Moon Su-Young, Park Hyung-Ran
College of Nursing, Research Institute of Nursing Science, Chungbuk National University, Cheongju 28644, Chungbuk, Republic of Korea.
Behav Sci (Basel). 2025 Apr 8;15(4):486. doi: 10.3390/bs15040486.
This descriptive cross-sectional study investigated the relationship between grit, emergency nursing competency, positive nursing organisational culture, and burnout among emergency department nurses and identified the factors influencing burnout. The study participants were 176 nurses from one tertiary and six general hospitals in Chungcheong-do, South Korea. Data were collected from 18 July to 10 August 2024 and analysed using hierarchical multiple regression. Burnout was negatively correlated with grit ( = -0.57, < 0.001), emergency nursing competency ( = -0.41, < 0.001), and positive nursing organisational culture ( = -0.60, < 0.001). It was also negatively correlated with the subdomains of positive nursing organisational culture: active leadership of nurse managers ( = -0.46, < 0.001), pursuit of shared values ( = -0.55, < 0.001), trust-based organisational relationship formation ( = -0.62, < 0.001), and fair management systems ( = -0.55, < 0.001). The regression analysis showed two variables that significantly affected burnout-trust-based organisational relationship formation in positive nursing organisational culture (β = -0.31, = 0.012) and grit (β = -0.29, < 0.001); their explanatory power was 44.0% (F = 18.19, < 0.001). Thus, positive nursing organisational culture and grit were major factors affecting burnout. Therefore, to prevent and effectively manage burnout among emergency department nurses, nursing organisations must create a positive organisational atmosphere based on mutual respect and trust, promoting active participation in work, decision-making, and collaboration.
这项描述性横断面研究调查了韩国忠清道一所三级医院和六所综合医院的急诊科护士的毅力、应急护理能力、积极的护理组织文化与职业倦怠之间的关系，并确定了影响职业倦怠的因素。研究参与者为来自这些医院的176名护士。数据于2024年7月18日至8月10日收集，并采用分层多元回归进行分析。职业倦怠与毅力（r = -0.57，p < 0.001）、应急护理能力（r = -0.41，p < 0.001）和积极的护理组织文化（r = -0.60，p < 0.001）呈负相关。它还与积极护理组织文化的子领域呈负相关：护士长的积极领导（r = -0.46，p < 0.001）、对共同价值观的追求（r = -0.55，p < 0.001）、基于信任的组织关系形成（r = -0.62，p < 0.001）和公平的管理系统（r = -0.55，p < 0.001）。回归分析显示，积极护理组织文化中基于信任的组织关系形成（β = -0.31，p = 0.012）和毅力（β = -0.29，p < 0.001）这两个变量对职业倦怠有显著影响；它们的解释力为44.0%（F = 18.19，p < 0.001）。因此，积极的护理组织文化和毅力是影响职业倦怠 的主要因素。因此，为了预防和有效管理急诊科护士的职业倦怠，护理组织必须营造一个基于相互尊重和信任的积极组织氛围，促进积极参与工作、决策和协作。
