The purpose of this study was to identify and test an structural model for burnout and work Engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of Expanded Job Demand -Job Resources Model and previous studies related to burn-out and work engagement o...
The purpose of this study was to identify and test an structural model for burnout and work Engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of Expanded Job Demand -Job Resources Model and previous studies related to burn-out and work engagement of nurses.
The participants were 232 nurses working in seven long-term care hospitals with over 100bed located in S and K cities in Jeollanamdo and J and N cities in Jeollabukdo.
Data were collected from February 6 to February 16, 2020.
The instrument used in the study were the Questionnaire on the Experience and Evaluation of Work (QEEW 2.0), Maslach Burnout Inventory (MBI), 9-item Utrecht Work Engagement Scale (UWES-9), Organization-Based Self-Esteem (OBSE) scale, and Korean version of Connor-Davidson Resilience Scale (K-CD-RISC) have been used.
Data were analyzed using SPSS/Win 21.0 program and AMOS 21.0 program.
The results of this study were as follows.
1. Final model showed good fit to the empirical data: (χ2/df= 2.46, RMR =.03, RMSEA=.08, GFI=.90, TLI=.90, CFI=.94).
2. Hypothesis testing of the study showed:
1) Among 15 hypotheses, 11 hypotheses were supported.
2) The variables affecting burnout of nurses in long-term care hospitals were resilience (β=-.37, p<.001), emotional demands (β=.29, p<.001), work overload (β=.24, p<.001), organization-based self-esteem (β=-.19, p=.006), and social support (β=-.18, p=.008), whereas job autonomy and career-growth opportunity did not show any effects. Variables of the final model accounted for 60.5% of the burnout of nurses in long-term care hospitals.
3) The variables affecting work engagement of nurses in long-term care hospitals were resilience (β=.44, p<.001), burnout (β=-.32, p<.001), and career-growth opportunity (β=.18, p<.001), whereas job autonomy, social support and organization-based self-esteem did not show any effects. Variables of the final model accounted for 66.4% of the work engagement of nurses in long-term care hospitals.
In conclusion, the model for burnout and work engagement of nurses in long-term care hospitals constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support that would affect burnout. In addition, strategies for increasing the work engagement of nurses should focus on resilience, burnout, career-growth opportunity and social support that would influence work engagement.
The purpose of this study was to identify and test an structural model for burnout and work Engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of Expanded Job Demand -Job Resources Model and previous studies related to burn-out and work engagement of nurses.
The participants were 232 nurses working in seven long-term care hospitals with over 100bed located in S and K cities in Jeollanamdo and J and N cities in Jeollabukdo.
Data were collected from February 6 to February 16, 2020.
The instrument used in the study were the Questionnaire on the Experience and Evaluation of Work (QEEW 2.0), Maslach Burnout Inventory (MBI), 9-item Utrecht Work Engagement Scale (UWES-9), Organization-Based Self-Esteem (OBSE) scale, and Korean version of Connor-Davidson Resilience Scale (K-CD-RISC) have been used.
Data were analyzed using SPSS/Win 21.0 program and AMOS 21.0 program.
The results of this study were as follows.
1. Final model showed good fit to the empirical data: (χ2/df= 2.46, RMR =.03, RMSEA=.08, GFI=.90, TLI=.90, CFI=.94).
2. Hypothesis testing of the study showed:
1) Among 15 hypotheses, 11 hypotheses were supported.
2) The variables affecting burnout of nurses in long-term care hospitals were resilience (β=-.37, p<.001), emotional demands (β=.29, p<.001), work overload (β=.24, p<.001), organization-based self-esteem (β=-.19, p=.006), and social support (β=-.18, p=.008), whereas job autonomy and career-growth opportunity did not show any effects. Variables of the final model accounted for 60.5% of the burnout of nurses in long-term care hospitals.
3) The variables affecting work engagement of nurses in long-term care hospitals were resilience (β=.44, p<.001), burnout (β=-.32, p<.001), and career-growth opportunity (β=.18, p<.001), whereas job autonomy, social support and organization-based self-esteem did not show any effects. Variables of the final model accounted for 66.4% of the work engagement of nurses in long-term care hospitals.
In conclusion, the model for burnout and work engagement of nurses in long-term care hospitals constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support that would affect burnout. In addition, strategies for increasing the work engagement of nurses should focus on resilience, burnout, career-growth opportunity and social support that would influence work engagement.
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