Zhang Huifang, Hoe Victor Chee Wai, Wong Li Ping
Department of Social and Preventive Medicine, Faculty of Medicine, University Malaya, 50603 Kuala Lumpur, Malaysia.
Center for Population Health (CePH), Department of Social and Preventive Medicine, Faculty of Medicine, Universiti Malaya, Kuala Lumpur, 50603 Malaysia.
Heliyon. 2024 Oct 18;10(20):e39371. doi: 10.1016/j.heliyon.2024.e39371. eCollection 2024 Oct 30.
This study sought to investigate the relationship between burnout, perceived organizational support (POS) and perceived professional benefits (PPB)as well as to explore factors associated with burnout among nurses in Chinese public hospitals.
The purposive sampling method was used to collect data from May 2023 through August 2023. A total of 1058 nurses from 5 public hospitals in Beijing, China, completed the questionnaires. The study used a cross-sectional survey design with data obtained using the Maslach Burnout Inventory (MBI-GS), Perceived Organizational Support Scale, and Perceived Professional Benefits Scale. Pearson correlation was used to examine the association between burnout and perceived organizational support with perceived professional benefits, while multivariate regression was used to investigate the specific factors related to both perceived organizational support and perceived professional benefits influencing burnout.
Effective response rate was 1058(93.34 %). The total mean score of burnout was (3.024 ± 0.711), range = (1.59-4.50). Pearson correlation showed that the total mean score of burnout was negatively correlated with the total mean score of POS (r = -0.223, < 0.01. Additionally, the total mean score of burnout showed a negative correlation with the total mean score of PPB. Multiple linear regression analysis showed that affective perceived organizational support ( < 0.01) and superior support ( < 0.01), sub-dimensions of perceived organizational support, were the main factors influencing burnout. There were no demographic disparities in burnout, except that nurses with ≤8 shift hours per week at night had significantly higher burnout scores (3.19 ± 0.72).
The study's participants experienced moderately high level of burnout. the findings highlight perceived organizational support and perceived professional benefit can be critical in alleviating burnout, medical institutions and nursing managers should undertake timely and effective interventions to boost organizational support and improve the degree of benefit from their profession. It is also recommended that adequate organizational support be prioritized, with a primary focus on improving affective organizational support and strengthening supervisor support.
本研究旨在调查职业倦怠、感知组织支持（POS）和感知职业收益（PPB）之间的关系，并探讨中国公立医院护士职业倦怠的相关因素。
采用目的抽样法，于2023年5月至2023年8月收集数据。来自中国北京5家公立医院的1058名护士完成了问卷调查。本研究采用横断面调查设计，使用马氏倦怠量表（MBI-GS）、感知组织支持量表和感知职业收益量表获取数据。采用Pearson相关性分析来检验职业倦怠与感知组织支持和感知职业收益之间的关联，同时使用多元回归分析来研究与感知组织支持和感知职业收益相关的影响职业倦怠的具体因素。
有效应答率为1058人（93.34%）。职业倦怠的总平均分是（3.024±0.711），范围为（1.59 - 4.50）。Pearson相关性分析表明，职业倦怠的总平均分与POS的总平均分呈负相关（r = -0.223，P < 0.01）。此外，职业倦怠的总平均分与PPB的总平均分呈负相关。多元线性回归分析表明，感知组织支持的情感维度（P < 0.01）和上级支持（P < 0.01）是影响职业倦怠的主要因素。职业倦怠在人口统计学方面没有差异，除了每周夜班时长≤8小时的护士职业倦怠得分显著更高（3.19±0.72）。
本研究的参与者经历了中等偏高程度的职业倦怠。研究结果表明，感知组织支持和感知职业收益对于缓解职业倦怠至关重要，医疗机构和护理管理者应及时采取有效干预措施，以增强组织支持并提高职业收益程度。还建议优先提供充分的组织支持，主要侧重于改善情感性组织支持并加强上级支持。
