Urban Regina W, Martin Shirley D, Bailey Stephanie, Rivera Norma, Lim Maria Lourdes C, Bracco Shonna
Texas Health Arlington Memorial, Arlington, Texas, USA.
Texas Health Harris Methodist Fort Worth, Fort Worth, Texas, USA.
Worldviews Evid Based Nurs. 2025 Aug;22(4):e70054. doi: 10.1111/wvn.70054.
Nurse leaders at every level are needed to help organizations achieve strategic goals and deliver safe patient care. Nurse leaders can find fulfillment in their roles; however, they are often prone to poor work-life balance due to the complexity and demands of their jobs. Professional well-being, consisting of an individual's overall health and the perception of good work-related quality of life, is at risk for being compromised in these nurses. Research exploring variables associated with psychosocial well-being in nurse leaders is limited.
To describe variables related to psychological well-being in nurse leaders, explore associations among these variables, and identify potential demographic and psychosocial predictors of resilience and burnout.
Participants were a convenience sample of nurse leaders from two hospitals located in the southwestern United States. We used a prospective observational design to describe the incidence of and relationships between self-compassion, satisfaction with life, resilience, perceived stress, and burnout. We then sought to identify predictors of disengagement and exhaustion (subscales of burnout) and resilience.
Participants (n = 105) were mostly female (82.7%) and white (57.7%), while one-third were charge nurses. Most reported normal to high levels of satisfaction with life (86%), self-compassion (90%), and resilience (93.3%) and 72.4% reported high stress levels. Moderately high levels of disengagement (46.4%) and exhaustion (59.1%) were also present. Higher self-compassion levels predicted higher levels of resilience. Lower satisfaction with life and self-compassion together predicted high disengagement scores, while lower self-compassion scores predicted high exhaustion scores.
When disengagement, exhaustion, and perceived stress are elevated, nurse leaders are at risk for low professional well-being and may be more prone to resignation ideation or turnover. Evidence-based interventions designed specifically for nurse leaders promoting professional well-being and emphasizing self-compassion skills are needed along with high-quality research on program outcomes.
各级护士领导者对于帮助组织实现战略目标以及提供安全的患者护理至关重要。护士领导者能够从其角色中获得满足感；然而，由于工作的复杂性和要求，他们往往容易出现工作与生活失衡的情况。这些护士的职业幸福感（包括个人的整体健康状况以及对良好工作相关生活质量的认知）面临受损的风险。探索与护士领导者心理幸福感相关变量的研究较为有限。
描述与护士领导者心理幸福感相关的变量，探究这些变量之间的关联，并确定恢复力和倦怠的潜在人口统计学及心理社会预测因素。
参与者是来自美国西南部两家医院的护士领导者的便利样本。我们采用前瞻性观察设计来描述自我同情、生活满意度、恢复力、感知压力和倦怠之间的发生率及关系。然后，我们试图确定脱离工作和疲惫（倦怠的子量表）以及恢复力的预测因素。
参与者（n = 105）大多为女性（82.7%）且为白人（57.7%），三分之一是护士长。大多数人报告生活满意度、自我同情和恢复力处于正常至高水平（分别为86%、90%和93.3%），72.4%的人报告压力水平较高。脱离工作（46.4%）和疲惫（59.1%）也处于中等偏高水平。较高的自我同情水平预示着更高的恢复力水平。较低的生活满意度和自我同情共同预示着较高的脱离工作得分，而较低的自我同情得分预示着较高的疲惫得分。
当脱离工作、疲惫和感知压力升高时，护士领导者面临职业幸福感低下的风险，可能更容易产生辞职想法或离职。需要专门为护士领导者设计的基于证据的干预措施，以促进职业幸福感并强调自我同情技能，同时需要对项目成果进行高质量研究。
