Distinguished University Professor and Nursing Research Chair in Health Human Resources Optimization, Arthur Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada.
Health Care Manage Rev. 2012 Apr-Jun;37(2):175-86. doi: 10.1097/HMR.0b013e31822aa456.
New graduate nurses currently experience a stressful transition into the workforce, resulting in high levels of burnout and job turnover in their first year of practice.
This study tested a theoretical model of new graduate nurses' worklife derived from the job demands-resources model to better understand how job demands (workload and bullying), job resources (job control and supportive professional practice environments), and a personal resource (psychological capital) combine to influence new graduate experiences of burnout and work engagement and, ultimately, health and job outcomes.
METHODOLOGY/APPROACH: A descriptive correlational design was used to test the hypothesized model in a sample of newly graduated nurses (N = 420) working in acute care hospitals in Ontario, Canada. Data were collected from July to November 2009. Participants were mailed questionnaires to their home address using the Total Design Method to improve response rates. All variables were measured using standardized questionnaires, and structural equation modeling was used to test the model.
The final model fit statistics partially supported the original hypothesized model. In the final model, job demands (workload and bullying) predicted burnout and, subsequently, poor mental health. Job resources (supportive practice environment and control) predicted work engagement and, subsequently, lower turnover intentions. Burnout also was a significant predictor of turnover intent (a crossover effect). Furthermore, personal resources (psychological capital) significantly influenced both burnout and work engagement.
The model suggests that managerial strategies targeted at specific job demands and resources can create workplace environments that promote work engagement and prevent burnout to support the retention and well-being of the new graduate nurse population.
新毕业的护士在过渡到工作岗位时会经历压力，导致他们在工作的第一年出现高度的倦怠和离职率。
本研究测试了一个新毕业护士工作生活的理论模型，该模型源自工作要求-资源模型，以更好地理解工作要求（工作量和欺凌）、工作资源（工作控制和支持性的专业实践环境）以及个人资源（心理资本）如何共同影响新毕业护士的倦怠和工作投入程度，最终影响他们的健康和工作结果。
方法/方法：采用描述性相关设计，在加拿大安大略省急性护理医院工作的新毕业护士（N=420）样本中测试了假设模型。数据于 2009 年 7 月至 11 月收集。使用总设计方法将问卷邮寄到参与者的家庭地址，以提高回复率。所有变量均使用标准化问卷进行测量，并使用结构方程模型测试模型。
最终模型的拟合统计数据部分支持了原始假设模型。在最终模型中，工作要求（工作量和欺凌）预测了倦怠，进而预测了心理健康状况不佳。工作资源（支持性实践环境和控制）预测了工作投入程度，进而预测了离职意向较低。倦怠也是离职意向的一个重要预测因素（交叉效应）。此外，个人资源（心理资本）显著影响倦怠和工作投入程度。
该模型表明，针对特定工作要求和资源的管理策略可以创造工作环境，促进工作投入，预防倦怠，以支持新毕业护士群体的留用和福祉。
