Mudallal Rola H, Othman Wafa'a M, Al Hassan Nahid F
1 The Hashemite University, Zarqa, Jordan.
2 Armed Forces Hospital Southern Region, Khamis Mushait, Saudi Arabia.
Inquiry. 2017 Jan 1;54:46958017724944. doi: 10.1177/0046958017724944.
Nurse burnout is a widespread phenomenon characterized by a reduction in nurses' energy that manifests in emotional exhaustion, lack of motivation, and feelings of frustration and may lead to reductions in work efficacy. This study was conducted to assess the level of burnout among Jordanian nurses and to investigate the influence of leader empowering behaviors (LEBs) on nurses' feelings of burnout in an endeavor to improve nursing work outcomes. A cross-sectional and correlational design was used. Leader Empowering Behaviors Scale and the Maslach Burnout Inventory (MBI) were employed to collect data from 407 registered nurses, recruited from 11 hospitals in Jordan. The Jordanian nurses exhibited high levels of burnout as demonstrated by their high scores for Emotional Exhaustion (EE) and Depersonalization (DP) and moderate scores for Personal Accomplishment (PA). Factors related to work conditions, nurses' demographic traits, and LEBs were significantly correlated with the burnout categories. A stepwise regression model-exposed 4 factors predicted EE: hospital type, nurses' work shift, providing autonomy, and fostering participation in decision making. Gender, fostering participation in decision making, and department type were responsible for 5.9% of the DP variance, whereas facilitating goal attainment and nursing experience accounted for 8.3% of the PA variance. This study highlights the importance of the role of nurse leaders in improving work conditions and empowering and motivating nurses to decrease nurses' feelings of burnout, reduce turnover rates, and improve the quality of nursing care.
护士职业倦怠是一种普遍现象，其特征是护士精力下降，表现为情绪耗竭、缺乏动力以及挫败感，可能导致工作效率降低。本研究旨在评估约旦护士的职业倦怠程度，并调查领导者授权行为（LEBs）对护士职业倦怠感的影响，以努力改善护理工作成果。采用了横断面和相关性设计。使用领导者授权行为量表和马氏职业倦怠量表（MBI）从约旦11家医院招募的407名注册护士中收集数据。约旦护士表现出较高的职业倦怠水平，其情绪耗竭（EE）和去个性化（DP）得分较高，个人成就感（PA）得分中等。与工作条件、护士人口统计学特征和领导者授权行为相关的因素与职业倦怠类别显著相关。逐步回归模型显示，有4个因素可预测情绪耗竭：医院类型、护士工作班次、提供自主权和促进参与决策。性别、促进参与决策和科室类型占去个性化变异的5.9%，而促进目标实现和护理经验占个人成就感变异的8.3%。本研究强调了护士领导者在改善工作条件、授权和激励护士以减少护士职业倦怠感、降低离职率以及提高护理质量方面的重要作用。
