Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China.
The First Hospital of Qiqihar City, Qiqihar, China.
J Clin Nurs. 2021 Oct;30(19-20):2912-2923. doi: 10.1111/jocn.15797. Epub 2021 Apr 7.
The present study was aimed at describing the status of job burnout and exploring the mediating roles of psychological capital and professional identity on the association between organisational justice and job burnout.
With the shortage of nurses all over the world, nurses' job burnout has become the focus of studies in recent years. However, limited published research has examined the mediating roles of psychological capital and professional identity on the association between organisational justice and job burnout within hospital contexts in China.
A cross-sectional design.
A total of 1,009 nurses were enrolled from a major general hospital located in Qiqihar City in the northeast of China from March-July 2018, and asked to complete questionnaires regarding organisational justice, psychological capital, professional identity and job burnout. The STROBE checklist was adhered to in this study.
It was observed that the overall proportion of nurses with job burnout was 58.8%. All the correlations among organisational justice, psychological capital, professional identity and job burnout were statistically significant, with coefficients ranging between -0.487-0.863. Psychological capital and professional identity had indirect effects equal to -0.072 and -0.142, respectively, on the association between organisational justice and job burnout, taking up 13.7% and 26.9% of the total effect, respectively. The serial indirect effect of psychological capital and professional identity was -0.129, accounting for 24.5% of the total effect.
This study showed the necessity of addressing the status of job burnout among Chinese nurses. Psychological capital and professional identity may mediate the linkage between organisational justice and job burnout independently and accumulatively.
Nursing managers should strengthen organisational justice and improve the psychological capital and professional identity of nurses through effective strategies to prevent the job burnout of nurses.
本研究旨在描述工作倦怠的现状，并探讨心理资本和专业认同在组织公平与工作倦怠关系中的中介作用。
随着全球范围内护士短缺，护士工作倦怠已成为近年来研究的焦点。然而，在国内医院环境中，关于组织公平与工作倦怠关系中心理资本和专业认同的中介作用的研究还很有限。
横断面设计。
2018 年 3 月至 7 月，从中国东北齐齐哈尔市的一家大型综合医院抽取了 1009 名护士，要求他们完成关于组织公平、心理资本、专业认同和工作倦怠的问卷。本研究遵循 STROBE 清单。
结果显示，护士工作倦怠的总体比例为 58.8%。组织公平、心理资本、专业认同与工作倦怠之间的相关性均具有统计学意义，系数范围为-0.487-0.863。心理资本和专业认同对组织公平与工作倦怠之间的关联分别具有间接效应，分别为-0.072 和-0.142，占总效应的 13.7%和 26.9%。心理资本和专业认同的串联间接效应为-0.129，占总效应的 24.5%。
本研究表明，有必要关注中国护士的工作倦怠状况。心理资本和专业认同可能独立和累积地调节组织公平与工作倦怠之间的关系。
护理管理者应通过有效的策略加强组织公平，提高护士的心理资本和专业认同，以预防护士的工作倦怠。
