병원간호사의 소진 및 소진 영향 요인 (Burnout and Its Influencing Factors among Hospital Nurses: A Cross-Sectional Study)

서지정보

· 발행기관 : 한국보건정보통계학회
· 수록지 정보 : 보건정보통계학회지 / 48권 / 2호 / 157 ~ 164페이지
· 저자명 : 이경애, 박혜자

초록

Objectives: This study identified the associated factors with burnout among hospital nurses. Methods: In this cross-sectional correlational study, 208 nurses working at two university hospitals completed questionnaires on burnout, conflict management style with physician, resilience and organiza- tional commitment. A transformed standardized burnout score of ≥ 56 was defined to be high. Data were analyzed with χ²-test, Mann-Whitney U test, Pearson correlation analysis and logistic regression. Results: Fifty-nine nurses (28.4%) had a significantly high burnout. The mean T scores of burnout were 61.84 ± 3.89 and 45.31 ± 7.48 in the high and low burnout group. The mean scores of resilience were 3.26 ± 0.35 and 3.70 ± 0.37 in the high and low group (p < 0.001). The mean scores of organizational commitment were 2.51 ± 0.48 and 3.30 ± 0.51 in the high and low group (p < 0.001). Nurses with high burnout managed conflict with physicians using the styles of collaboration (20.9%), competition (36.2%), avoidance (30.8%), accommodation (33.3%), and compromise (20.9%). Higher burnout was correlated with lower resilience (r = -0.62, p < 0.001) and lower organizational commitment (r = -0.58, p < 0.001). Lower burnout was associated with higher accommodation conflict management (B = -1.14, OR: 3.13, 95% CI: 1.11-8.85), higher dispositional and higher philosophical resilience (B = -1.31, OR: 3.72, 95% CI: 1.44-9.62; B = -2.29, OR: 9.90, 95% CI: 3.80-25.64). Lower burnout was associated with higher continuance of organizational commitment (B = -1.23, OR: 3.41, 95% CI: 1.80-6.49). Conclusions: Supportive strategies to enhance resilience, organizational commitment, and proper conflict management could be suggested for ameliorating burnout among hospital nurses.

영어초록

Objectives: This study identified the associated factors with burnout among hospital nurses. Methods: In this cross-sectional correlational study, 208 nurses working at two university hospitals completed questionnaires on burnout, conflict management style with physician, resilience and organiza- tional commitment. A transformed standardized burnout score of ≥ 56 was defined to be high. Data were analyzed with χ²-test, Mann-Whitney U test, Pearson correlation analysis and logistic regression. Results: Fifty-nine nurses (28.4%) had a significantly high burnout. The mean T scores of burnout were 61.84 ± 3.89 and 45.31 ± 7.48 in the high and low burnout group. The mean scores of resilience were 3.26 ± 0.35 and 3.70 ± 0.37 in the high and low group (p < 0.001). The mean scores of organizational commitment were 2.51 ± 0.48 and 3.30 ± 0.51 in the high and low group (p < 0.001). Nurses with high burnout managed conflict with physicians using the styles of collaboration (20.9%), competition (36.2%), avoidance (30.8%), accommodation (33.3%), and compromise (20.9%). Higher burnout was correlated with lower resilience (r = -0.62, p < 0.001) and lower organizational commitment (r = -0.58, p < 0.001). Lower burnout was associated with higher accommodation conflict management (B = -1.14, OR: 3.13, 95% CI: 1.11-8.85), higher dispositional and higher philosophical resilience (B = -1.31, OR: 3.72, 95% CI: 1.44-9.62; B = -2.29, OR: 9.90, 95% CI: 3.80-25.64). Lower burnout was associated with higher continuance of organizational commitment (B = -1.23, OR: 3.41, 95% CI: 1.80-6.49). Conclusions: Supportive strategies to enhance resilience, organizational commitment, and proper conflict management could be suggested for ameliorating burnout among hospital nurses.

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