A model of burnout and life satisfaction amongst nurses

Abstract

This study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses' life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.

Using the job demands‐resources model to predict burnout and performance

“…In the present study, we use the job demandsresources (JD-R) model of burnout (Bakker, Demerouti, De Boer, & Schaufeli, 2003;Demerouti et al, 2000Demerouti et al, , 2001 to examine how job characteristics and burnout contribute to explaining variance in in-role and extra-role performance. One central assumption of the JD-R model is that although every occupation may have its own specific work characteristics associated with burnout, it is still possible to model these characteristics in two broad categories-namely, job demands and job resources.…”

“…Another possibility is to use mediators in the aforementioned relationship that directly indicate the remained individual capacity. Burnout may be such a mediator since it represents an outcome of the combined effect of several work characteristics (Demerouti, Bakker, Nachreiner, & Schaufeli, 2000 and indicates the depletion of individual coping and energy resources (Hobfoll & Freedy, 1993;Shirom, 1989). Singh, Goolsby, and Rhoads (1994) provide some explanations why burnout should affect behavioral outcomes such as job performance.…”

Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo

“…Otro de los modelos más influyentes en POHP para explicar el bienestar laboral, ha sido el modelo de demandas y recursos laborales [14][15][16][17][18] que especifica cómo los trabajadores pueden orientarse y conseguir el bienestar laboral a través de la equilibrada interacción de las demandas y los recursos laborales. Las demandas laborales se refieren a los aspectos físicos y psicosociales de la organización que requieren un importante esfuerzo, y coste físico y psicológico (p.…”

“…Desde esta perspectiva, las demandas laborales y los recursos estarían negativamente relacionados, así, las demandas laborales como el estrés, las demandas emocionales de la interacción con pacientes movilizan recursos personales 15,17 . No obstante, los recursos personales no son una fuente inagotable y en este sentido la organización debe posibilitar recursos de apoyo al trabajador, por ejemplo, para que pueda llevar a cabo procesos de recuperación.…”

“…El modelo de demandas y recursos laborales ( JD-R model) 17 sugiere dos procesos psicológicos interrelacionados. Concretamente, las demandas del trabajo (p.…”