Quality of work life (QWL) is important to healthcare organisations that aim to increase patient and employee satisfaction and produce quality healthcare services. The literature lacks research investigating the relationship between QWL and burnout among in healthcare professionals. The purpose of this study is to determine healthcare workers’ QWL and burnout levels and to investigate whether there is a correlation them. The research population consisted of all healthcare workers serving in a public hospital in Ankara. The study did not make a sample selection but tried to access the entire population; a total of 328 usable surveys were obtained. ‘Quality of Work Life Scale’ and ‘Maslach Burnout Inventory’ scales were used for this research. A correlation analysis was performed to determine the correlation between healthcare workers’ QWL and burnout levels. The analysis results showed that healthcare workers had ‘good’ perceived QWL and ‘moderate’ level of burnout. Additionally, there was a statistically significant but weak correlation between healthcare workers’ levels of QWL and burnout (ρ = 0.184; p = 0.0008). Results can be used by healthcare managers to implement appropriate initiatives to improve QWL and reduce burnout of healthcare workers.

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The aim of this study is to determine dark personality characteristics of nurses and reveal whether the evaluations concerning dark personality sub-dimensionsdifferentiate according to individual and demographic characteristics or not. The population of study included all nurses in a public hospital at Ankara. The sample is not selected in the study, and the researchers tried to reach the whole universe and a total of 244 usable responses were obtained. As a result of this study, it is observed thatthere are statistically significant differences in the evaluations concerning the levels of machiavellism, narcissism and psychopathy, that are sub-dimensions of dark personality characteristics that are observed in nurses in accordance with their ages. Narcissism scores of single nurses are higher than the married nurses. But the study states that total working experience, gender and education do not create a difference in terms of dark personality levels of nurses. Observing the behavior of nurses in health institutions and drawing attention to the education programs are believed to be necessary. In this regard, it is recommended to work with specialist psychologists that have knowlegde about organizational psychology.

Giriş: Bu çalışma, hemşirelerin kurumdan ayrılmak isteme nedenlerinin belirlenmesi amacıyla tanımlayıcı olarak yapılmıştır. Yöntem: Araştırmanın örneklemini 06.05.2015-24.05.2015 tarihleri arasında Ankara ilinde yer alan Sağlık Bakanlığına bağlı bir eğitim ve araştırma hastanesinde çalışan, hastaneden ayrılmak isteyen ve araştırmaya katılmaya gönüllü 38 hemşire oluşturmuştur. Verilerin toplanmasında araştırmacılar tarafından literatür taranarak oluşturulan veri toplama formu kullanılmıştır. Veri toplama formu kurumdan ayrılmak isteyen 13 hemşire ile ön uygulama yapılarak yeniden düzenlenmiştir. Bulgular: Katılımcıların %63.16'sı ailevi sebeplerle, %50'si fazla mesai ve nöbet sayısının çok olması, %36.84'ü hastaneye ulaşım zorluğu, %36.84'ü yapılan işe göre ek ödeme azlığı nedeniyle işten ayrılmak istemektedir. Katılımcıların %36.84'ü ek ödeme artırılırsa, %31.59'u yeterli çalışan sağlanırsa ve fazla mesai sorunu ortadan kalkarsa hastanede çalışmaya devam etmek isteyeceğini belirtmiştir. Sonuç: Hastanelerde çalışan hemşire sayısı artırıldığında ve/veya ek ödeme oranları iyileştirildiğinde hastaneden ayrılmayı isteyen katılımcıların bir bölümünün bu isteklerinden vazgeçeceği ve hasta bakım kalitesinin belirleyicilerinden biri olan "nitelikli personel sayısı"nın istenen düzeyde olmasının sağlanabileceği öngörülmektedir.

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