaction was significant for cognitive weariness, and that the three-way interaction between "Stress × PA × Intrinsic Motivation for PA" was significantly related to job burnout, and to cognitive weariness. The results highlight (a) that stress was associated with higher levels of job burnout; (b) that under a high stress condition, PA was negatively linked to cognitive weariness; and (c) that intrinsic motivation for PA reinforced the positive moderating effect of PA on the stress-burnout relationship, especially when stress is high.

Work Values of Police Officers and Their Relationship With Job Burnout and Work Engagement.

Values represent people’s highest priorities and are cognitive representations of basic motivations. Work values determine what is important for employees in their work and what they want to achieve in their work. Past research shows that levels of both aspects of job-related well-being, job burnout and work engagement, are related to work values. The policing profession is associated with high engagement and a risk of burnout. There is a gap in the literature regarding the hierarchy of work values in police officers, how work values are associated with job burnout and work engagement in this group, and whether work values in police officers are sensitive to different levels of job burnout and work engagement. Therefore, the aim of our study was to examine the relationships between work values and job burnout and work engagement, in a group of experienced police officers. We investigated: (a) the hierarchy of work values based on Super’s theory of career development, (b) relationships between work values and burnout and work engagement, and (c) differences between the work values in four groups (burned-out, strained, engaged, and relaxed). A group of 234 Polish police officers completed the Work Values Inventory (WVI) modeled upon Super’s theory, the Oldenburg Burnout Inventory and the Utrecht Work Engagement Scale. The results show that police officers gave the highest priority to extrinsic work values. Job burnout was negatively correlated with the cognitive intrinsic work values (Creativity, Challenge, and Variety), while work engagement was positively correlated with the largest group of intrinsic work values (Creativity, Challenge, Variety, Altruism, and Achievement), as well as with the extrinsic work values (Prestige and Co-workers). The police officers showed significant differences, between levels of job burnout and work engagement, for intrinsic work values such as Variety, Challenge, and Creativity (large effects), and for Altruism and Prestige (moderate effects). The findings are discussed within the context of the Conservation of Resources theory, which explains how people invest and protect their personal resources, and how this is connected with preferred work values. We conclude that intrinsic work values are sensitive to different levels of burnout and engagement.

Association between Teacher Efficacy and Job Burnout According to Job Stress Variables of Middle School Teachers

Objectives: This study is narrative research to identify the level of job stress, teach efficiency, and job burnout among middle school teachers in Gangwon-do province and to investigate the effects of job stress on teacher efficacy and job burnout.Method: In total, samples were gained from 59 subjects who teach at middle schools in Y town in Gangwon-do province. Data was collected from April 2 to April 23, 2018.Findings: Results showed that their job stress was significantly higher for shorter years of teaching experiences, homeroom teachers, single, and numerous classes. Although their job stress did not affect teacher efficacy, it served as a variable that gives 31.4% impacts on job burnout.Improvements: Working environment needs to be improved through this study and follow-up research is needed to identify methods of decreasing result variables of job burnout when emotional variables such as job stress are mediated as teacher efficacy.

The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses.

Organisational justice influences job satisfaction, the performance of individuals and the functioning of institutions. The lack of evidence-based studies investigating the relationship between hemodialysis nurses' perceptions of organisational justice, job satisfaction and burnout has created a research gap in this area. To investigate the effect of perceived organisational justice on professional satisfaction and burnout levels of haemodialysis nurses and to identify any relation ship with individual and organisational factors. The study was designed as a multi-centre descriptive study. The data were collected using the 'personal information form', the Organisational Justice Scale', the 'Maslach Burnout Inventory' and the 'Minnesota Satisfaction Questionnaire'. The distributive justice scores decreased as the depersonalisation scores of the nurses increased. As the personal accomplishment scores of the nurses increased, the interactional justice scores also increased. It was observed that the job satisfaction scores increased as the sub-dimensional scores of the organisational justice scale increased and exhaustion decreased. It was detected that there was a significant relationship between the organisational justice perception of nurses and their job satisfaction and level of burnout. Institutions are encouraged to adopt a fair policy towards nurses and promote personal development.

Evaluation of Job Satisfaction and Burnout Levels of Teachers Teaching Turkish as a Foreign Language

The aim of this research is to determine the job satisfaction levels and burnout levels of teachers who are involved in teaching Turkish as a foreign language. For this purpose, the job satisfaction and burnout levels of the teachers working in the teaching of Turkish as a foreign language will be examined and evaluated according to the variables of gender, age, marital status. In the research, “Exploratory Correlation Model which is among the correlational research types is used. This model has been selected to analyze the relationships between variables and to understand the effect of these variables on job satisfaction and burnout levels of teachers. The sample of the study consists of 115 teachers working in various institutions and teaching Turkish as a foreign language. 11-item personal information form and Minnesota Job Satisfaction scale with Maslach Burnout level scale were used in the study. The analysis of the quantitative data of the study was made by using SPSS 21.0 statistical package program. The data of the study were analyzed by using Mann-Whitney and Kruskal-Wallis Test. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; age, occupational choice, marital status, gender, workplace variables were not found to show a statistically significant difference. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; there is a statistically significant difference between the variables of seniority and income level in terms of external satisfaction points. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; there is a statistically significant difference in terms of total satisfaction and burnout level in the facilities and educational status in the institution.

Emotional intelligence and work engagement among bank workers: moderated mediation model of ethical leadership and job burnout

This study examined the moderated mediation effects of ethical leadership and job burnout on the predictive role of emotional intelligence in work engagement among bank workers. Respondents consisted of 226 (M = 121; F = 105) that were selected through stratified random sampling technique. Results from the regression analysis revealed that emotional intelligence and ethical leadership predicted work engagement while emotional intelligence was found to be inversely related to job burnout. Furthermore, job burnout had a significant moderating effect on the relationship between emotional intelligence and ethical leadership. Results from the conditional PROCESS macro model eight showed the indirect effect of emotional intelligence on work engagement through ethical leadership to be significantly stronger among bank workers with low level of job burnout compared to those with high level of job burnout. This suggests that low job burnout mediates the indirect effect of ethical leadership on the association between emotional intelligence and work engagement.

Association between Teacher Efficacy and Job Burnout According to Job Stress Variables of Middle School Teachers

Objectives: This study is narrative research to identify the level of job stress, teach efficiency, and job burnout among middle school teachers in Gangwon-do province and to investigate the effects of job stress on teacher efficacy and job burnout.Method: In total, samples were gained from 59 subjects who teach at middle schools in Y town in Gangwon-do province. Data was collected from April 2 to April 23, 2018.Findings: Results showed that their job stress was significantly higher for shorter years of teaching experiences, homeroom teachers, single, and numerous classes. Although their job stress did not affect teacher efficacy, it served as a variable that gives 31.4% impacts on job burnout.Improvements: Working environment needs to be improved through this study and follow-up research is needed to identify methods of decreasing result variables of job burnout when emotional variables such as job stress are mediated as teacher efficacy.

Burnout among the Nurses of Kashan Beheshti Hospital During 2014

Aims: Research suggests that burnout levels have always been higher in the health-care populations and the nurses were at high risk too. It can increase staff turnover and reduce the quality of care. Hence, this study was performed with the purpose of evaluating the rate of professional burnout in the nurses of Beheshti hospital's staff. Materials and Methods: The study population comprised 230 nurses of the Beheshti hospital of Medical Sciences using sampling in 2014. Maslach Burnout Inventory and staff demographic characteristics questionnaire were used in this study. Data were analyzed using the SPSS software, Pearson's independent, Fisher's exact test, ANOVA, and Chi-square test. Results: Most of the participants were in mild-to-moderate levels of exhaustion. they had mild level until severe in depersonalization, and mild in reduced personal accomplishment. however, burnout was higher in women . Health-care staff nurses had a higher level of job burnout than that of administrative staffs (P Conclusions: The findings suggest the research focused could yield important advances in understanding burnout in this group and yield potential interventions to buffer burnout and its consequences.

الاستغراق الوظيفي وعلاقته بمستوي الاحتراق الوظيفي لدي العاملين بشركات السياحة المصرية

Job Involvement is one of the important methods to improve Employees Performance levelwithin travel agencies, as well as reduce the level of Job Burnout. The study aimed to identify theimpact of Job Involvement on Job Burnout of employees in The Egyptian Travel AgenciesCategory A. To achieve the objective of the study, 405 Questionnaires were distributed to arandom sample of employees in travel agencies Category A, while 370 forms were valid forstatistical analysis. The study found that Job Involvement leads to decrease the level of JobBurnout of employees in The Egyptian Travel Agencies Category A.Keywords: Job Involvement, Emotional Involvement, Cognitive Involvement, BehavioralInvolvement, Job Burnout, Travel Agencies.

Correlation between sleep quality and job burnout among nurses: the moderating effect of mindfulness

Objective To analyze the correlation between sleep quality and job burnout among nurses and to explore the moderating effect of mindfulness in the correlation. Methods From September 2017 to March 2018, we selected 240 nurses in the Second Affiliated Hospital of Wenzhou Medical University by convenience sampling. The general information, job burnout, sleep quality and mindfulness were investigated with the General Information Questionnaire, Maslach Burnout Inventory General Survey (MBI-GS) , Pittsburgh Sleep Quality Index (PSQI) and Mindful Attention Awareness Scale (MAAS) . A total of 240 questionnaires were sent out and collected with 226 valid questionnaires. Results Among 226 nurses, the score of job burnout was (3.04±1.01) . The total score and dimension scores of job burnout were positively correlated with the score of sleep quality (r=0.389-0.422, P<0.01) and negatively correlated with the score of mindfulness (r=-0.198--0.296, P<0.05) . Structural equation model multi-group analysis showed that mindfulness could moderate correlation between sleep and job burnout (P<0.01) . Conclusions Nurses have a low level of sleep quality and a high level of job burnout. Mindfulness can moderate correlation between sleep and job burnout among nurses. Increasing mindfulness of nurses can improve job burnout of them. Key words: Nurses; Job burnout; Sleep quality; Mindfulness; Moderating effect

العلاقة بین جودة الحیاة الوظیفیة والاحتراق الوظیفی لدى الاخصائیین الاجتماعیین بالمؤسسات التعلیمیة

العلاقة بين جودة الحياة الوظيفية والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية ملخص: استهدفت الدراسة الحالية تحديد العلاقة بين جودة الحياة الوظيفية والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية. وتحقيقا لأهداف الدراسة اتبعت الباحثة نمط الدراسة الوصفية باستخدام منهج المسح الاجتماعي بالعينة من خلال تطبيق أداة الاستبيان على عينة قوامها (75) أخصائي اجتماعي من الأخصائيين الاجتماعيين بإدارة التربية والتعليم مدينة بني سويف، وأکدت نتائج الدراسة على أن مستوى جودة الحياة الوظيفية لدى الاخصائيين الاجتماعيين جاء متوسط، في حين مستوى الاحتراق الوظيفي لدى الاخصائيين الاجتماعيين بالمؤسسات التعليمية جاء منخفضا. کما أکدت الدراسة على وجود علاقة عکسية ذات دلالة إحصائية بين أبعاد جودة الحياة الوظيفية (المتعلقة ببيئة العمل المادية والمعنوية، وبيئة العمل التنظيمية والوظيفية)، ومستوى الاحتراق الوظيفي. وأظهرت نتائج الدراسة عدم وجود فروق دالة احصائيا حول جودة الحياة الوظيفية بين الأخصائيين الاجتماعيين تعزى للمتغيرات التالية (الجنس، العمر، الحالة الاجتماعية، عدد سنوات الخبرة). کذلک عدم وجود فروق دالة احصائيا حول الاحتراق الوظيفي بين الأخصائيين الاجتماعيين تعزى للمتغيرات التالية (الجنس، العمر، عدد سنوات الخبرة)، بينما وجدت فروق دالة احصائيا وفقا للحالة الاجتماعية للأخصائيين لصالح المتزوجين أنهم أقل تعرضا للاحتراق. وخلصت الدراسة إلى وجود علاقة ارتباطية بين جودة الحياة والاحتراق الوظيفي لدى الاخصائيين الاجتماعيين. مما يتطلب تدخلات لتحسين جودة الحياة الوظيفية، وتقليل الاحتراق، وزيادة مستوى الإنجاز الشخصي للأخصائيين الاجتماعيين، وفي النهاية تزويد العملاء بخدمات أفضل. الکلمات الدالة: جودة الحياة الوظيفية، الاحتراق الوظيفي، الاخصائيين الاجتماعيين. Quality of work life and Job Burnout among Social Workers in Educational Institutions Abstract: The purpose of this study was to investigate the relationship between quality of school work life (QSWL) and job burnout of social workers in educational institutions. To achieve these goals, the researcher followed the descriptive study, using the social survey. By applying the questionnaire tool to a sample of (75) social workers in the Education institutions, in Beni Suef City. The results of the study confirmed that the quality of work life of social workers in educational institutions Medium, and the level of job burnout among social workers in educational institutions was weak. The study also confirmed the existence of an inverse relationship with statistical significance between the dimensions of quality of work life (the physical and moral work environment, organizational and functional work environment), and the level of job burnout (Emotional Exhaustion, Depersonalization, Personal Accomplishment). The results of the study showed that there were no statistically significant differences about the quality of the work life among social workers, due to the variables (gender, age, marital status, and years of service). As well as, there were no differences about the job burnout among social workers, due to the variables (gender, age and years of service). While there were statistically significant differences according to the social status of social workers. Conclusions: The results of this study indicate that there was a correlation between the quality of work life and job burnout among social workers. Accordingly, interventions to improve the quality of work life, reduce burnout, increase the level of personal accomplishment, and ultimately provide clients with better services. Key words: quality of work life, job burnout, social workers.

Job Burnout: A Mediation between Emotional Intelligence and Turnover Intention

The emotional intelligence of employees can make employees have the desire to the turnover intention which can also be influenced by the level of job burnout employees. This research aims to investigate the effect of emotional intelligence on the turnover intention with job burnout as the mediating variable. This study uses a quantitative analysis method which aims to analyze the relationship between the observed variables and to confirm the theory using PLS-SEM analysis (Partial Least Square - Structural Equation Modeling). Respondent consists of 233 employees of PD. Bank BPR West Java who were selected using random sampling technique. The results showed that emotional intelligence, consisting of social competence and personal competence, positively affect turnover intention, characterized by the behaviors of thinking to quit, job search, and intending to quit. Emotional intelligence, consisting of social competence and personal competence, positively influences job burnout which can be seen from the aspect of exhaustion, depersonalization, and declining achievement. Employees experiencing a high level of emotional exhaustion will be likely to quit and look for new career opportunities. In other words, the higher the level of job burnout is, the higher the tendency of the employee to quit becomes.

أثر الاحتراق الوظیفي على أداء العاملین في شركات السیاحة المصریة

The study aimed to identify the impact of job burnout on the performance level ofemployees in Egyptian travel agencies. To achieve the objective of the study, theresearcher designed a questionnaire and distributed it to a random sample of employeesin the Egyptian travel agencies category (A) in Greater Cairo. A total of 390questionnaires were distributed, and 364 valid were analyzed. Spss v.25 was used toanalyze the study data. The study found that the low level of job burnout leads to animprovement in the performance of employees in the Egyptian travel agencies by43.1%..

Factors in Organ Donation Coordinators: A Cross-Sectional Study in China.

BackgroundOrgan donation coordinators play an important role in the organ transplantation process. Job burnout can seriously affect their turnover rates and the organ donation rate. The present study investigated the level of job burnout and its related factors among organ donation coordinators in China.Material/MethodsFrom March to May 2017, we administered questionnaire surveys to 320 organ donation coordinators from 32 cities. The questionnaire included the following: the Chinese version of MBI-GS was used to evaluate the burnout levels of organ donation coordinators, the Chinese version of GSES was used to assess related personal factors, and the Job Demands Scale and the SSRS were used to evaluate related environmental factors.ResultsWe received a total of 283 questionnaires with a response rate of 88.4%. Out of 283 organ donation coordinators, 169 coordinators (59.7%) showed burnout symptoms. Among them, 161 (56.9%) had mild burnout and 8 (2.8%) had severe burnout. Analysis by multiple linear regression reveals that gender, marital status, educational level, work unit, type of coordinator, job demands, self-efficacy, social support, and job satisfaction are the main factors affecting job burnout in organ donation coordinators.ConclusionsThe prevalence of job burnout among Chinese organ donation coordinators is relatively high, with mild burnout as the main symptom and reduced personal accomplishment as the main clinical feature. We hope this study will provide a reference for the recruitment and reduction of coordinator burnout.

Determinants of occupational burnout among employees of the Emergency Medical Services in Poland.

Occupational burnout is a multifaceted phenomenon and a problem often encountered among medical personnel. An example of such a group are workers of the Emergency Medical Services (EMS). The aim of the present study was to make an attempt to assess the level of job burnout among professionally active employees of the EMS and to compare the different occupational groups (paramedics, nurses of the system, doctors of the system) according to four analyzed factors. A cross-sectional study was performed using an on-line questionnaire. Four factors impacting the level of burnout were analyzed: 1) attitude to work; 2) workload; 3) contact with the patient; 4) attitude to stress). The minimum possible result on the scale is 36 points and the maximum - 252. Data were analysed by means of the Cronbach's alpha coefficient, the Spearman correlation, the Ramsey RESET test, the Chow test, VIF statistics. The average score for occupational burnout was 131.0 points (SD ± 31.47). The tool's reliability measured by means of Cronbach's alpha was 0.910). Both nurses and doctors obtained higher results throughout the scale (βstand.0.147 and 0.215). Significant differences were shown between the group working only in the Helicopter Emergency Medical Service (HEMS) teams and the other services (land EMS, emergency rooms, etc.) at the level of p < 0.000. EMS employees encounter varying degrees of threat by occupational burnout. Doctors working in the system are shown to have the highest level of burnout, while paramedics the lowest. Among all the jobs analyzed, the lowest level of occupational burnout has been demonstrated by employees of HEMS.

Stressor, job burnout and anxiety of pediatric nurses of 5 ClassIII Grade A hospitals of Beijing

Objective To explore the current situation of stressor, job burnout and anxiety of pediatric nurses of ClassⅢ Grade A hospitals and to analyze the correlation between stressor and job burnout as well as stressor and anxiety. Methods From January to February 2017, a total of 233 pediatric nurses of 5 ClassⅢ Grade A hospitals of Beijing were selected by convenience sampling as subjects. All of the pediatric nurses were investigated with the Nurse Job Stressor Scale (NJSS) , Maslach Burnout Inventory-Human Services Survey (MBI-HSS) , Self-Rating Anxiety Scale (SAS) . Results Among 233 pediatric nurses, two dimensions of NJSS with high scores included time allocation and workload (2.69±0.87) as well as patient care (2.54±0.70) . Two items of NJSS with high scores contained that the wages and other welfare treatment was low (3.04±0.93) as well as worrying about mistakes and accidents in work (2.97±0.97) . The emotion exhaustion dimension of MBI-HSS was with 22.7% for the severe level. Patients with low scores of sense of personal achievement accounted for 41.2%. The score of SAS was (38.38±7.47) significantly higher than Chinese model (t=17.57, P<0.01) . There were 10.7% of nurses with the moderate-severe level of anxiety. The correlation analysis among stressor, job burnout and anxiety of pediatric nurses showed that except for time allocation and workload as well as sense of personal achievement, other dimensions of NJSS had positive correlations with dimensions of MBI-HSS and SAS (r=0.169-0.527, P<0.05) . Conclusions Pediatric nurses are with high working pressure. Policy makers and managers should consider characteristics in pediatric nursing, reduce nurses' stressors as well as the level of nurses' job burnout and improve their mental health, so as to ensure the quality of pediatric nursing. Key words: Hospitals, pediatric; Nurses; Stressor; Anxiety; Job burnout