Parker P A, Kulik J A
San Diego State University, California, USA.
J Behav Med. 1995 Dec;18(6):581-99. doi: 10.1007/BF01857897.
This study examined how job stress and work support predict the experience of burnout and how burnout is related to absenteeism and job performance in a sample of 73 registered nurses. The current study expanded on previous findings by including supervisor ratings of performance and employee records of absenteeism in addition to self-report measures. It also examined the extent to which burnout may mediate the relationships of job stress and social support with these performance indicators. Analyses indicated that levels of work support and job stress were both significant predictors of burnout. Additionally, higher burnout levels were significantly associated with poorer self-rated and supervisor-rated job performance, more sick leave, and more reported absences for mental health reasons. Finally, further analyses suggest that level of burnout served as a mediator of the relationships between social support and self-rated job performance, absences for mental health reasons, and intentions to quit. The findings suggest that burnout not only may negatively impact healthcare providers, but also may influence objective absenteeism and supervisor perceptions of employee performance.
本研究调查了工作压力和工作支持如何预测职业倦怠的体验，以及职业倦怠如何与73名注册护士样本中的旷工率和工作绩效相关。当前研究在前人研究结果的基础上进行了扩展，除了自我报告测量外，还纳入了上级对绩效的评级和员工旷工记录。研究还考察了职业倦怠在多大程度上可能调节工作压力和社会支持与这些绩效指标之间的关系。分析表明，工作支持水平和工作压力都是职业倦怠的显著预测因素。此外，更高的职业倦怠水平与自我评定和上级评定的较差工作绩效、更多病假以及更多因心理健康原因的缺勤显著相关。最后，进一步分析表明，职业倦怠水平在社会支持与自我评定的工作绩效、因心理健康原因的缺勤以及离职意向之间的关系中起到了中介作用。研究结果表明，职业倦怠不仅可能对医疗保健提供者产生负面影响，还可能影响客观旷工率以及上级对员工绩效的看法。
