Scores Of Job Burnout Research Articles

Comparison of the Effectiveness of Cognitive-Behavioral Therapy and Acceptance and Commitment Therapy on Job Burnout and Psychological Well-being of Nurses

Objective: The aim of the present study was to compare the effectiveness of Cognitive-Behavioral Therapy (CBT) and Acceptance and Commitment Therapy (ACT) on job burnout and psychological well-being among nurses. Methods and Materials: The research method was quasi-experimental, employing a pre-test, post-test, follow-up design with a control group. The statistical population of this study included all female nurses of Hazrat Rasoul Akram Hospital in Tehran in the spring of 2023, from which 45 individuals were selected using purposive sampling and were randomly assigned to two intervention groups and one control group. The research instruments included the Maslach Burnout Inventory (Maslach et al., 1996) and the Ryff Psychological Well-being Scale - Short Form (Ryff, 1989). After conducting 8 sessions of Cognitive-Behavioral Therapy and 8 sessions of Acceptance and Commitment Therapy for the intervention groups, the data were analyzed using SPSS software version 24. Findings: Cognitive-Behavioral Therapy and Acceptance and Commitment Therapy had significant effects on job burnout and psychological well-being in the intervention groups (P < 0.01), and the differences in the mean scores of job burnout and psychological well-being among the Cognitive-Behavioral Therapy groups, Acceptance and Commitment Therapy groups, and the control group were statistically significant (P < 0.01). Conclusion: The results indicated that both Cognitive-Behavioral Therapy and Acceptance and Commitment Therapy are effective in improving job burnout and psychological well-being among nurses. It is recommended that healthcare administrators and specialists conduct empowerment programs with a Cognitive-Behavioral or Acceptance and Commitment approach.

Influence of Job Burnout on Decision-Making and Coping With Stress Among Nurses.

Job burnout is highly prevalent among health care workers. This study determined the effect of job burnout on decision-making and coping with stress among nurses. Two hundred seventy-seven nurses in Xijing Hospital were investigated using the Job Burnout Scale, Decision Scale, and Simple Stress Coping Style Scale. The total score of job burnout was 107.8 ± 16.479 (severe burnout) and clinical decision-making consciousness was 123.75 ± 16.094 (moderate decision-making consciousness). No statistical differences existed in different gender samples (P > .05). Burnout and clinical decision-making awareness of clinical nurses were stronger than nursing interns and regular trainee nurses, but the occupational pressure of nursing interns was the highest (P < .05). Marital status also showed significant differences in job burnout; unmarried nurses were more prone to burnout (P < .05). In conclusions, burnout is a serious issue among nurses, which is closely related with clinical decision-making awareness, negative coping, and occupational stress. Nurse identity and marital status had significant effects on burnout.

Analysis on the relationship between professional identity and turnover intention among general practitioners: The mediating role of job burnout

ObjectiveWe aimed to understand the current situation and contributory factors associated with professional identity, turnover intention and job burnout among general practitioners (GPs) in eastern, central and western China. MethodsA total of 3244 GPs from community health service institutions in 12 provinces of China were recruited, from October 2017 to February 2018. Demographic information such as sex, region and mode of employment was sought, and issues regarding job burnout, professional identity and turnover intention of GPs were measured with the corresponding scale, and softwares such as SPSS and AMOS were used. T-test, analysis of variance, and covariance matrix were used for analysis. ResultsThe average total scores of job burnout, turnover intention and professional identity of GPs in China were 44.12, 15.07 and 51.23, respectively. The results of intermediary effect analysis showed that in the GPs group, there were differences in the distribution of the three indicators. Professional identity had a significant negative effect on job burnout (β = −0.373), while job burnout had a significant positive effect on turnover intention (β = 0.528), and job burnout had an indirect effect in the relationship between professional identity and turnover intention. Job burnout played an intermediary role in professional identity and turnover intention. ConclusionsThe turnover intention of GPs in China has improved, but it is still at a high level. Job burnout plays an intermediary role between professional identity and turnover intention.

The relationship between psychiatric nurses' perceived organizational support and job burnout: Mediating role of psychological capital.

Psychiatric nurses need to keep close contact with patients suffering from mental illness. Because of the special nature of their profession, there is an increasing incidence of job burnout among psychiatric nurses. This study examined the relationship between psychiatric nurses' perceived organizational support, job burnout, and psychological capital. It also investigated the mediating role of psychological capital in the relationship between their perceived organizational support and job burnout. A total of 916 psychiatric nurses were recruited from 6 grade-III mental facilities in Shandong Province using the stratified sampling approach. Their data were collected and examined using a general demographic data questionnaire, The Maslach Burnout Inventory, the Perceived Organizational Support Scale, and the Psychological Capital Questionnaire. The total score of job burnout was 53.71 ± 16.37. Specifically, 73.69% of the nurses had moderate to severe emotional exhaustion, 76.75% had moderate to severe job burnout pertaining to depersonalization, and 98.80% had moderate to severe job burnout pertaining to personal accomplishment. Spearman's correlation analysis showed that both psychological capital (r = -0.35, p < 0.01) and perceived organizational support (r = -0.31, p < 0.01) were adversely related to job burnout. Additionally, psychological capital somewhat mediated the relationship between perceived organizational support and job burnout. Its mediating impact accounted for 33.20% of the overall effect. This study's participants had a moderate to severe level of job burnout. However, organizational support and psychological capital can be crucial in alleviating this problem among psychiatric nurses. Therefore, nursing managers and medical institutions should undertake timely and positive interventions to improve psychiatric nurses' mental health and prevent job burnout. While exploring the impact of organizational support and psychological capital on job burnout, future studies should consider other effective influencing factors, and the relationship between the different factors should be explored in depth. This would provide a basis for developing a job burnout prevention mechanism.

Job burnout and its influencing factors in Chinese medical staffs under China’s prevention and control strategy for the COVID-19 pandemic

ObjectiveThis study aimed to investigate the influencing factors of burnout among grassroots medical staff in China so as to provide a reference for improving their physical, psychological, and social statuses under China's prevention and control strategy for the COVID-19 pandemic and ensuring the sustainable supply of high-quality medical resources.MethodsThis study was performed on medical staff in five primary hospitals in Jiangsu Province, China, from May 1, 2022, to June 1, 2022, using a general information questionnaire and Maslach Burnout Inventory Scale. SPSS 25.0 and Stata 15.0 were used for two-track data entry and analysis. The OLS regression model was established to analyze the influencing factors for the job burnout of health care personnel.ResultsTwo hundred seventy valid questionnaires were analyzed. The total score of job burnout was (30.16 ± 10.99). The scores of emotional exhaustion, depersonalization, and self-achievement were (9.88 ± 3.839), (11.99 ± 5.68), and (8.29 ± 5.18), respectively. Feeling depressed and stressed after the pandemic, days working over the past week, and work hours per shift had a positive impact on the Maslach Burnout total score. Increased income and hours working every week had a negative impact on the Maslach Burnout total score. However, sex, age in years, degree, professional title, job category, workplace, marital status, years in practice, health status, active management of health, idea of resignation, and promotion after the pandemic did not affect the Maslach Burnout total score.ConclusionThe job burnout of medical staff is affected by health conditions, working conditions, the psychological consequences of a pandemic, wages and marital status. Hospital managers should formulate incentive measures according to different psychological changes in medical staff to create a good medical working environment under the normalization of COVID-19 pandemic prevention and control.

The relationship of job burnout to organizational commitment and moral distress in nurses

Background and aims: Nursing is a stressful profession that leads to job burnout in the long term. In addition to nurses and patients, organizations pay for consequences of job burnout, as well. Moral distress is also a source of potential harm to nurses. The present study was conducted to investigate the relationship of job burnout to organizational commitment and moral distress in nurses. Methods: This descriptive, correlational study was performed on 100 nurses in Shahid Rahimi Hospital of Khorramabad who were enrolled by convenience sampling method. Data collection tools were the Maslach Burnout Inventory, Kevin-Dick and Beverly Organizational Commitment Scale, and Corley’s Moral Distress Scale. Data analysis was performed by SPSS 23 using descriptive statistics, independent t test and ANOVA. Significance level (P) was considered to be&lt;0.05. Results: Around 84% of the participants were female and 92% worked on a rotating shift schedule. The mean±standard deviation (SD) scores of job burnout, organizational commitment and moral distress were 78.93±24.13, 47.00±12.28 and 38.84±12.74, respectively. Also there was a statistically significant, inverse correlation between job burnout and organizational commitment (P=0.003), while there was no statistically significant relationship between job burnout and moral distress (P=0.301). Conclusion: Identifying and eliminating the causes of job burnout can contribute to improving organizational commitment in nurses.

Specific Questionnaire in Assessing Occupational Burnout among Nurses

Introduction: Job burnout among nurses is a global concern caused by frequent and round-the-clock encounters with stressful situations. This study aimed to specify the status of using a specific questionnaire in assessing the occupational burnout among the nurses. Methods: This was a cross-sectional descriptive-analytical study conducted on 637 Iranian nurses in 2019. The cluster sampling method was used to collect data. The data collection tool was a specific nursing burnout questionnaire. The frequency, mean, and standard deviation were assessed using SPSS- 16, and after proving abnormality with inferential tests such as Mann-Whitney and Kruskal-wallis tests, data were analyzed. Results: Most of the nurses participating in this study (85.4%) were female. The mean age and work experience of participants were 33.29±7.07 and 8.14±7.46 years, respectively. The mean score of job burnout among the participants was 123.60±18.20. The highest mean was related to the consequences (40.74±10.01) and organizational antecedents (32.76±4.38), whereas the lowest mean was related to the individual’s toughness (21.08±2.74). Regarding demographic variables, marital and employment status, the number of children, and working shifts had a significant relationship with job burnout (p&lt;0.05). Conclusions: The results of this study indicated that the mean of burnout among nurses was moderate, and most of the subscales related to burnout were seen under the subscales of consequences and organizational antecedents. Therefore, it is essential that nursing managers identify the causes of burnout and consider plans and workshops to reduce and eliminate the causes of burnout, and maintain the safety and physical and mental health of nurses.

Job Burnout and Its Related Factors Among Surgical Technologists

Introduction: Job burnout is a long-term response to job-related emotional and interpersonal stressors. These stressors are associated with individual, interpersonal, and organizational factors. Objective: This study aimed to determine the degree of burnout and its related factors among surgical technologists. Materials and Methods: This analytical cross-sectional study was conducted in hospitals affiliated with the Iran University of Medical Sciences. A total of 125 surgical technologists were recruited by stratified sampling method. The study data were collected using a demographic questionnaire and Maslach Burnout Inventory (MBI) and then analyzed by the independent t-test, 1-way analysis of variance, and multiple linear regression with a simultaneous model. Results: More than half of the participants (52%) were in the age group of fewer than 30 years. The Mean±SD scores of job burnout in terms of intensity and frequency were 47. 88±17.5 and 47. 95±17.42, respectively. The mean job burnout scores of the majority of surgical technologists in dimensions of emotional exhaustion (intensity), depersonalization (intensity and frequency), and reduced personal accomplishment (intensity and frequency) were at a low level, but it was at a moderate level in the dimension of emotional exhaustion (frequency) among more than half of them. Through a multiple regression, the identified predictors of job burnout (frequency) were education level (β=9.377, 95%CI; 1.618-17.136, P&lt;0.05) and work experience (β=-21.091, 95%CI; -38.201- -3.980, P&lt;0.05). Meanwhile, education level (β=8.320, 95%CI; 0.568- 16.073, P&lt;0.05), work experience (β=-30.976, 95%CI; -54.715 - -7.236, P&lt;0.05), and hours of night shifts per month (β=-10.660, 95%CI; -18.205- -3.115, P=0.01) predicted job burnout (intensity). Conclusion: The job burnout of more than half of surgical technologists in the dimension of emotional exhaustion (frequency) was at a moderate level. Novice workers and operating room BScs suffered more from job burnout than those with an Associate degree and experienced workers. In this regard, healthcare and planner providers must pay attention to operating room BScs, especially novice workers.

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

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

Job Burnout Status andAnd its Relationship with Resilience Level of Healthcare Workers during Covid-19 Pandemic: A Case of Southern Iran

Background and Purpose: COVID-19 could be a threat to healthcare workers' mental health. This study was conducted to investigate job burnout and its relationship with the resilience level of the personnel in the COVID-19 treatment hospital in southern Iran.&#x0D; Methods: This descriptive-analytical cross-sectional study was conducted in 2021 on 496 personnel of Hazrat Ali Asghar (AS) Hospital selected as the center of COVID-19 in southern Iran. The participants of the study were selected using the census. Data collection tools were the standard Maslach Burnout Inventory (MBI) and Connor-Davidson Resilience Scale (CD-RISC). Data analysis was performed using t-test, ANOVA, Pearson correlation coefficient, and multiple linear regression in SPSS23 at a significance level of 0.05.&#x0D; Results: The mean scores of job burnout and resilience were 76.95 ± 14.36 (of 132) and 71.21 ± 8.24 (of 125), respectively which indicated the moderate level of these two variables. There was a significant inverse correlation between job burnout and resilience (P&lt;0.001, r= - 0.514). Spiritual influences (P&lt;0.001), perception of competence (P=0.001), positive acceptance of change and secure relationships (P= 0.001), trust in individual instincts (P= 0.02), and control (P= 0.03) of resilience aspects were identified as predictors of job burnout. Additionally, there was a statistically significant relationship between job burnout and gender (P=0.001) and occupational group (P= 0.04); and between resilience and gender (P= 0.02) and with marital status (P= 0.03).&#x0D; Conclusion: Job burnout status and personnel resilience were at a moderate level. It was recommended to train employees with resilience-enhancing skills employees according to each of their dimensions.

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout.

The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the (im)balance between risks and resources explained a high percentage of variance in job burnout (44%) and a significant percentage in job turnover intention (27%) as well as subjective health (12%). In study 2, results indicated that a change in the balance produced significant change in job burnout scores over time. In addition, balance scores positively predicted positive outcomes (i.e., overall job satisfaction and subjective health) and negatively predicted negative outcomes (i.e., job turnover intention, counterproductive behaviors at work, depression, alcohol use, sleep disorders and somatic complaints). Findings support the usefulness of the Balance for clinicians, companies and researchers interested in assessing job demands and resources.

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

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

Current status and related factors of turnover intention of primary medical staff in Anhui Province, China: a cross-sectional study

BackgroundThe shortage of primary medical staff is an important issue in the management of health human resources, and it is also a problem that all countries in the world need to face together. Since 2009, China has implemented a new series of medical system reforms and the shortage and loss of primary medical staff have been alleviated accordingly. However, China has a large population and it is difficult to distribute health human resources evenly across regions. This study aimed to explore the current status of turnover intention and its relationship with psychological capital, social support, and job burnout, as well as how these factors influence turnover intention of primary medical staff in Anhui province, China.MethodsUsing structured questionnaires to collect data, including demographic characteristics, turnover intention, psychological capital, social support, and Chinese Maslach Burnout Inventory scale. A total of 1152 primary medical workers of Anhui were investigated. Data were analyzed by t-test, analysis of variance (ANOVA), Pearson correlation analysis, and multiple linear regression model.ResultsTotal scores of turnover intention, psychological capital, social support, and job burnout of subjects were 14.15 ± 4.35, 100.09 ± 15.98, 64.93 ± 13.23 and 41.07 ± 9.437, respectively. Multiple linear regression showed the related factors of turnover intention were age, job position, work unit, and scores of job burnout. Pearson correlation showed psychological capital and social support were negatively correlated with turnover intention, while the score of job burnout was positively correlated with turnover intention.ConclusionThe improvement of psychological capital and social support and the reduction of job burnout may play an important role in reducing turnover intention of primary medical staff. Primary medical managers should strengthen the humanistic care for primary medical staff, optimize the incentive mechanism, and improve internal management of medical institutions for stability.

Analysis on job burnout status and its influencing factors among female workers of labor-intensive enterprises

Objective: To analyze the status and its influencing factors of job burnout among female workers of labor-intensive enterprises. Methods: A total of 750 female workers from 5 labor-intensive enterprises in Guangdong Province were selected as the study subjects by random cluster sampling method in August, 2019. 665 valid questionnaires were collected, and the effective recovery rate was 88.67%. The Maslach Burnout Inventory-General Survey was used to assess job burnout and its influencing factors were analyzed. Results: Among 665 female workers, 429 (64.51%) found to have different levels of burnout, among which 380 (57.14%) were mild to moderate burnout and 49 (7.37%) were severe burnout. The comprehensive scores of job burnout in different age, marital status, current post working age, working time per week, personal monthly income, working system and occupational stress groups were statistically significant (P<0.01) . There were significant differences in the score of emotional exhaustion in different age, marital status, current working age, working time per week, personal monthly income and occupational stress groups (P<0.05) . There were significant differences in the dimensions of depersonalization in different age, weekly work time, personal monthly income, working system and occupational stress groups (P<0.05) . There were significant differences in the dimensions of low individual achievement in different education levels, weekly work time, working system and occupational stress groups (P<0.05) . Conclusion: The female workers of labor-intensive enterprises are generally have mild to moderate job burnout. The main influencing factors of job burnout are weekly work time and occupational stress.

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

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

Analysis on the Influencing Factors of Job Burnout of Nurses in Haikou Tertiary Hospital

Objective: To understand the influencing factors of job burnout among nurses in Haikou 3A hospital and explore its direct and indirect effects, so as to provide a scientific basis for the work efficiency of nursing staff. Methods: Between November 2, 2015 and November 2015, using multi stage random sampling, self-administered questionnaire survey was conducted among 1049 nursing staff, using the path analysis method to study the effect of direct and indirect factors effect. Results: The total score of job burnout of nurses was 38.44 ± 7.55, high occupational burnout was 0.9%, moderate occupational burnout was 66.5%, and low occupational burnout was 32.6%. The scores of job burnout were compared among the nurses with different titles, and less achievement (F = 8.342, P 5 dimensions of work pressure source (0.125) > title (−0.112) job satisfaction scores (−0.097). Conclusion: Job stress, job satisfaction and job title are the factors that affect job burnout. The 4 and the direct and indirect effects of job stressors are the strongest, and measures should be taken to solve these problems.

Analysis of occupational stress and occupational exhaustion of primary caregivers

Objective: To investigate the occupation stress and job burnout of orphan child care workers in Nanjing and nursing staff in Yangzhong primary hospital, to compare the differences of occupational stress and job burnout between the two social service workers. Methods: From February to May 2017, a cross- sectional survey was conducted. Cluster sampling method was used to investigate the occupation stress and job burnout of orphan child care workers in Nanjing and nursing staff in Yangzhong primary hospital, totally 403 people, by a combination of the Internet of things assessment system of occupational stress and traditional questionnaire. Results: There were statistically significant differences of occupational stress and job burnout scores of both social service workers (P<0.05). Orphan child care workers in job control, technology utilization, job routinization, work risk, role ambiguity and participation decision-making, anxiety state, body complain, life attitude, behavior characteristics, ambition, anxiety trait, social support, logic, family-work relationship and depersonalization were higher than those of Yangzhong primary nurses (P<0.05); Primary nurses in Yangzhong in quantitative load and change, workload, role conflict, job prospects, promotion, depressive symptom, daily stress, self-esteem, task strategy, time management, work input, and personal accomplishment reduction scored higher than those of Orphan child care workers (P<0.05). The logistic regression analysis of the occupational depletion positive rate of the two social service personnel showed that the protective factors of the nursing staff of the orphans and disabled children had behavioral characteristics and family support(OR=0.877, P=0.044; OR=0.691, P=0.001) . The contributing factors of the primary nursing staff in Yangzhong were task control, workload, work psychological control source (OR=1.110, P=0.019; OR=1.128, P<0.001;OR=1.066, P=0.032) . The protection factors were technical utilization, opportunities for improvement, and mental health (OR=0.775, P=0.005; OR=0.765, P=0.006; OR=0.914, P=0.002) . Conclusion: The work content, the service object and the nature of the unit of primary caregivers influence the state of occupational stress and job burnout. The influencing factors of occupational stress and job burnout are not identical, Different social service personnel show occupational stress and occupational exhaustion in different aspects, and it is necessary to propose mitigation measures for two kinds of social service personnel.

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

Prevalence of Burnout Syndrome in the Beginning and End of Internship Course in Medical Students of Qazvin University of Medical Sciences

Background: Studies have shown that ignoring burnout in medical students lead to worsened disease condition and paying less attention to its progression. We aimed to determine the prevalence of burnout and its relationship with demographic factors in medical students during internship in Qazvin University, during 2014-2015. Methods: 130 medical students participated in this study. They completed demographic questionnaire and Maslach Burnout Inventory at the beginning and end of their internship course. The relationship between each of the three components of burnout and demographic characteristics were analyzed. Job burnout scores were compared between the beginning and end of the internship course. Results: in this study, a significant relationship was not observed between the prevalence of burnout and demographic variables (age, sex, marital status, place of residence, and smoking). The prevalence of burnout was significantly more at the end of internship course (P<0.05, X2=24.09). With respect to the components of burnout, we found that the participants’ scores in the three subscales of the burnout questionnaire was significantly higher after the internship course compared to before it (emotional exhaustion t=-3.25, P=0.01; depersonalization t=-3.98, P<0.05; personal accomplishment t=-2.11,P=0.036). Conclusion: the study showed that the prevalence of burnout syndrome and its components among medical students was high during internship. Due to the high cost of burnout, implementing appropriate strategies for reducing it is essential. Keywords: MEDICAL STUDENT, BURNOUT, INTERNSHIP

Effect of professional practice environment of head nurses on job burnout in classIII hospitals

Objective To investigate of the status quo of head nurses' professional practice environment and job burnout in classⅢ hospitals, and to discuss the influence of professional practice environment on job burnout. Methods From June to July 2016, a total of 335 head nurses from classⅢ hospitals of Hu'nan province were selected by cluster sampling method. All the participants were investigated by the Chinese version of Professional Practice Environment Scale for Head Nurses and Maslach Burnout Inventory. SPSS 18.0 software was applied to establish a database and to carry out statistical analysis. The influencing factors were analyzed by single factor analysis of variance and linear regression analysis. Results A total of 335 questionnaires were distributed, including 331 valid questionnaires. The total score of 331 head nurses professional practice environment score was (214.72±22.64) . In the Maslach Burnout Inventory, the emotional exhaustion (EE) score was (26.02±11.03) , depersonalization (DP) score was (9.31±4.30) and personal accomplishment (PA) was (34.66±12.98) . Single factor analysis showed that the differences of EE score and DP score in head nurses in different age stages were statistically significant (F=6.429, 4.652; P<0.01) . There was statistical significance in the difference of EE score of head nurses in different marital status (F=3.787, P<0.05) . There were statistical significance in the differences of EE score and DP score of head nurses with different nursing management years (F=2.448, 2.670; P<0.05) . The differences of EE score in head nurses in different departments, the highest education and the professional titles were statistically significant (F=3.951, 3.047, 3.256; P<0.05) . The results of linear regression analysis showed that the 4 dimensions of cultural heritage, organization culture construction, relationship with doctors and relationship with nurses were the key variables influencing job burnout scores. Conclusions The status quo of professional practice environment is not optimistic, the tendency of job burnout is obvious, and the professional practice environment has an impact on the job burnout of head nurses. Key words: Nursing, supervisory; Occupational burnout; Professional practice environment