Galanis Petros, Moisoglou Ioannis, Katsiroumpa Aglaia, Gallos Parisis, Kalogeropoulou Maria, Meimeti Evangelia, Vraka Irene
Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, Athens, Greece.
Faculty of Nursing, University of Thessaly, Larissa, Greece.
AIMS Public Health. 2025 Jan 7;12(1):44-55. doi: 10.3934/publichealth.2025004. eCollection 2025.
High workloads among nurses affect critical workplace outcomes, such as turnover intention, job burnout, and job satisfaction. However, there are no studies that measure the relationships between workload and these variables in the post-COVID-19 era.
To evaluate the effect of workload on quiet quitting, turnover intention, and job burnout.
We conducted a cross-sectional study using a sample of nurses in Greece. The NASA task load index was used to measure workloads among nurses. Also, we used valid scales to measure quiet quitting (quiet quitting scale), job burnout (single item burnout measure), and turnover intention (a six-point Likert scale).
The mean workload score was 80.7, indicating high workloads in our sample. Moreover, most of the nurses belonged to the group of quiet quitters (74.3%). About half of the nurses reported a high level of turnover intention (50.2%). After controlling for confounders, data analysis showed that higher workloads were associated with higher levels of quiet quitting [beta = 0.009, 95% confidence interval (CI) = 0.006 to 0.012, p-value < 0.001], turnover intention (odds ratio = 1.046, 95% CI = 1.035 to 1.056, p-value < 0.001), and job burnout (beta = 0.072, 95% CI = 0.065 to 0.079, p-value < 0.001).
We found that workload was associated with quiet quitting, turnover intention, and job burnout in nurses. Thus, appropriate interventions should be applied to reduce nursing workloads to improve productivity and the healthcare provided to patients.
护士的高工作量会影响关键的工作场所结果，如离职意愿、职业倦怠和工作满意度。然而，在新冠疫情后时代，尚无研究衡量工作量与这些变量之间的关系。
评估工作量对“隐性离职”、离职意愿和职业倦怠的影响。
我们对希腊的护士样本进行了一项横断面研究。使用美国国家航空航天局任务负荷指数来衡量护士的工作量。此外，我们使用了有效的量表来衡量“隐性离职”（“隐性离职”量表）、职业倦怠（单项倦怠测量）和离职意愿（六点李克特量表）。
平均工作量得分为80.7，表明我们样本中的工作量较高。此外，大多数护士属于“隐性离职者”群体（74.3%）。约一半的护士报告有较高的离职意愿（50.2%）。在控制混杂因素后，数据分析表明，较高的工作量与更高水平的“隐性离职”[β = 0.009，95%置信区间（CI）= 0.006至0.012，p值<0.001]、离职意愿（优势比 = 1.046，95% CI = 1.035至1.056，p值<0.001）和职业倦怠（β = 0.072，95% CI = 0.065至0.079，p值<0.001）相关。
我们发现工作量与护士的“隐性离职”、离职意愿和职业倦怠相关。因此，应采取适当干预措施来减轻护理工作量，以提高工作效率和为患者提供的医疗服务质量。
