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Job stress, burnout, job satisfaction, and intention to leave among registered nurses employed in hospital settings in the state of Florida.

机译：在佛罗里达州医院环境中雇用的注册护士中的工作压力，倦怠，工作满意度和离职意愿。

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摘要

Burnout among individual nurses in today's society is a paramount issue that carries a two-sided relationship. The individual nurse must be free of job stress and have personally obtained job satisfaction to alleviate aspects of burnout in the work environment (Maslach & Leiter, 2005). Healthcare and nursing organizations must strategize ways to help today's nurse reduce the potentials for job stress and enforce the absence of job stress and maintain a level of job satisfaction by encompassing understanding, and decreasing the variables such as work overload, lack of control, role conflict, fit, and role ambiguity that are antecedents to worker burnout.;Nurses subjected to burnout have been shown to experience a wide range of physical ailments, psychological deficits, and social impairment that prevent them from properly performing their nursing duties. Although, researchers have examined burnout in the work environment, little is known about the overall relationships among job satisfaction, job stress, and intention to leave as it applies to nursing burnout.;The purpose of this non-experimental (comparative) and explanatory (correlational) online survey research was to test a hypothesized model about demographic characteristics, work profile characteristics, job stress, burnout, job satisfaction, and intention to leave among hospital employed registered nurses in the State of Florida. A total of 28,511 e-mail invitations were sent out to the entire accessible population of actively licensed registered nurses in the State of Florida asking them to participate in the survey via Survey Monkey. The data producing sample consisted of 129 (response rate = 0.45%). A six part survey was used to measure Demographic Characteristics, Work Profile Characteristics, Job Stress, Burnout, Job Satisfaction, and Intention to Leave. Demographic Characteristics and Work Profile Characteristics were developed by the researcher. Job Stress was measured by the Expanded Nursing Stress Scale (ENSS) (French, Lenton, Walters, & Lyles, 2000) which contains 57-items. The Maslach Burnout Inventory-Human Services Survey (MBI-HSS), a 22-item scale was utilized to measure nursing Burnout. The 7-item Professional Turnover Questionnaire (Price & Mueller, 1981) measured Job Satisfaction. Intention to Leave was measured by the 4-item Intention to Leave Scale (Kim, Price, Mueller, & Watson, 1996). Reverse scoring was implemented on negatively phrased questions from the Job Satisfaction and Intention to Leave scales.;Exploratory data analysis, exploratory factor analysis, and coefficient alphas were used to examine the psychometric qualities of the scales. To answer the three research questions, descriptive statistics, independent t tests and one-way ANOVA were used. Finally, to test the four research hypotheses, stepwise (enter) hierarchical multiple regression was used to find the best explanatory models. This research examined the factors that explain burnout among hospital employed registered nurses in the State of Florida.;Findings reported that the Burnout scale had the most significant explanatory variables of Job Satisfaction. Personal Accomplishment was the highest significant explanatory variable of Job Satisfaction followed by Emotional Exhaustion and Depersonalization. The explanatory model explained a range of 5.5% to 6.0% of the variation in Job Satisfaction for both H1 and H3. Job Satisfaction was the most significant explanatory variable of Intention to Leave. The explanatory model explained a range of 2-7% to 3.4% of the variation in Intention to Leave (H2) and a range of 2.7% to 3.5% (H4).;Future research utilizing this study's model to examine the correlation of Job Stress, Burnout, Job Satisfaction, and Intention to Leave among registered nurses on a broader scale in other work environments, in other States within the United States of America and globally to strengthen generalizability.
机译：在当今社会，护士个人的倦怠是一个极为重要的问题，它具有两方面的关系。护士个人必须摆脱工作压力，并获得个人满意的工作，以减轻工作环境中的倦怠感（Maslach＆Leiter，2005）。医疗保健和护理组织必须制定策略方法，以帮助当今的护士减少潜在的工作压力，并通过理解，减少工作量过大，缺乏控制，角色冲突等变量来减轻工作压力，保持工作满意度，劳累，角色模糊不清是工人倦怠的前因；事实证明，遭受倦怠的护士会遭受各种各样的身体疾病，心理缺陷和社会障碍，使他们无法正确履行护理职责。尽管研究人员已经研究了工作环境中的倦怠，但对于护理倦怠的工作满意度，工作压力和离职意向之间的总体关系知之甚少;这种非实验性（比较性）和解释性（相关）在线调查研究旨在测试一个假设模型，该模型关于佛罗里达州医院雇用的注册护士中的人口统计学特征，工作档案特征，工作压力，倦怠，工作满意度和离职意向。总共向佛罗里达州积极许可的注册护士的整个可访问人群发送了28,511封电子邮件邀请，要求他们通过Survey Monkey参加调查。产生数据的样本由129个组成（响应率= 0.45％）。六部分调查用于测量人口统计学特征，工作概况特征，工作压力，倦怠，工作满意度和离职意向。人口统计学特征和工作档案特征是由研究人员开发的。工作压力通过扩展护理压力量表（ENSS）（French，Lenton，Walters，＆Lyles，2000）测量，其中包含57个项目。 Maslach职业倦怠库存-人力服务调查（MBI-HSS）是一项22项量表，用于衡量护理倦怠。 7项专业离职调查表（Price＆Mueller，1981）衡量了工作满意度。休假意向是通过4项休假意向量表（Kim，Price，Mueller，＆Watson，1996）来衡量的。对工作满意度和离职意向量表中的否定短语问题进行了反向评分。;探索性数据分析，探索性因素分析和系数α用于检验量表的心理计量质量。为了回答这三个研究问题，使用了描述性统计，独立t检验和单向方差分析。最后，为了检验这四个研究假设，使用逐步（输入）层次多元回归来找到最佳的解释模型。这项研究调查了佛罗里达州医院雇用的注册护士中解释倦怠的因素。研究发现，倦怠量表是工作满意度的最重要解释变量。个人成就是工作满意度的最高重要解释变量，其次是情绪疲惫和人格解体。解释模型解释了H1和H3的工作满意度变化的5.5％至6.0％的范围。工作满意度是离职意向的最重要的解释变量。解释模型解释了休假意向（H2）的2-7％至3.4％的范围，以及H2（2.7％至3.5％）的范围。;利用该研究模型的未来研究旨在检验工作的相关性在其他工作环境中，美利坚合众国其他州以及全球范围内，注册护士在更大范围内的压力，倦怠，工作满意度和离职意愿，以增强普遍性。

著录项

  • 作者

    Hazell, Kenneth W.;

  • 作者单位

    Lynn University.;

  • 授予单位 Lynn University.;
  • 学科 Education Leadership.;Health Sciences Nursing.
  • 学位 Ph.D.
  • 年度 2010
  • 页码 477 p.
  • 总页数 477
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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