Graduate, Department of Health Service, Graduate School of Public Policy and Civic Engagement, Kyung Hee University, Seoul, Republic of Korea.
Professor, College of Nursing Science, Kyung Hee University, Seoul, Republic of Korea.
J Nurs Scholarsh. 2021 Mar;53(2):227-236. doi: 10.1111/jnu.12627. Epub 2021 Feb 1.
This study examined the mediating effects of anger expression in the relationship between work stress and burnout among nurses with more than or less than 3 years of career experience.
A cross-sectional study was conducted with 454 nurses working at three university hospitals in South Korea. Nurses completed a survey consisting of demographic questions, the Maslach Burnout Inventory, the Work Stress Scale, and the Korean version of the Anger Expression Inventory. A multiple-group mediation analysis was performed using structural equation modeling.
In total (N = 454), work stress directly affected burnout, and all anger expressions indirectly affected the relationship of work stress with burnout. Different mediating effects of anger expression style according to career experience were shown; anger-out and anger-in in nurses with less experience (n = 184) and only anger-in in those with more experience (n = 270) partially mediated the relationship of work stress with burnout.
The indirect effect of anger-in style was higher than other anger expression styles in all nurses; suppression of anger caused by work stress can increase burnout. Anger-out played a functional role in the relationship of work stress with burnout among nurses who had less career experience. Therefore, to reduce burnout, creating a work environment with collaborative culture including authentic leadership and providing anger management programs will help to manage nurses' anger properly. For new nurses, promoting work and life balance, and creating a culturally empowering work environment to help them use anger-out expression constructively, are important to reduce burnout.
本研究考察了愤怒表达在工作压力与具有 3 年以上或以下职业经验的护士倦怠之间关系中的中介作用。
采用横断面研究方法，对韩国 3 所大学附属医院的 454 名护士进行了调查。护士填写了一份包括人口统计学问题、马斯拉赫倦怠量表、工作压力量表和韩国愤怒表达量表的问卷。使用结构方程模型进行了多组中介分析。
共有 454 名护士（N=454），工作压力直接影响倦怠，所有愤怒表达均间接影响工作压力与倦怠的关系。根据职业经验，愤怒表达风格的中介作用不同；经验较少的护士（n=184）中的愤怒外显和愤怒内隐，以及经验较多的护士（n=270）中的仅愤怒内隐，部分中介了工作压力与倦怠的关系。
在所有护士中，愤怒内隐的间接效应高于其他愤怒表达风格；工作压力导致的愤怒抑制会增加倦怠。愤怒外显在经验较少的护士工作压力与倦怠的关系中发挥了功能性作用。因此，为了减少倦怠，创造一个具有合作文化的工作环境，包括真实领导，并提供愤怒管理方案，将有助于护士适当管理愤怒。对于新护士，促进工作与生活的平衡，并创造一个文化上赋权的工作环境，帮助他们建设性地使用愤怒外显表达，对于减少倦怠非常重要。
