The relationship between psychiatric nurses’ perceived organizational support and job burnout: Mediating role of psychological capital

Abstract

BackgroundPsychiatric nurses need to keep close contact with patients suffering from mental illness. Because of the special nature of their profession, there is an increasing incidence of job burnout among psychiatric nurses.AimThis study examined the relationship between psychiatric nurses’ perceived organizational support, job burnout, and psychological capital. It also investigated the mediating role of psychological capital in the relationship between their perceived organizational support and job burnout.MethodsA total of 916 psychiatric nurses were recruited from 6 grade-III mental facilities in Shandong Province using the stratified sampling approach. Their data were collected and examined using a general demographic data questionnaire, The Maslach Burnout Inventory, the Perceived Organizational Support Scale, and the Psychological Capital Questionnaire.ResultsThe total score of job burnout was 53.71 ± 16.37. Specifically, 73.69% of the nurses had moderate to severe emotional exhaustion, 76.75% had moderate to severe job burnout pertaining to depersonalization, and 98.80% had moderate to severe job burnout pertaining to personal accomplishment. Spearman’s correlation analysis showed that both psychological capital (r = −0.35, p < 0.01) and perceived organizational support (r = −0.31, p < 0.01) were adversely related to job burnout. Additionally, psychological capital somewhat mediated the relationship between perceived organizational support and job burnout. Its mediating impact accounted for 33.20% of the overall effect.ConclusionThis study’s participants had a moderate to severe level of job burnout. However, organizational support and psychological capital can be crucial in alleviating this problem among psychiatric nurses. Therefore, nursing managers and medical institutions should undertake timely and positive interventions to improve psychiatric nurses’ mental health and prevent job burnout. While exploring the impact of organizational support and psychological capital on job burnout, future studies should consider other effective influencing factors, and the relationship between the different factors should be explored in depth. This would provide a basis for developing a job burnout prevention mechanism.

Registered nurses' psychological capital: A scoping review

“…Sociodemographic characteristics, such as older age (Chevalier et al, 2021; Laschinger & Nosko, 2015; Yim et al, 2017; Zhou et al, 2017; Zhu, Shen, et al, 2021), longer work experience (Laschinger & Nosko, 2015; Liu, Li, Yan, & Shi, 2022; Yim et al, 2017; Zhou et al, 2017; Zhu, Shen, et al, 2021), higher educational level (Tang et al, 2023) and working on a higher occupational level (supervising nurse, nurse manager, head nurse) (Kaya & Eskin Bacaksiz, 2022; Yim et al, 2017; Zhou et al, 2017), have been associated with higher PsyCap scores. Married nurses (Liu, Li, Yan, & Shi, 2022; Zhou et al, 2017), NGNs living with a friend (Kim & Yoo, 2018) and nurses working at daytime units (Kaya & Eskin Bacaksiz, 2022) have reported higher PsyCap scores.…”

“…PsyCap has correlated negatively with many RNs' undesired work-related outcomes. It correlated negatively with burnout in 12 studies Bae et al, 2021;Bao & Taliaferro, 2015;Flinkman et al, 2023;Kim & Kweon, 2020;Li et al, 2019;Liu et al, 2021;Peng et al, 2013;Tang et al, 2023;Yıldırım et al, 2021;Zhou, Yang, et al, 2018;Zhu, Shen, et al, 2021), with stress in five studies (Hao et al, 2020;Kim & Kweon, 2020;Liu et al, 2021;Xue et al, 2022;Yim et al, 2017) and with psychological distress in three studies (Brunetto, Rodwell, et al, 2016;Xiao et al, 2022;Zhou et al, 2017). health and well-being has been highlighted as an important component in retaining the healthcare workforce (Anderson et al, 2021).…”

Organizational support enhances nurses’ work-family enrichment: a person–context interactionist perspective

“…The surge in workloads, coupled with a distinct absence of necessary resources and proper support, ranks among the leading contributors to burnout ( 51 ). On the other hand, organizational support, such as the provision of resources, recognition, and flexible work arrangements, has been shown to mitigate burnout among nurses ( 52 ). Dall’Ora et al ( 53 ) discovered that unfavorable job characteristics such as high workload, inadequate staffing levels, extended shifts, and limited control are linked to nursing burnout.…”

Quiet quitting among nurses increases their turnover intention: Evidence from Greece in the post-COVID-19 era

“…All of the above factors are actually included in the conceptual framework of perceived organizational support (Rhoades & Eisenberger, 2002). The degree of organizational support received by nurses in uences their job satisfaction, commitment to the organization, burnout and turnover intention (Abou Hashish, 2015; Albalawi et al, 2019;Tang et al, 2023). Although, as mentioned earlier, there are no studies investigating the factors leading to quiet quitting, however, the existing working conditions are conducive to the development of quiet quitting by nurses.…”