Arthur Labatt Family School of Nursing, Faculty of Health Sciences, Health Sciences Addition, H41, The University of Western Ontario, London, Ontario, Canada.
Department of Psychology, Sapienza University of Rome, Rome, Italy.
Int J Nurs Stud. 2015 Jun;52(6):1080-9. doi: 10.1016/j.ijnurstu.2015.03.002. Epub 2015 Mar 12.
New nurse burnout has personal and organizational costs. The combined effect of authentic leadership, person-job fit within areas of worklife, and occupational coping self-efficacy on new nurses' burnout and emotional wellbeing has not been investigated.
This study tested a model linking authentic leadership, areas of worklife, occupational coping self-efficacy, burnout, and mental health among new graduate nurses. We also tested the validity of the concept of interpersonal strain at work as a facet of burnout.
A cross-sectional national survey of Canadian new graduate nurses was conducted.
Registered nurses working in direct patient care in acute care settings with less than 3 years of experience were selected from provincial registry databases of 10 Canadian provinces. A total of 1009 of 3743 surveyed new graduate nurses were included in the final sample (useable response rate 27%).
Participants received a mail survey package that included a letter of information, study questionnaire, and a $2 coffee voucher. To optimize response rates non-responders received a reminder letter four weeks after the initial mailing, followed by a second survey package four weeks after that. Ethics approval was obtained from the university ethics board prior to starting the study. Descriptive statistics and scale reliabilities were analyzed. Structural equation modelling with maximum likelihood estimation was used to test the fit between the data and the hypothesized model and to assess the factor structure of the expanded burnout measure.
The hypothesized model was an acceptable fit for the data (χ(2) (164)=1221.38; χ(2) ratio=7.447; CFI=.921; IFI=.921; RMSEA=.08). All hypothesized paths were significant. Authentic leadership had a positive effect on areas of worklife, which in turn had a positive effect on occupational coping self-efficacy, resulting in lower burnout, which was associated with poor mental health.
Authentic leaders may play an important role in creating positive working conditions and strengthening new nurses' confidence that help them cope with job demands, thereby protecting them from developing burnout and poor mental health. Leadership training to develop supervisors' authentic leadership skills may promote the development of person-job fit, thereby increasing occupational self-efficacy and new nurses' wellbeing.
新护士倦怠会给个人和组织带来成本。真实领导、工作生活领域的人与工作匹配度以及职业应对自我效能感对新护士倦怠和情绪健康的综合影响尚未得到研究。
本研究检验了一个真实领导、工作生活领域、职业应对自我效能感、倦怠和新毕业护士心理健康之间关系的模型。我们还检验了工作中的人际紧张作为倦怠一个方面的概念的有效性。
对加拿大新毕业护士进行了一项全国性的横断面调查。
从加拿大 10 个省份的省级登记数据库中选择在急性护理环境中从事直接病人护理且工作经验少于 3 年的注册护士。在最终样本中，共有 1009 名被调查的新毕业护士（有效回复率为 27%）。
参与者收到了一份邮件调查包，其中包括一封信、研究问卷和一张 2 加元的咖啡券。为了提高回复率，对于未回复者，在首次邮寄后四周会收到提醒信，然后再寄发第二份调查包。在开始研究之前，已从大学伦理委员会获得伦理批准。分析了描述性统计数据和量表信度。采用最大似然估计的结构方程模型来检验数据与假设模型之间的拟合程度，并评估扩展的倦怠测量的因子结构。
假设模型与数据具有良好的拟合度（χ(2)（164）=1221.38；χ(2)比=7.447；CFI=.921；IFI=.921；RMSEA=.08）。所有假设路径均具有统计学意义。真实领导对工作生活领域有积极影响，工作生活领域继而对职业应对自我效能感有积极影响，从而降低倦怠感，这与心理健康不良有关。
真实的领导者可能在创造积极的工作条件和增强新护士的信心方面发挥重要作用，帮助他们应对工作需求，从而避免倦怠和心理健康不良。领导力培训以培养主管的真实领导技能可能会促进人与工作的匹配度的发展，从而提高职业自我效能感和新护士的幸福感。
