Job Burnout In Nursing

Job burnout is an important factor lead to high turnover rate in nurses. Abraham and D’silva (2013) stated burnout is a syndrome characterizedphysical fatigue, emotional exhaustion and cognitive weariness and is recognized as one of the most serious occupational health hazard, resulting in symptoms ranging from mild boredom to severe depression. Maslach, Schaufeli and Leiter (2001) defined burnout have three dimension which are emotional exhaustion, depersonalization and personal accomplishment. Emotional exhaustion means lack of energy and passion of work, always feels extremly tired when people work. Depersonalization refers to people try to isolate themselves and keep far away from the service receiver. Personal accomplishment means people evaluate themselves with low value and lack of peosonal accomplishment.

Nurses are the largest group of health care professionals providing direct care in hospitals. However, they suffer from job burnout
It related with job burnout. According to Aiken, Clarke and Sloane (2002), if there are any unrealistic workloads, it would lead to the shortage of hospital.In addition, it shows forty percent of nurses had job burnout problem and it exceeds the norms of healthcare workers. Some people may argue that nurse just need to take care patient, and it is easy work. In fact, nurses are not only take care patient, but also do some administrative work. Addintionally, nurses are not take care one patient only, they need to take more than one patient at the same time. The statistic shows that nurse-to-patient ratios in public hospital is 1:12. It is higher than other country (Hong Kong Government News, 2013). Nurese also as a bridge of doctor and patient’s family, as patient’s family do not have many chance to see the doctor and nurses need to communicate with patient’s family. It is busy for nurses when visit time. Moreover, nurses face the shortage problem of nurses, thus the workload become