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Correlates of job-related burnout in nurse managers working in hospitals
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Correlates of job-related burnout in nurse managers working in hospitals
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ETD_2355
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http://hdl.rutgers.edu/1782.2/rucore10002600001.ETD.000052182
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eng
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theses
Subject
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Topic
Nursing
Subject
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(authority = ETD-LCSH)
Topic
Nurse administrators--Job stress
Subject
(ID = SBJ-3);
(authority = ETD-LCSH)
Topic
Burn out (Psychology)
Abstract
Job-related burnout is a serious psychological phenomenon that can jeopardize the health and well-being of millions of human service providers, such as nurses, police officers, social workers, physicians, and managers. Factors in the work environment, such as role overload, make individuals working as human services providers vulnerable to job-related burnout. The purpose of this study was to investigate the correlates of job-related burnout in a sample of nurse managers working in hospitals.
Using a correlational design, this study examined factors such as role overload, role conflict, and perceived organizational support and their relationship to job burnout in a sample of 96 nurse managers working in hospitals in the United States. The Maslach Burnout Inventory, the Role Conflict subscale of the Role Conflict and Ambiguity Scale, the Role Overload subscale of the Role Hassles Index, and the Survey of Perceived Organizational Support were used to measure these variables. Surveys were mailed to the participants using the Tailored Design Method, which resulted in a 48% response rate. Job-related burnout was positively related to role overload (r=.43, p<.05), positively related to role conflict (r=.39, p<.05), and inversely related to perceived organizational support (r= .-35, p<.05). A two-step hierarchical regression analysis revealed that perceived organizational support did not moderate the effects of role overload (β=.30, p=.31) or role conflict (β=.37, p=.23) on job-related burnout. Additional findings revealed that 66.7% of the sample suffered from job burnout, and 73.5% of nurse managers working on medical-surgical units suffered from burnout. Multiple regression analyses revealed that both role conflict (β=.219, p=.046) and role overload (β=.315, p=.005) uniquely and significantly contributed to job burnout, with role overload being the strongest predictor. Multiple regression analyses, testing mediation variables role conflict and role overload, reveal that both significantly predict job burnout. These findings suggest that job burnout is prevalent among nurse managers working in hospitals. Role overload and role conflict are significant predictors of job-related burnout. Work redesign plans as well as early assessment and intervention may be helpful in the reduction of job burnout in nurse managers working in hospitals.
Using a correlational design, this study examined factors such as role overload, role conflict, and perceived organizational support and their relationship to job burnout in a sample of 96 nurse managers working in hospitals in the United States. The Maslach Burnout Inventory, the Role Conflict subscale of the Role Conflict and Ambiguity Scale, the Role Overload subscale of the Role Hassles Index, and the Survey of Perceived Organizational Support were used to measure these variables. Surveys were mailed to the participants using the Tailored Design Method, which resulted in a 48% response rate. Job-related burnout was positively related to role overload (r=.43, p<.05), positively related to role conflict (r=.39, p<.05), and inversely related to perceived organizational support (r= .-35, p<.05). A two-step hierarchical regression analysis revealed that perceived organizational support did not moderate the effects of role overload (β=.30, p=.31) or role conflict (β=.37, p=.23) on job-related burnout. Additional findings revealed that 66.7% of the sample suffered from job burnout, and 73.5% of nurse managers working on medical-surgical units suffered from burnout. Multiple regression analyses revealed that both role conflict (β=.219, p=.046) and role overload (β=.315, p=.005) uniquely and significantly contributed to job burnout, with role overload being the strongest predictor. Multiple regression analyses, testing mediation variables role conflict and role overload, reveal that both significantly predict job burnout. These findings suggest that job burnout is prevalent among nurse managers working in hospitals. Role overload and role conflict are significant predictors of job-related burnout. Work redesign plans as well as early assessment and intervention may be helpful in the reduction of job burnout in nurse managers working in hospitals.
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electronic resource
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viii, 101 p.
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Ph.D.
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Includes bibliographical references (p. 92-100)
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by Dorothy Smith Carolina
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Carolina
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Dorothy Smith
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1966-
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Dorothy Smith Carolina
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Linda
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Linda Flynn
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Hawkins
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Charlotte
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Charlotte Thomas Hawkins
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Lev
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Elise
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Elise Lev
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Rubinstein
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Saul
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Saul Rubinstein
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Rutgers University
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Graduate School - Newark
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2010
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2010-01
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xx
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Rutgers University Electronic Theses and Dissertations
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Graduate School - Newark Electronic Theses and Dissertations
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doi:10.7282/T3542NRH
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ETD doctoral
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Rights
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The author owns the copyright to this work.
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Copyright protected
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Open
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Carolina
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Dorothy
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2009-12-28 17:08:57
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Dorothy Carolina
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Rutgers University. Graduate School - Newark
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I hereby grant to the Rutgers University Libraries and to my school the non-exclusive right to archive, reproduce and distribute my thesis or dissertation, in whole or in part, and/or my abstract, in whole or in part, in and from an electronic format, subject to the release date subsequently stipulated in this submittal form and approved by my school. I represent and stipulate that the thesis or dissertation and its abstract are my original work, that they do not infringe or violate any rights of others, and that I make these grants as the sole owner of the rights to my thesis or dissertation and its abstract. I represent that I have obtained written permissions, when necessary, from the owner(s) of each third party copyrighted matter to be included in my thesis or dissertation and will supply copies of such upon request by my school. I acknowledge that RU ETD and my school will not distribute my thesis or dissertation or its abstract if, in their reasonable judgment, they believe all such rights have not been secured. I acknowledge that I retain ownership rights to the copyright of my work. I also retain the right to use all or part of this thesis or dissertation in future works, such as articles or books.
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