| There are needs for higher quality and broader range of medical services in China. In order to maintain normal nursing services, employed nurses in most hospitals play a major role in clinical nursing services. Employed nurses have university degrees in nursing and professional certificates. Comparing to official nurses, employed nurses usually have more work load and low salary. They don’t have much opportunities of getting more training and being promoted. As a result, employed nurses can easily get physical and emotional exhaustion, so called “Job burnout”. The symptoms of job burnout include emotional exhaustion, depersonalization, reduced personal accomplishment etc. Job burnout results less career achievements, low working efficiency, lack of motivation etc. Severe job burnout can also results high job quit rate, which will affect the stability and quality of nursing services in hospitals. How to reduce the impact of job burnout is an important task of the human resources in a hospital and deserve further attention.ObjectivesThis thesis focus on the effects of the above three factors on job burnout based on the survey of 390 employed nurses at a tertiary general hospital in Changchun City. On one hand, we hope to enrich and deepen the contents of job burnout, psychological capital appreciation and attribution style. On the other hand, we try to promote the roles of psychological capital appreciation and attribution style in clinical nursing services so as to increase psychological capital appreciation, to improve attribution style and to relieve job burnout. The results of this study will be helpful to nurses of improving physical and mental health, reducing psychological stress, improving job satisfaction and reducing turnover intention. The results of this study can also be useful for department of human resource to intentionally increase psychological capital appreciation, improve attribution style and relieve job burnout of nurses in training and management. We hope that this study can be helpful to other researchers as well in providing theoretical basis for preventing job burnout and lowering demission rate.MethodsA survey was conducted from August 01, 2014 to May 01, 2015 among 390 employed nurses at a tertiary general hospital in Changchun. Four types of questionnaires were used that include homemade basic information questionnaire, Maslach Burnout Inventory-General Survey(MBI-GS), psychological capital questionnaire-24(PCQ-24) and attribution style questionnaire(ASQ). Epidata3.0 was used for building the database and the software package of SPSS 18.0 was used for data statistical analysis(T- test, analysis of variance and Pearson correlation), the measurement data were presented by`X±S. The analysis results were then used to evaluate the respondents’ job burnout levels, the analyze various characteristics of social demography among employed nurses and their relationship to job burnout, and to analyze the relationship of psychological capital appreciation and attribution style on job burnout through Pearson correlation.ResultsAmong the 390 employed nurses currently hired by a tertiary general hospital in Changchun who were involved in the survey, various levels of job burnout were found. Among the 390 employed nurses, 74.3% of them had different levels of job burnout. 61.0% of them had slight job burnout, 11.8% of them had medium job burnout and 1.5% of them had severe job burnout. In the three dimensions of job burnout among the nurses, emotional exhaustion and depersonalization were both higher than critical values, but personal accomplishment was below the critical value. Among the nurses with different ages and different years of service, the ANOVA for a single factor showed that social demography variables have impact on job burnout, and statistically the personal accomplishment was dependent on the elder age and years of nursing service and the curves are U-shape(with statistical power, P<0.001), Nurses with 2-5 years of service had the highest percentage of job burnout. Among nurses with different positions/titles, statistical results showed that there is a dependence of personal accomplishment(P<0.001) and depersonalization(P=0.001), nurses with higher position are more likely to have a higher level of depersonalization and a higher personal accomplishment level. There are significant differences in emotional exhaustion(P<0.001) and personal accomplishment(P=0.026) among nurses with different education backgrounds, nurses with junior college degrees have higher percentage of job burnout than those with degrees below junior college or above university. There are significant differences in personal achievement among nurses with different incomes(P=0.012) and the curves are U-shape, Nurses with salary of 2000-3000 yuan/month have higher percentage of job burnout than those with either below 2000 yuan/month or above 3000 yuan/month. The independent sample T-test showed that there are significant differences in personal achievement among nurses who are married and have given birth(P=0.001), the difference of emotional exhaustion in the group of marriage status was statistically significant(P=0.009), nurses who are married and have given birth get lower score.The average of psychological capital appreciation of nurses being involved in the survey is medium and the scales of the 4 dimensions from high to low are resiliency, hope, self-efficacy and optimism. The social demography variables have impact on psychological capital appreciation. The ANOVA for a single factor showed that the differences of psychological capital in different age and monthly income groups were statistically significant(P<0.01), the scores of nurses in the higher age group and with longer working years group are higher than those with lower income and in the lower age group. By independent sample t-test, the dimensions of psychological capital in the group of reproductive status and in group of marital status are statistically significant(P<0.01), the score of psychological capital is higher in married group and given birth group. The Pearson correlation analysis showed that, hope(P=0.001), self-efficacy(P=0.004), optimism(P=0.001) and job burnout are significantly related to personal achievement(P<0.01) with positive correlation.Optimism and job burnout are significantly related to depersonalization with negative correlation(P=0.003).Among the anticipants in this survey, the internal control score of attribution style is 4.07±0.69 and external control score of attribution style is 3.47±0.47, clearly the internal control score is higher than external control score. The social demographic variables have influence on the attribution style. The ANOVA for a single factor showed that there were significant differences in the scores of the control scores between different age groups(P<0.023), the external control score of higher age group was lower than lower age group, there were statistically significant differences in the internal(P=0.029) and external(P=0.022) control scores between different education backgrounds, junior education background higher. There were statistically significant differences in the external control scores between different title groups(P=0.06), the score of external control of higher professional nurses are lower. By the independent sample T-test, the score of the external control in the marital status is statistically significant(P=0.001), the score of the external control of the unmarried group is higher. The Pearson correlation analysis showed that the emotional exhaustion dimension of job burnout is related to the internal control of the attribution style with negative correlation(P=0.001) and related to the external control of the attribution style with positive correlation(P=0.001). The depersonalization and external control attribution style are related with a positive correlation(P<0.001), personal achievement is related to internal control attribution style with a positive correlation as well(P<0.001).ConclusionAmong employed nurses hired by a tertiary general hospital in Changchun who involved in the survey, various levels of job burnout were found. The factor of social demography has impact on job burnout. In particular, the factors of age, length of nursing service, degree and salary etc have obvious impact on job burnout. From the above results, it is evident that nurses with higher level of job burnout are those who have 2-5 years of services, have junior college degree, have income between 2000-3000 yuan/month and those who are still single or do not have child, these nurses deserve more attention. The factor of social demography has impact on psychological capital appreciation. Longer seniority, high income, married and has given birth nurses who have higher psychological capital appreciation.Higher age, higher position has given birth nurses who have internally piloting and positive attribution style. There is a correlation between job burnout and psychological capital appreciation, the high level of psychological capital of individual job burnout is low. There is a correlation between job burnout and attribution style. Internally piloting and positive attribution style leads to low job burnout. It is helpful to relieve the job burnout of employed nurses by increasing their psychological capital appreciation against social demography features and by effective training for better attribution. |
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