Zhang Xiaona, Huang Haitao, Du Hua, Li Dan
School of Public Administration, Sichuan University, Chengdu, Sichuan, China.
Department of Nursing, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Chengdu, China.
Nurs Crit Care. 2025 Jan 26. doi: 10.1111/nicc.13266.
As the backbone of the intensive care unit nursing team, young nurses' emotional and psychological well-being is related to the physiological health and life outcomes of critically ill patients.
Exploring the impact of access to and utilization of organizational resources on emotional exhaustion among intensive care unit nurses.
A cross-sectional survey. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct the structural equation model and conduct the Bootstrap test.
A total of 447 valid questionnaires were ultimately included, with a validity rate of 91.2%. The results showed that the turnover intention of young intensive care unit nurses was high (2.06 ± 0.67). Emotional exhaustion positively predicts nurses' turnover intentions (β = 0.30, p < .001). Inclusive leadership (β = 0.075, 95% CI: 0.04 to 0.116, p < .001) and distributive justice (β = 0.090, 95% CI: 0.059 to 0.132, p < .001), as organizational resources, respectively moderate the relationship between emotional exhaustion and turnover intention, and play a chain-mediated role in their relationship (β = 0.055, 95% CI: 0.036 to 0.081, p < .000). Additionally, the study did not show a direct effect of emotional exhaustion on work engagement (β = -0.07, p = .083). Instead, this relationship is mediated through distributive justice (but not inclusive leadership) (β = -0.203, 95% CI: -0.258 to -0.146, p < .001). At the same time, inclusive leadership and distributive justice serve as serial mediators in the mechanism by which emotional exhaustion affects work engagement (β = -0.125, 95% CI: -0.167 to -0.096, p < .000).
This study emphasizes that organizational resources can effectively alleviate the impact of emotional exhaustion among young intensive care unit nurses.
Health care institutions and nursing managers need to recognize the importance of utilizing organizational resources and take necessary measures to alleviate emotional exhaustion among intensive care unit nurses. By implementing effective policies, they can enhance nurses' work engagement and retain nursing talent.
作为重症监护病房护理团队的中坚力量，年轻护士的情绪和心理健康与重症患者的生理健康及生命转归相关。
探讨组织资源的获取与利用对重症监护病房护士情绪耗竭的影响。
横断面调查。采用SPSS 27.0进行描述性分析和Pearson相关性分析。采用AMOS 25.0构建结构方程模型并进行Bootstrap检验。
最终纳入447份有效问卷，有效率为91.2%。结果显示，年轻重症监护病房护士的离职意愿较高（2.06±0.67）。情绪耗竭正向预测护士的离职意愿（β = 0.30，p <.001）。包容型领导（β = 0.075，95%CI：0.04至0.116，p <.001）和分配公平（β = 0.090，95%CI：0.059至0.132，p <.001）作为组织资源，分别调节情绪耗竭与离职意愿之间的关系，并在二者关系中发挥链式中介作用（β = 0.055，95%CI：0.036至0.081，p <.000）。此外，研究未显示情绪耗竭对工作投入有直接影响（β = -0.07，p =.083）。相反，这种关系通过分配公平（而非包容型领导）介导（β = -0.203，95%CI：-0.258至-0.146，p <.001）。同时，包容型领导和分配公平在情绪耗竭影响工作投入的机制中起序列中介作用（β = -0.125，95%CI：-0.167至-0.096，p <.000）。
本研究强调组织资源可有效减轻年轻重症监护病房护士情绪耗竭的影响。
医疗机构和护理管理者需认识到利用组织资源的重要性，并采取必要措施减轻重症监护病房护士的情绪耗竭。通过实施有效政策，可提高护士的工作投入并留住护理人才。
