Nurse turnover: the mediating role of burnout
Nurse turnover: the mediating role of burnout
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DOI：
10.1111/j.1365-2834.2009.01004.x
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发表时间：
2009-04-01
影响因子：
5.5
通讯作者：
Maslach, Christina
中科院分区：
文献类型：
--
作者：
Leiter, Michael P.;Maslach, Christina
目的本研究测试中介模式的倦怠是否可以预测nurses' turnover intention.Background更好地了解什么因素支持的承诺，护理职业生涯可以告知政策和工作场所的做法。中介模式的职业倦怠提供了一种方法，连接质量的护士的工作生活的各种结果，如turnover.Method数据收集的工作生活，职业倦怠和营业额的意图，通过调查667加拿大护士在大西洋Provincies.Results调查结果支持的中介模式的职业倦怠，在工作生活领域预测倦怠，这反过来又预测营业额的意图。愤世嫉俗是离职的关键倦怠维度，结论本研究的结果为护士离职意愿与其工作生活的某些方面以及职业倦怠的关系提供了新的见解，并为护理管理提供了启示。这些结果表明，为减少护士离职意愿，应针对哪些方面进行干预护士提前退出职业生涯的风险。
Aim This study tested whether the mediation model of burnout could predict nurses' turnover intentions.Background A better understanding of what factors support a commitment to a nursing career could inform both policies and workplace practices. The mediation model of burnout provides a way of linking the quality of a nurse's worklife to various outcomes, such as turnover.Method Data on areas of worklife, burnout, and turnover intentions were collected by surveying 667 Canadian nurses in the Atlantic Provinces.Results The findings supported the mediation model of burnout, in which areas of worklife predicted burnout, which in turn predicted turnover intentions. Cynicism was the key burnout dimension for turnover, and the most critical areas of worklife were value conflicts and inadequate rewards.Conclusions The results of this study provide some new insights into how the intention of nurses to leave their job is related to particular aspects of their worklife and to burnout.Implications for nursing management These results suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career.