The mentoring-burnout relationship and predictors of nurse mentoring behavior

Employee burnout can be costly for organizations as well as employees as it contributes to turnover intentions, lost productivity and negative health outcomes (Aiken & Paice, 2003; Maslach & Leiter, 2008; Shaufeli & Bakker, 2004). The nursing profession appears to be particularly influenced by this stress-related phenomenon and is the targeted population in the current study (Shaufeli & Enzman, 1998). Using the Job Demands-Resources model, mentoring was examined as a factor that may impact burnout among experienced nurses. While positive mentoring experiences could serve as a resource that buffers against burnout, negative mentoring experiences may be a job demand that contribute to nurse burnout. While results of path analysis did not support these hypotheses, several moderators of the mentoring burnout relationship were identified. Predictors of actual nurse mentoring behavior, rather than stated willingness to serve as a mentor, was also examined. High workload and fixed shifts were associated with a greater proclivity to mentor.