中国西南地区新毕业护士的组织支持感与职业倦怠的关系：心理资本和工作投入的链式中介作用
The relationship between perceived organizational support and burnout in newly graduated nurses from southwest China: the chain mediating roles of psychological capital and work engagement.
作者信息
Ren Yunhong, Li Guirong, Pu Dequan, He Ling, Huang Xuemei, Lu Qin, Du Juan, Huang Huaping
机构信息
Department of Anesthesiology, Mianyang Central Hospital, School of Medicine, University of Electronic Science and Technology of China, Mianyang, Sichuan, 621000, China.
Key Laboratory of Anesthesia and Neuroregulation of Mianyang, Mianyang, Sichuan, 621000, China.
出版信息
BMC Nurs. 2024 Oct 8;23(1):719. doi: 10.1186/s12912-024-02386-x.
BACKGROUND
Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout.
METHODS
This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis.
RESULTS
A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (β = 0.553) consisted of a direct effect (β = 0.233) as well as an indirect effect (β = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (β = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect.
CONCLUSIONS
This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE.
背景
职业倦怠会影响工作质量和健康，提高新毕业护士的离职率，并导致护士资源短缺。感知到的组织支持（POS）可以缓解职业倦怠，但其确切机制尚不清楚。本研究的目的是探讨心理资本（PsyCap）和工作投入（WE）在POS与职业倦怠关系中的中介作用。
方法
这是一项横断面研究。2023年10月至2023年11月期间，在中国西南部的四川省对护士进行了便利抽样的匿名调查。使用感知组织支持量表、马氏职业倦怠量表通用版、心理资本问卷和乌得勒支工作投入量表收集数据。应用SPSS 26.0和AMOS 26.0进行统计分析。
结果
共有995名新毕业护士参与本研究。护士的职业倦怠平均得分为2.45（1.06），职业倦怠发生率为82.6%。职业倦怠与POS（r=-0.624，p<0.05）、PsyCap（r = -0.685，p<0.05）和WE（r = -0.638，p<0.05）呈负相关。POS对职业倦怠的总效应（β = 0.553）包括直接效应（β = 0.233）以及通过PsyCap和WE介导的间接效应（β = 0.320）。PsyCap和WE在新毕业护士的POS与职业倦怠之间具有链式中介效应（β = -0.056，Bootstrap 95%置信区间（-0.008，-0.003），占总效应的10.12%。
结论
本研究证实POS对职业倦怠具有显著的负向预测作用。POS首先与PsyCap的降低相关，随后WE依次下降，这反过来又与新毕业护士职业倦怠症状的增加相关。医院管理者可以通过增加组织支持、改善PsyCap和WE来降低新毕业护士的职业倦怠水平。
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