Survey On A General Hospital Staff Job Burnout And Mediating Factors In Liaoning

Objective:Job burnout not only can ruin work quality, organizational commitment and job satisfaction, but also damage to staff's physical and mental health. We can find out problems concerning healthcare human resource management through the study of staff job burnout and mediating factors. This article is a Survey on a general hospital staff job burnout and mediating factors in Liaoning. Through analyzing hospital staff job burnout and mediating factor, we can provide corresponding solutions and measures for hospital.Methods:Questionnaire method is used in the study. In order to perform field investigation, we will build a suitable job burnout mediating factors questionnaire for hospital staff. Cronbach's a (internal consistency coefficient) and Pearson Correlation will be used to test the reliability and validity of the questionnaire. In addition, we will also apply descriptive analysis, t test and ANOVA to study and explore whether there are differences between different groups.Results:1. The general degree of staff job burnout has significant differences between different gender, age, title, position, on-the-job time and income groups.2. Hospital staff with different gender, education and title has significant differences in job overload and role conflict dimensions; Hospital staff with different marital status has significant differences in work control and social support dimensions; Hospital staff from different departments has significant differences in work control, social support, work return and organizational fairness dimensions; Hospital staff with different positions has significant differences in role ambiguity, social support, work return and organizational fairness dimensions; Hospital staff with different on-the-job time has significant differences in job overload, role conflict, role ambiguity, social support, work return and organizational fairness dimensions.3. Hospital staff with different age and income has no significant differences in eight dimensions.Conclusion:1. Arrange positions and work content reasonably.2. Provide training and career development opportunities for staff.3. Carry out staff psychological assistance activities.4. Improve organizational fairness.5. Cultivate staff to share common value with organization.