Hu Hengyu, Chang Shuying, Tian Gang, Li Zhen, Chang Lu, Zhang Junmei, Cheng Chunyan, Zhang Hongmei, Cui Panpan
Geriatrics Department, Henan Provincial People's Hospital; Zhengzhou University People's Hospital, Zhengzhou, China.
Department of Nursing, Henan Provincial People's Hospital; Zhengzhou University People's Hospital, Zhengzhou, China.
BMC Nurs. 2025 Jul 21;24(1):953. doi: 10.1186/s12912-025-03607-7.
While the relationship between perceived stress and job satisfaction is well-established, the underlying mechanisms, particularly the roles of job burnout and psychological capital, have not been thoroughly examined in nurse managers.
This study aims to examine how job burnout (emotional exhaustion, depersonalization, and personal accomplishment) mediates the relationship between perceived stress and job satisfaction, and to assess the moderating role of psychological capital in these pathways.
A cross-sectional study was conducted with nurse managers from 20 hospitals in Henan Province, China. Participants completed validated questionnaires, including the Perceived Stress Scale, Maslach Burnout Inventory, Psychological Capital Questionnaire, and Minnesota Satisfaction Questionnaire. Moderated mediation analyses were performed using SPSS PROCESS Model 59 to explore the hypothesized relationships.
A total of 784 nurse managers participated. The mean job satisfaction score was 78.06 (SD 12.03). All three dimensions of job burnout significantly mediated the association between perceived stress and job satisfaction. Psychological capital moderated both the direct and indirect effects in the pathways "perceived stress → emotional exhaustion → job satisfaction" and "perceived stress → depersonalization → job satisfaction," as well as the second stage of the "perceived stress → personal accomplishment → job satisfaction" pathway.
These findings suggest that job burnout is a critical mediator in the relationship between perceived stress and job satisfaction, with psychological capital serving as an important moderator. Enhancing psychological capital may help reduce the negative impact of stress and burnout on job satisfaction, offering valuable insights for improving healthcare management practices.
Not applicable.
虽然感知压力与工作满意度之间的关系已得到充分确立，但潜在机制，尤其是职业倦怠和心理资本的作用，在护士长中尚未得到充分研究。
本研究旨在探讨职业倦怠（情感耗竭、去个性化和个人成就感）如何中介感知压力与工作满意度之间的关系，并评估心理资本在这些路径中的调节作用。
对来自中国河南省20家医院的护士长进行了一项横断面研究。参与者完成了经过验证的问卷，包括感知压力量表、马氏职业倦怠量表、心理资本问卷和明尼苏达满意度问卷。使用SPSS PROCESS模型59进行调节中介分析，以探讨假设的关系。
共有784名护士长参与。工作满意度平均得分为78.06（标准差12.03）。职业倦怠的所有三个维度均显著中介了感知压力与工作满意度之间的关联。心理资本调节了“感知压力→情感耗竭→工作满意度”和“感知压力→去个性化→工作满意度”路径中的直接和间接效应，以及“感知压力→个人成就感→工作满意度”路径的第二阶段。
这些发现表明，职业倦怠是感知压力与工作满意度之间关系的关键中介因素，心理资本是重要的调节因素。增强心理资本可能有助于减少压力和倦怠对工作满意度的负面影响，为改善医疗管理实践提供有价值的见解。
不适用。
