Method: This was a cross-sectional study, which investigating a sample of 334 nursing staffs from a regional teaching hospital in South Taiwan. Date were collected from January 2017 to march 2018. We used the instruments including Occupational Stress Indicator 2, OS-2, Maslach Burnout Inventory, MBI-Chinese, and an individual information questionnaire. The scores of work stress and the levels of job burnout were obtained in all nursing staffs. Results were presented as mean (SD) Data were analyzed by using SPSS 22.0 software.
Result: The mean total score of nurses' work stress was 150.99 (31.66), the burnout status of nurse included a high level of emotional exhaustion 29.44 (12.32), a moderate level of depersonalization 9.77 (7.68), and decreased extent of personal accomplishment 28.82 (8.61). The above data indicated that all three factors (emotional exhaustion, depersonalization, personal accomplishment) were in the high risk grading status. Thus, the results of present study demonstrated that nursing staffs have a high risk for burnout; All the variables showed that the total variation of the staff turnover intension was 12.3%, and the variances of the Interpretation of work shifts, work stress, and burnout (depersonalization) were 5%, 2.3%, and 5, respectively.
Conclusion:
This study found that work stress can lead to job burnout of nursing staff. Work shifts, work stress and burnout had important association with turnover intention. In view of the impact on burnout, there is value in considering how to understanding and management the work shifts, work stress and burnout are crucial for preventing turnover intention.
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