요양병원 간호사의 소진과 직무열의에 대한 구조모형: 확장된 직무요구-직무자원 모델의 적용 (A Structural Model for Burnout and Work Engagement of Nurses in Long-term Care Hospitals : Application of the Expanded Job Demand -Job Resources Model)

서지정보

· 발행기관 : 한국노인간호학회
· 수록지 정보 : 노인간호학회지 / 24권 / 1호 / 108 ~ 121페이지
· 저자명 : 양은옥, 구미옥

초록

Purpose: This study aimed to develop and test a structural model for burnout and work engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of the expanded Job Demand -Job Resources Model by Xanthopoulou, Baker, Demerouti, and Schaufeli and previous studies related to nurses’ burnout and work engagement .
Methods: The study participants included 232 nurses working in seven long-term care hospitals with over 100 bed located in Jeollanamdo and Jeollabukdo. Data were collected from February 6 to February 16, 2020. Data were analyzed using descriptive statistics, Pearson’s correlation, and structural equation modeling by SPSS 21.0 and AMOS 21.0 programs. Results: The final model showed a good fit to the empirical data: The factors that influenced burnout of nurses in long-term care hospitals were resilience(β=-.37), emotional demands(β=.29), work overload(β=.24), organization-based self-esteem(β=-.19), and social support(β=-.18) explaining 60.5% of the variance. The factors that influenced work engagement for nurses in long-term care hospitals were resilience(β=.44), burnout(β=-.32), and career-growth opportunity(β=.18) explaining 66.4% of the variance. Conclusion: The model constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support. In addition, strategies for increasing nurses’ work engagement should focus on resilience, burnout, career-growth opportunity, and social support.

영어초록

Purpose: This study aimed to develop and test a structural model for burnout and work engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of the expanded Job Demand -Job Resources Model by Xanthopoulou, Baker, Demerouti, and Schaufeli and previous studies related to nurses’ burnout and work engagement .
Methods: The study participants included 232 nurses working in seven long-term care hospitals with over 100 bed located in Jeollanamdo and Jeollabukdo. Data were collected from February 6 to February 16, 2020. Data were analyzed using descriptive statistics, Pearson’s correlation, and structural equation modeling by SPSS 21.0 and AMOS 21.0 programs. Results: The final model showed a good fit to the empirical data: The factors that influenced burnout of nurses in long-term care hospitals were resilience(β=-.37), emotional demands(β=.29), work overload(β=.24), organization-based self-esteem(β=-.19), and social support(β=-.18) explaining 60.5% of the variance. The factors that influenced work engagement for nurses in long-term care hospitals were resilience(β=.44), burnout(β=-.32), and career-growth opportunity(β=.18) explaining 66.4% of the variance. Conclusion: The model constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support. In addition, strategies for increasing nurses’ work engagement should focus on resilience, burnout, career-growth opportunity, and social support.

참고자료

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