The Study On Relationships Between Job Burnout And Ability Or Turnover Intention Of Clinical Nurses

ObjectivesThis research is to assess the current status of job burnout of clinical nurses. Analyse theimpact factors of job burnout. Further study the relationships between job burnout and workability or turnover intention. The aim is to make nursing supervisors paid more attention to jobburnout of clinical nurses, which also supply the science background datas for improvingoccupational health, stability nurses, developing the nursing quality.MethodsThe total of530clinical nurses from9hospitals in Kaifeng city were chosen by randomlystratified cluster sampling to fill out the survey questionnaire from November in2010to Januaryin2011, using the method of cross-sectional study. The study content included:①information onpopulation statistics and professional characteristics of clinical nurses;②the Maslach BurnoutInventory Human Services Survey (MBI-HSS) to evaluate job burnout;③Comprehensive WorkAbility Index (CWAI) to know the work ability;④Turnover Intention Scale (TIS) to surveyturnover intention.Using the software of EpiData3.1built the database and SPSS17.0analysed the datas, inwhich the level of the test wasα=0.05and P values were two-tail probability.Assessed the current status of job burnout, work ability and turnover intention of clinicalnurses by descriptive statistics, t tests, one-way analysis of variance, nonparametric tests.Exploring the relationships between job burnout and work ability or turnover intention usedcorrelate analysis, multiple linear regression analysis, path analysis, etc.Results1. The current status of job burnout, work ability, turnover intention of clinical nursesThe mean scores of emotional exhaustion, depersonalization and personal accomplishmentare respectively (20.15±9.07),(4.50±4.61),(31.51±8.04).43.9%of clinical nurses have showndifferent degrees job burnout, in which the proportion of mild, moderate, severe job burnout are respectively26.6%,13.9%,3.4%.The mean score of work ability of clinical nurses is (43.45±6.22). The nurses proportion ofbad, middle, good, excellent work ability are respectively25.9%,27.1%,25.9%,21.2%.The mean score of turnover intention of clinical nurses is (13.77±3.43). The nursesproportion of very low, lower, higher, very high turnover intention are respectively1.0%,36.6%,53.9%,8.5%. The rank mean score of turnover intention Ⅲ (the possibilities of access other jobs),turnover intention Ⅱ(thepossibilities of looking for other jobs), turnover intentionⅠ (thepossibilities of resigned form the current job) are respectively (5.70±1.09),(4.06±1.58),(4.01±1.60).2. The scores comparision of job burnout, work ability and turnover intention of differentcharacteristics clinical nursesThe score of emotional exhaustion of36~45years old nurses is significantly higher than thatof others (P<0.05). The scores of emotional exhaustion of nurses with6~10working years and21~25working years are significantly higher than that of1~5working years (P<0.05). The scoreof emotional exhaustion of senior nurses is significantly higher than that of nurses andvice-president nurses (P<0.05). The score of personal accomplishment of nurses who hold abachelor’s degree is significantly higher than that of junior college (P<0.05). The scores ofemotional exhaustion and depersonalization of nurses who are excellent work ability aresignificantly lower than that of nurses who are bad, middle or good work ability (P<0.01). Thescore of personal accomplishment of nurses who are excellent work ability is significantly highest(P<0.001).The score of work ability of36~45years old nurses is significantly higher than that of others (P<0.05). The score of work ability of nurses in level3hospitals is significantly higher than thatof in level2and level1hospitals (P<0.01). The scores of work ability of nurses with1~5and26~34working years are significantly higher than that of others (P<0.01). The score of workability of nurses who are without job burnout is significantly highest (P<0.001).The score of turnover intention of46~54years old nurses is significantly lower than that ofothers (P<0.05). The score of turnover intention of nurses in emergency department issignificantly higher than that of the operating room, intensive care unit, department of internalmedicine (P<0.05). The score of turnover intention of nurses with26~34working years issignificantly lower than that of others (P<0.01). The score of turnover intention of nurses who arewithout job burnout is significantly lowest (P<0.001).3. The relationships between job burnout and work ability or turnover intention of clinical nursesIt is significantly correlated between job burnout and work ability or turnover intention,which absolute values of the correlation coefficients are0.618~0.178(|r|=0.618~0.178, P﹤0.01).The multiple linear regression analysis indicates that work ability, turnover intention and workingyear are main factors which influence job burnout of clinical nurses. The proportion which workability, turnover intention, worring about nursing errors and working year can predict the variationof emotional exhaustion is47.0%(R~2=0.470). The proportion which work ability and turnoverintention can predict the variation of depersonalization is17.0%(R~2=0.170). The proportionwhich work ability, working year and the level of hospitals can predict the variation of personalaccomplishment is22.6%(R~2=0.226). The path analysis indicates that emotional exhaustiondirectly negatively influences work ability and actively influences turnover intention, which thedirect path coefficients are respectively-0.512,0.351. Personal accomplishment directly actively influences work ability, which the direct path coefficient is0.286. Personal accomplishmentindirectly negatively influences turnover intention, which the indirect path coefficient is-0.070.Conclusions1.Job burnout of clinical nurses is in the moderate level, so the nursing supervisors should notonly pay attention to it, but also take preventing measures according to the characteristics ofclinical nurses.2.Work ability, turnover intention and working year are main factors which influence jobburnout of clinical nurses. Moreover, job burnout can make work ability of clinical nursesdecreased and turnover intention increased.