Does perceived organization support moderates the relationships between work frustration and burnout among intensive care unit nurses? A cross-sectional survey

Yanbei, Ren; Ma, Di; Lei, Yang; Wu, N.; Qin, Fengping

doi:10.1186/s12912-023-01180-5

Cited by 10 publications

(8 citation statements)

References 52 publications

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“…The aim of this study was to investigate the hypothesis that perceived organisational support could mitigate the direct relationship between job frustration and burn-out, and that work frustration could be positively correlated with burn-out 3. The study followed the STROBE (STrengthening the Reporting of OBservational studies in Epidemiology) declaration and had a cross-sectional design.…”

Section: Methodsmentioning

confidence: 99%

“…To avoid burn-out, it has been strongly advised that the causes of stress be reduced and that workers’ levels of job satisfaction be raised 4. This study by Yanbei et al ,3 which claims to be the first to focus on the effect of work frustration on incidence of burn-out among ICU nurses and the effect of perceived organisational support, is commendable. Prior research studies in non-nurse groups have demonstrated that reported higher levels of job dissatisfaction and lower levels of organisational support are associated with higher levels of burn-out5; this association was also found to be significant in the current study.…”

Section: Commentarymentioning

confidence: 99%

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Perceived organisation support would buffer the impact of work frustration on burn-out among intensive care unit nurses

Saravanabavan¹,

Poongavanam²

2023

Evid Based Nurs

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Section: Methodsmentioning

confidence: 99%

Section: Commentarymentioning

confidence: 99%

Perceived organisation support would buffer the impact of work frustration on burn-out among intensive care unit nurses

Saravanabavan¹,

Poongavanam²

2023

Evid Based Nurs

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“…In clinical nursing practice, nurse attendance behavior can also lead to more patient falls and medication errors [13], causing frustration. Encountering setbacks at work can trigger employees to engage in anti productivity behavior and approach work in a negative manner [14]. The setbacks experienced by clinical nurses prevent them from obtaining professional identity from their work, seriously affecting their work enthusiasm and ultimately leading to a tendency to resign.…”

Section: Introductionmentioning

confidence: 99%

Presenteeism and Chinese Clinical Nurses' Turnover Intention: The mediating role of Frustration and Job Burnout

he,

zhang,

cao

2024

Preprint

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Objective The turnover behavior of nurses is not conducive to the stability of the nursing team, so it is necessary to study the influencing factors of clinical nurse turnover intention. Therefore, this study aims to explore the impact of presenteeism on the turnover intention of Chinese clinical nurses, and examine the role of frustration and job burnout. Methods: A cross-sectional study design was used to investigate 1127 clinical nurses from 6 hospitals in Henan Province, China. Using structural equation modeling to verify the mediating effect of frustration and job burnout on the relationship between presenteeism and turnover intention. Results The correlation analysis showed that presenteeism was significantly related to frustration, job burnout and turnover intention（r= 0.24，0.28，0.31，P＜0. 001）, and frustration was significantly related to job burnout and turnover intention（r= 0.48，0.39，P＜0. 001）; Job burnout was significantly correlated with turnover intention（r= 0.58，P＜0. 001）；The mediating effect of frustration（95%CI：0.014～0.062） and job burnout 95%CI：0.072～0.154）between presenteeism and work turnover intention, and the chain mediating effect of frustration and job burnout（95%CI：0.043～0.087）are significant,the intermediary effect accounts for 59.38% of the total effect. Conclusions The results indicate that presenteeism not only directly affects the turnover intention of clinical nurses, but also influences their turnover intention through frustration and job burnout. These results provide certain theoretical support and guidance for the study and improvement of turnover intention of clinical nurses, and emphasize measures such as reducing presenteeism, weakening frustration, and alleviating job burnout to reduce the turnover rate of clinical nurses.

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“…These health systems are collaborative healthcare organizations encompassing hospitals, physician practices, ambulatory sites, and administrative offices (e.g., finance) 5 – 10 . Existing research has predominantly focused on nurses and physicians when examining perceptions of OC and burnout 9 , 11 , 12 . Furthermore, there is a notable absence of a burnout prediction model that utilizes OC factors for both patient-facing and non-patient-facing health systems’ employees.…”

Section: Introductionmentioning

confidence: 99%

Predictive modeling of burnout based on organizational culture perceptions among health systems employees: a comparative study using correlation, decision tree, and Bayesian analyses

Johnson,

Shamroukh

2024

Sci Rep

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Burnout is a significant concern, particularly within the healthcare field, affecting both nurses and physicians. It is a common issue in health systems, which encompass a range of healthcare facilities, such as hospitals, physician practices, ambulatory sites, and administrative offices like finance. Despite this, there has not been an extensive exploration of burnout in employees working directly with patients versus those in non-patient-facing roles within these health systems. It is important to note that organizational culture plays a crucial role in influencing various aspects of employees' work-life balance and their experiences of burnout. This study adopts a cross-sectional design, involving the distribution of a 57-question Likert scale survey to employees in health systems. These employees serve in various roles, both patient-facing and non-patient-facing, within jointly owned healthcare organizations, which encompass hospitals, ambulatory sites, and administrative offices. The survey was disseminated through trade organizations and employees at the managerial level and above within these health systems. Data was collected between October 2022 and January 2023, resulting in a total of 67 responses. The study employs correlation analysis to explore the connection between organizational culture and burnout. Furthermore, a decision tree model is constructed to predict burnout scores based on survey responses, specifically the question regarding the perceived positivity of the organizational culture. The decision tree models indicate that perceiving organizational culture as positive, safety-oriented, and supportive predicts various outcomes for individuals, including job retention, positive experiences with patients, increased callousness, and stimulation while working with colleagues. Bayesian analysis, considering the small sample size, reinforces these findings and provides a different perspective, incorporating prior knowledge and credible intervals. An association test suggests a strong link between a positive organizational culture and burnout symptoms, while another test supports a connection with engagement signs. Similar to nurses and physicians, administrative health systems’ personnel are susceptible to burnout. Organizational culture can affect burnout. Therefore, health systems’ leaders should cultivate an organizational culture that protects against burnout.

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Does perceived organization support moderates the relationships between work frustration and burnout among intensive care unit nurses? A cross-sectional survey

Cited by 10 publications

References 52 publications

Perceived organisation support would buffer the impact of work frustration on burn-out among intensive care unit nurses

Perceived organisation support would buffer the impact of work frustration on burn-out among intensive care unit nurses

Presenteeism and Chinese Clinical Nurses' Turnover Intention: The mediating role of Frustration and Job Burnout

Predictive modeling of burnout based on organizational culture perceptions among health systems employees: a comparative study using correlation, decision tree, and Bayesian analyses

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