Nurse Burnout Theorists
Predictors of Nurse Burnout
Jessica Beitler, Tabatha Menapace, Lorelei Starr, Jodi Swihart
NRN 422, July 2, 2008
Malone College School of Nursing
Abstract
Aim. To identify characteristics that predict the incidence of burnout in Registered Nurses.
Background. Burnout was first described in the early 1970’s by human service professionals and healthcare workers. In 2001, The Joint Commission reported that 43 percent of nurses currently working scored high in a range of burnout measures and 22 percent were planning to leave their jobs in the next year. Consequently, burnout is a costly phenomenon not only from the standpoint of nurses themselves, but from that of the healthcare organizations as well. Previous research focused on specific …show more content…
causes of burnout, whereas this study facilitates identification of the most common group of characteristics that are associated with burnout.
Method. A quantitative, descriptive, correlational study was conducted using an electronic survey for data collection. Subjects were Registered Nurses from a Northeast Ohio hospital. Burnout was measured by the Professional Quality of Life Scale (ProQOL). Scores from this scale were then correlated with personal and work environment characteristics to determine correlational relationship using Pearson’s Product Moment Correlation (Pearson’s r).
Results. Of the 32 respondents, 19 Registered Nurses were identified to be in burnout. A statistical analysis of these 19 suggests a probable profile of one prone to burnout. This is a registered nurse with less than five years of experience, is at midlife, has minimal nursing education requirements, and has chosen nursing as a profession for financial gain and/or job security.
Conclusion. The results of this study confirm that burnout is a phenomenon which continues to plague the nursing profession. It is imperative that leaders in the nursing profession become aware of the nurse most likely to experience burnout. Development of primary, secondary, and tertiary prevention intervention strategies targeting high profile individuals may reduce their potential for burnout.
Predictors of Nurse Burnout
Statement of the Problem The phenomenon of occupational burnout has been a topic of discussion and research for over a quarter of a century spanning many professions. Nurse burnout is of particular importance as the United States Department of Labor estimates over one million nurses will be required to fill new and vacated positions by the year 2020. If current trends continue, only 64 percent of the projected demand will be met (Health Resources and Service Administration, 2004). Identifying and describing what characteristics correlate in higher incidences of Registered Nurse (RN) burnout within their profession would allow employers, schools of nursing, and nurse leaders to refine and target their efforts of retention to this particular group.
Background and Significance Burnout was first described in the early 1970’s by human service professionals and healthcare workers (Maslach, Schaufeli, & Leiter, 2001).
Since that time the phenomenon has been the focus of extensive research. Freudenberger and Maslach were the first to explore burnout in an attempt to define the phenomenon and demonstrate the regularity of its occurrence (Maslach, et al., 2001). In the pioneering phase of burnout research, qualitative studies were conducted via interviews with human service professionals. Personal accounts of emotional stress on the job were obtained and documented. Several key similarities were identified among workers descriptions of experienced job stress and feelings of burnout. Maslach recognized these similarities and compiled them in order to describe the burnout phenomenon. This concept was expanded, and ultimately, burnout was defined as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment (Maslach & Jackson, …show more content…
1981). Burnout syndrome continues to be prevalent in the nursing profession today. In 2001, The Joint Commission reported that 43 percent of nurses currently working scored high in a range of burnout measures and 22 percent were planning to leave their jobs in the next year (The Joint Commision, 2001). Nurses who experience burnout report numerous physical and psychological manifestations associated with the syndrome such as exhaustion, anxiety, depression, and decreased self-esteem (Maslach, et al., 2001). In addition, burnout has been associated with decreased levels of job productivity, increased levels of absenteeism, and higher rates of turnover (Maslach, et al., 2001). Consequently, burnout is a costly phenomenon not only from the standpoint of nurses themselves, but from that of the healthcare organizations as well.
Conceptual Framework The Neuman Systems Model provides a framework for this study.
According to the model, the client is an open system in constant interaction with the environment. The client may be an individual, a family, a group, a community, or a social issue. The client system is composed of five interrelated variables whose relationship determines the degree in which environmental stressors will affect the system. Environmental stressors can be internal, external, or created and they affect the client system by penetrating the lines of defense and resistance (Neuman & Fawcett, 2002). This process negatively impacts the client’s health, moving on the continuum from health to
illness. Using Neuman Systems Model to frame this study, the RN will be referred to as the client system. This study will examine how various characteristics of the RN’s basic structure and normal line of defense correlate with incidences of burnout. Ultimately, nurse leaders may then be able to develop prevention interventions for this population of RNs.
Review of Literature A review of the literature revealed extensive material pertaining to burnout. Burnout was first introduced by Fredeunberger in 1974. Fredeunberger (1974) began to explore burnout in the terms of physical signs and behavioral indicators. Cognitive, judgmental, and emotional factors are intruded upon once burnout is identified. Further research was conducted which indicated who was prone to staff -burnout and how strength of commitment and positive attitude affected the level of burnout in an individual (Fredeunberger, 1974). He provided a basic foundation for all further research. Maslach then utilized this foundation as a stepping stone for additional research and progressed to the understanding of burnout we have today. This foundation provides ease in identifying topics for further study on burnout. Ultimately, the phenomenon was described and defined in several studies (Ekstedt & Fagerberg, 2005; Maslach, et al., 2001). Some researchers developed assessment tools in order to quantitatively measure and analyze the experience of burnout (Arthur, 1990; Maslach & Jackson, 1981). Multiple studies explored the relationship between burnout and individual characteristics of nurses such as personality, work excitement, and job engagement (Allen & Mellor, 2002; Sadovich, 2005; Toscano & Ponterdolph, 1998; Tourangeau & Cranley, 2006; Vinje & Mittlemark, 2007). Allen and Mellor (2002) studied the individual factors in 104 hospital nurses in Australia that contribute to nurse burnout and identified that not all people react to situational stress the same. The correlation between burnout and organizational factors such as work environment, workload, and position expectations were also studied in depth (Glasberg, Erickson, & Norberg, 2007; Gelsema, et al., 2006; Manojlovich & Laschinger, 2007; Raiger, 2005). Raiger (2005) used the Maslach Burnout Inventory to identify cultural and environmental variables in an organization’s structure that contribute to burnout. An organization that has gained Magnet status and provides a positive environment that consists of trust, leadership, and support are likely to have a lower rate of burnout among the nurses in their organization. A few researchers examined the relationship between burnout and qualities of the nurse’s personal life (Demur, Ulusoy, & Ulusoy, 2002; Ifeagwazi, 2006). Demir, et al (2006) studied 333 nurses in Turkey using the Maslach Burnout Inventory tool and identified higher education level, work experience, and higher status decrease burnout, while working night shifts increases it. Further review of the literature revealed a great deal of research examining the levels of burnout among nurses of different specialties (Poncet, et al., 2007; Quattrin, et al., 2006). Strategies to prevent the development of burnout in nurses were also explored (Maslach & Goldberg, 1998; Bormann, et al., 2006). Maslach and Goldberg (1998) studied two approaches to prevent burnout that concentrate on interactions between personal and situational factors. They include increasing personal job engagement and identifying personal perceptions and reactions to stress that increase the individual’s likelihood of developing burnout. Taking into consideration the amount of research that has identified specific causal relationships of stressors and nurse burnout, further research is needed to facilitate identification of the most common group of characteristics that are associated with American nurses currently in the workforce affected with RN burnout.
Purpose of the Study The purpose of the study is to identify characteristics that predict the incidence of burnout in Registered Nurses. Research Questions 1. What is the incidence of nurse burnout? 2. What is the relationship between the motivation for entering nursing and incidence of burnout? 3. What is the relationship between educational level and incidence of nurse burnout? 4. What is the relationship between a nurse’s present age and incidence of nurse burnout? 5. What is the relationship between a nurse’s age at the beginning of his/her career and incidence of nurse burnout? 6. What is the relationship between years of nursing experience and incidence of nurse burnout? 7. What is the relationship between number of hours worked per week and incidence of nurse burnout? 8. What is the relationship between the number of missed shifts over the previous six months and incidence of nurse burnout? 9. What is the perception of electronic survey methods?
Variables and Definitions A registered nurse is defined as an individual who holds a current license to practice within the scope of professional nursing in at least one jurisdiction of the United States (Interagency Collaborative on Nursing Statistics, 2006). For the purpose of this study, RN is defined as any person who answers yes when asked “Are you a Registered Nurse?” on the survey instrument. Burnout is defined as a syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment (Maslach & Jackson, 1981). For the purpose of this study, an RN will be determined to be in burnout when they score twenty-four or above on the burnout component of The Professional Quality of Life Scale (Stamm, 2005). Education is the process of acquiring particular knowledge or skills (Dictionary.com, 2006). For the purpose of this study, education will defined as nurses completing the requirements for a Doctorate of Science in Nursing, Masters of Science in Nursing, Bachelor of Science in Nursing, Associate of Science in Nursing, or Diploma in Nursing. Motivation is that which gives purpose and direction to behavior (Dictionary.com, 2006). For the purpose of this study, motivation is defined as a nurse’s reason for choosing nursing as a profession including a sense of duty or calling, financial gain, or job security.
Design and Method
Type of Design The design for this study is quantitative, descriptive-correlational in which all survey participants answered questions about their experiences both positive and negative as a nurse. An attempt was made to identify and describe what characteristics correlate with higher incidences of RN burnout.
Subjects and Selection Method Subjects for this study were RNs working in the clinical setting. Invitations to participate were distributed in a Northeast Ohio hospital, clinical setting. They were placed on approximately ten specialty units encompassing all scheduled shifts covering a twenty-four hour period. A piece of cinnamon hard candy was attached to the survey invitations on each unit. This type of collection method represents non-random convenience sampling. The aim was to sample at least thirty participants.
Setting and IRB Approval Provisions The study will took place at a 682 bed community hospital in Northeast Ohio. This hospital provides comprehensive medical care to multiple patient populations including acute and long term care. Permission to conduct this study was obtained through the Malone College Human Research Committee and the Aultman Hospital Internal Review Board.
Protection of Human Rights, Informed Consent All subjects received an invitation (Appendix A) to participate in the study giving instructions for accessing the survey site if they wished to do so. Upon entering the survey web site, participants reviewed the letter of consent (Appendix B) providing a description of the research study and its purpose. In the letter, participants were informed that completion of the survey implied consent. Participants were never prompted to enter their name or other identifying characteristics, so they could not be associated with the survey.
Procedure for Data Collection Survey invitations included the survey site web address and instructions for accessing the survey. Participants then selected “Take Our Survey” and answered the survey questions that followed. Upon completion of the data collection time frame, results were coded, tabulated and confidentially stored on the survey site.
Instrument, Validity, Reliability and Permissions Providing care for their patients puts nurses in direct contact with their patient’s lives. Compassion for those they care for have both positive and negative aspects. The Professional Quality of Life Scale (ProQOL) was developed to measure these aspects. This study utilized the burnout subscale for the first section of the survey to identify which participants were experiencing burnout. The second section of the survey consisted of questions obtaining personal characteristics and demographic information (Appendix C). The ProQOL manual survey site grants general permission to use the survey in research studies. The reliability of the ProQOL scale has been tested with an average score of 22, standard deviation (SD) of 6.0, and alpha scale reliability of 0.72. The construct validity upon which the test is based is well established with over 200 articles noted in the peer review literature (Stamm, 2005). The study was piloted by a group of peers in the Malone College School of Nursing Bachelor of Science in Nursing Degree Completion program. Feedback was obtained on the survey tool.
Treatment of Data All information obtained was kept anonymous and confidential. Surveys automatically received an identification number provided by the survey site upon completion. Data compiled through the survey was maintained behind a firewall, which represents the highest level of internet security standards. Data was only accessed by the principal investigator of the survey after providing her user ID and password. Any printed survey materials or data collected was kept in a locked filing cabinet in the principal investigator’s residence. The principal investigator possessed the key and had access to the materials in the locked filing cabinet. Each participant’s burnout score was determined. The distribution of scores for each personal characteristic was examined using frequency percent, mean, mode, median, standard deviation, and range. Further statistical analysis of the data included bar graphs and pie charts. Pearson r was then calculated to establish the relationship between the variables and the incidence of burnout.
Results
Sample Of the 150 surveys distributed, 33 were returned. A response rate was not calculated due to early termination of the data collection process which will be further discussed under limitations of the study. One additional survey was discarded for failing to meet the inclusion criteria of being an RN. Of the 32 participants, 100% (n = 32) were Caucasian; 12.5% (n = 4) were male, 87.5% (n = 28) were female; the average age was 36.7 years (SD = 11.3, R = 42); 6.3% (n = 2) were Master’s Degree prepared, 31.3% (n = 10) were Bachelor’s Degree prepared, 28.1% (n = 9) were Associate’s Degree prepared, and 34.4 % (n = 11) were Diploma prepared; the average number of years of experience was 11.4 (SD = 12.2, R = 44); 50 % (n = 16) were ICU RNs, 21.9% (n = 7) were Med-Surg RNs, 3.1% (n = 1) were Surgical RNs, and 25.0% (n = 8) marked other. The average burnout score was 26.6 (SD = 6.7, R = 29). Of the 32 participants, 59.4% (n = 19) met the inclusion criteria for this study with burnout scores of 24 or greater on The Professional Quality of Life Scale (ProQOL) (Stamm, 2005). Of the 19 participants, 100% were Caucasian, 15.8% (n = 3) were male, 84.2% (n = 16) were female; the average age was 35.2 years (SD = 9.5, R = 42); 5.3% (n = 1) were Master’s Degree prepared, 36.8% (n = 7) were Bachelor’s Degree prepared, 26.3% (n = 5) were Associate’s Degree prepared, and 31.6 ( n = 6) were Diploma prepared; the average number of years of experience was 8.8 (SD = 9.8, R = 32); 47.4% (n = 9) were ICU RNs, 21.1% (n = 4) were Med-Surg RNs, 5.3% ( n =1) were Surgical RNs, 26.3% (n = 5) marked other. Additional survey questions revealed the 19 nurses with burnout scores of 24 or greater entered their practices at an average age of 26.2 years (SD = 4.7, R = 17); 26.3% (n = 5) entered their practice with a Bachelor’s Degree in Nursing, 36.8% (n = 7) entered with an Associate’s Degree in Nursing, and 36.8% (n = 7) entered with a Diploma in Nursing. 57.9% (n =11) were married, 26.3% (n = 5) were single, 10.5% (n = 2) were divorced, and 5.3% (n = 1) were separated; 52.6% (n = 10) had no children, 21.1% (n = 4) had one child, 15.8% (n = 3) had two children, and 10.5% (n = 2) had three children; 78.9% (n = 15) were Protestant Christian, 15.8 (n = 3) were Roman Catholic, 5.3% (n = 1) had no religious affiliation. When asked to choose their motivation for entering nursing, 52.6% (n = 10) of the 19 nurses with burnout scores 24 or above chose job security, 47.4% (n= 9) chose sense of duty, and 26.3% (n = 5) chose financial gain; 26.3% (n = 5) were currently enrolled in a formal education program leading to a higher academic degree in nursing. Of those five nurses, 40% (n = 2) were working towards a Master’s Degree, and 60% (n = 3) were working towards a Bachelor’s Degree. Of the 19 participants with burnout scores 24 or higher, 26.3% (n = 5) worked 12 hour night shifts, 21.1% (n = 4) worked 12 hour day shifts, 21.1% (n = 4) worked alternating 12 hour shifts, 15.8% (n = 3) worked alternating 8 hour shifts, 5.3% (n = 1) worked 8 hour night shifts , 5.3% (n = 1) worked 8 hour afternoon shifts, and 5.3% (n = 1) worked 8 hour day shifts. 47.4% (n = 9) worked 37-40 hours per week, 36.8% (n = 7) worked 33-36 hours per week, 10.5% (n = 2) worked 17-24 hours per week, and 5.3% (n = 1) worked 41 or more hours per week. 5.3% (n = 1) were required to take scheduled call 8-24 hours per month. 63.2% (n = 12) of the nurses with burnout scores 24 or higher were absent from a scheduled shift during the 6 month period preceding the survey. The average number of shifts missed was 1.5 (SD = 1.8, R = 6); 66.7% (n = 8) reported off due to personal illness, 25% (n = 3) reported off due to worked related injuries or LOA, and 8.3% (n = 1) reported off for unspecified reasons. 100% (n = 19) of the participants accessed the survey at work. Tables 1 and 2 show the participants’ responses to the ProQOL Burnout Scale questions.
|Table 1 |
|Responses to Burnout Scale Questions from Entire Sample |
|Question |Very Often |Often |Somewhat Often |A Few Times |Rarely |Never |
| |
|Responses to Burnout Scale Questions from Nurses in Burnout |
|Question |Very Often |Often |Somewhat Often |A Few Times |Rarely |Never |
| |
|Demographic Results |Entire Sample |Nurses in Burnout |
|Question |Answers |F |P |f |P |
|What most affected your decision |1.Sense of duty |17 |41.5 |9 |47.4 |
|to enter the nursing profession? |2. Financial gain |8 |19.5 |5 |26.3 |
|(choose all that apply) |3. Job security |16 |39.0 |10 |52.6 |
| |4. Other |0 |0 |0 |0 |
|In what type of basic nursing |1. Diploma |13 |40.6 |6 |31.6 |
|education program were you |2. Associate |11 |34.4 |7 |36.8 |
|prepared to become a registered |3. Bachelor |8 |25.0 |6 |31.6 |
|nurse? |4. Master |0 |0 |0 |0 |
|At what age did you receive your |1. 20-25 |19 |59.4 |9 |47.4 |
|basic nursing degree? |2. 26-30 |11 |34.4 |8 |42.1 |
| |3. > 30 |2 |6.3 |2 |10.5 |
|How many years have you been a |1. 0-10 |19 |59.4 |14 |73.7 |
|practicing nurse? |2. 11-20 |5 |15.6 |2 |10.5 |
| |3. 21-30 |4 |12.5 |3 |15.8 |
| |4. 31-40 |1 |3.1 |0 |0 |
| |5. 41-50 |2 |6.3 |0 |0 |
|What is the highest nursing |1. Diploma |11 |34.4 |5 |26.3 |
|degree you have obtained? |2. Associate |9 |28.1 |5 |26.3 |
| |3. Bachelor |10 |31.3 |7 |36.8 |
| |4. Master |2 |6.3 |2 |10.5 |
| |5. Doctorate |0 |0 |0 |0 |
|Are you currently enrolled in a |Yes |8 |25.0 |6 |31.6 |
|formal educational program |No |24 |75.0 |13 |68.4 |
|leading to a higher academic | | | | | |
|degree in nursing? | | | | | |
|Which nursing degree are you |1. BSN |3 |42.9 |3 |15.8 |
|working towards? |2. MSN |3 |42.9 |2 |10.5 |
| |3. PhD in Nursing |1 |14.3 |1 |5.3 |
|How many hours do you typically |1. 16 or less |0 |0 |0 |0 |
|work in an average week? |2. 17-24 |2 |6.3 |1 |5.3 |
| |3. 25-32 |1 |3.1 |0 |0 |
| |4. 33-36 |15 |16.9 |7 |36.8 |
| |5. 37-40 |13 |40.6 |10 |52.6 |
| |6. 41 or more |1 |3.1 |1 |5.3 |
|Are you required to take |Yes |3 |10.0 |1 |5.3 |
|scheduled on-call or mandatory |No |27 |90.0 |18 |94.7 |
|overtime? | | | | | |
|How many hours of on-call are you|0-10 |0 |0 |0 |0 |
|required to take per month? |11-20 |0 |0 |0 |0 |
| |21-30 |0 |0 |1 |5.3 |
| |31-40 |2 |6.3 |0 |0 |
|Have you been absent from a |Yes |20 |62.5 |12 |63.2 |
|scheduled shift in the last six |No |12 |37.5 |7 |36.8 |
|months. | | | | | |
|How many shifts were you absent? |1-2 |17 |53.1 |9 |47.4 |
| |3-5 |1 |3.1 |1 |5.3 |
| |≥6 |2 |6.3 |2 |10.5 |
|What were the reasons for the |Personal illness |14 |70.0 |7 |36.8 |
|call-off(s)? |Family obligation |1 |5.0 |0 |0 |
| |Other |5 |25.0 |5 |26.3 |
|What best describes the type of |1. ICU |16 |50.0 |9 |47.4 |
|area you work in? |2. Med-surg |7 |21.9 |4 |21.1 |
| |3. Surgical |1 |3.1 |1 |5.3 |
| |4. Other |8 |25.0 |5 |26.3 |
|What shift(s) do you typically |1. 7a-3p |5 |11.4 |3 |15.8 |
|work? |2. 3p-11p |5 |11.4 |3 |15.8 |
| |3. 11p-7a |2 |4.6 |1 |5.3 |
| |4. 7a-7p |8 |18.2 |6 |31.6 |
| |5. 3p-3a |6 |13.6 |4 |21.1 |
| |6. 7p-7a |8 |18.2 |5 |26.3 |
| |7. 3a-3p |6 |13.6 |2 |10.5 |
| |8. Other |4 |9.1 |1 |5.3 |
|What is your age? |20-30 |12 |37.5 |9 |47.4 |
| |31-40 |9 |28.1 |4 |21.1 |
| |41-50 |7 |21.9 |5 |26.3 |
| |51-60 |2 |6.3 |1 |5.3 |
| |61-70 |2 |6.3 |0 |0 |
|Are you male or female? |Female |28 |87.5 |16 |84.2 |
| |Male |4 |12.5 |3 |15.8 |
|What is your current marital |1. Single |8 |25.0 |5 |26.3 |
|status? |2. Married |20 |62.5 |11 |57.9 |
| |3. Separated |1 |3.1 |1 |5.3 |
| |4. Divorced |3 |9.4 |2 |10.5 |
| |5. Widowed |0 |0 |0 |0 |
|What is your race? |Caucasian |32 |100.0 |19 |100 |
|What is your religious |Protestant |21 |65.7 |15 |78.9 |
|affiliation? |Catholic |8 |25.0 |3 |15.8 |
| |Other |0 |0 |0 |0 |
| |None |3 |9.4 |1 |5.3 |
|How many children under 18 years |1. None |15 |46.9 |10 |52.6 |
|old live in your household? |2. One |5 |15.6 |3 |15.8 |
| |3. Two |4 |12.5 |3 |15.8 |
| |4. Three |6 |18.6 |2 |10.5 |
| |5. Four or more |2 |6.3 |1 |5.3 |
|I was able to access the online |Strongly agree |25 |78.1 |14 |73.7 |
|survey easily. |Agree |7 |21.9 |5 |26.3 |
| |Neutral |0 |0 |0 |0 |
| |Disagree |0 |0 |0 |0 |
| |Strongly disagree |0 |0 |0 |0 |
|Where did you access the survey? |1. Work |32 |100.0 |19 |100 |
| |2. Home |0 |0 |0 |0 |
| |3. Other |0 |0 |0 |0 |
Data Analysis Nine questions guided this research study. The first research question inquires about the incidence of RN burnout. Of the 32 participants surveyed, 59.4% (n = 19) scored 24 or above on the burnout component of The Professional Quality of Life Scale (Stamm, 2005). Table 4 shows the distribution of burnout scores among all of the participants.
|Table 4 | | |
|Frequency Distribution of Burnout Scores |
|x |f |% |
|40-44 |1 |3.1 |
|35-39 |3 |9.4 |
|30-34 |7 |21.9 |
|24-29 |8 |25 |
|15-23 |13 |40.6 |
| |∑f = 32 |100 |
The second research question inquires about the relationship between motivation for entering the nursing profession and incidence of RN burnout. Participants chose all that applied from the following three options: financial gain, sense of duty, and job security. Table 5 shows the distribution of choices among the three motivators and the calculated Pearson r. Participants also had the opportunity to free text additional motivators although none chose to do so. The motivators were separated into their three respective categories and coded accordingly. Participants were given a one for selecting the response and a zero for not selecting the response. The Pearson r was then calculated using the participants’ burnout scores and responses to the motivators. A weak positive relationship was found between entering the nursing profession for financial gain and incidence of burnout (r = 0.21). This was not statistically significant at the p 0.05 level (df = 17, r = 0.456, p = 0.05). A weak inverse relationship was found between entering the nursing profession due to a sense of duty and the incidence of burnout (r = -0.17). This was not statistically significant at the p 0.05 level (r = 0.456). A weak positive relationship was found between entering the nursing profession for job security and the incidence of burnout. This was not statistically significant at the p 0.05 level (r = 0.456).
|Table 5 |
|Calculations of Correlations of Motivation for Entering the Nursing Profession |
|Motivator |f |(%) |Pearson r |
|Financial Gain |5 |26.3 |0.212 |
|Sense of Duty |9 |47.4 |-0.170 |
|Job Security |10 |52.6 |0.193 |
The third research question inquires about the relationship between education level and the incidence of RN burnout. Participants’ responses were coded according to their current nursing degree. Table 6 shows the distribution of educational level among the nurses with burnout scores of 24 or higher. Participants were given a one for holding a Diploma in Nursing, a two for holding an Associate’s Degree in Nursing, a three for holding a Bachelor’s Degree in Nursing, and a four for holding a Master’s Degree in Nursing. The Pearson r was then calculated using the participants’ burnout scores and their corresponding codes for their current nursing degrees. A weak inverse relationship was found between educational level and incidence of burnout (r = -0.21). This was not statistically significant at the p 0.05 level (r = 0.456).
|Table 6 | | | | |
|Frequency Distribution of Education Level for Nurses in Burnout |
|x |f |P |
|MSN |1 |5.3 |
|BSN |7 |36.8 |
|ADN |5 |26.3 |
|DIPLOMA |6 |31.6 |
The fourth research question inquires about the relationship between the nurse’s present age and the incidence of burnout. Graph 1 shows the distribution of age according to generation among nurses in burnout. The Pearson r was calculated using the participants’ ages and corresponding burnout scores. A weak inverse relationship was found (r = -0.25). This was not statistically significant at the p 0.05 level (r = 0.456).
[pic]
The fifth research question inquires about the relationship between the nurse’s age at the beginning of her career and the incidence of burnout. The Pearson r was calculated using the nurses’ stated ages at the beginning of their careers and the corresponding burnout scores. No relationship was found (r = 0.07). The sixth research question inquires about the relationship between the number of years of nursing experience and the incidence of burnout. Graph 2 shows the distribution of years of experience among nurses in burnout. The Pearson r was calculated using the nurses’ stated years of experience and the corresponding burnout scores. A weak inverse relationship was found (r = -0.21). This was not statistically significant at the p 0.05 level (r = 0.456).
[pic]
The seventh research question inquires about the number of hours worked per week and the incidence of burnout. Participant’s responses were coded according to the number of hours stated were worked per week. Participants were given a one if they worked
Jessica Beitler, Tabatha Menapace, Lorelei Starr, Jodi Swihart
NRN 422, July 2, 2008
Malone College School of Nursing
Abstract
Aim. To identify characteristics that predict the incidence of burnout in Registered Nurses.
Background. Burnout was first described in the early 1970’s by human service professionals and healthcare workers. In 2001, The Joint Commission reported that 43 percent of nurses currently working scored high in a range of burnout measures and 22 percent were planning to leave their jobs in the next year. Consequently, burnout is a costly phenomenon not only from the standpoint of nurses themselves, but from that of the healthcare organizations as well. Previous research focused on specific …show more content…
causes of burnout, whereas this study facilitates identification of the most common group of characteristics that are associated with burnout.
Method. A quantitative, descriptive, correlational study was conducted using an electronic survey for data collection. Subjects were Registered Nurses from a Northeast Ohio hospital. Burnout was measured by the Professional Quality of Life Scale (ProQOL). Scores from this scale were then correlated with personal and work environment characteristics to determine correlational relationship using Pearson’s Product Moment Correlation (Pearson’s r).
Results. Of the 32 respondents, 19 Registered Nurses were identified to be in burnout. A statistical analysis of these 19 suggests a probable profile of one prone to burnout. This is a registered nurse with less than five years of experience, is at midlife, has minimal nursing education requirements, and has chosen nursing as a profession for financial gain and/or job security.
Conclusion. The results of this study confirm that burnout is a phenomenon which continues to plague the nursing profession. It is imperative that leaders in the nursing profession become aware of the nurse most likely to experience burnout. Development of primary, secondary, and tertiary prevention intervention strategies targeting high profile individuals may reduce their potential for burnout.
Predictors of Nurse Burnout
Statement of the Problem The phenomenon of occupational burnout has been a topic of discussion and research for over a quarter of a century spanning many professions. Nurse burnout is of particular importance as the United States Department of Labor estimates over one million nurses will be required to fill new and vacated positions by the year 2020. If current trends continue, only 64 percent of the projected demand will be met (Health Resources and Service Administration, 2004). Identifying and describing what characteristics correlate in higher incidences of Registered Nurse (RN) burnout within their profession would allow employers, schools of nursing, and nurse leaders to refine and target their efforts of retention to this particular group.
Background and Significance Burnout was first described in the early 1970’s by human service professionals and healthcare workers (Maslach, Schaufeli, & Leiter, 2001).
Since that time the phenomenon has been the focus of extensive research. Freudenberger and Maslach were the first to explore burnout in an attempt to define the phenomenon and demonstrate the regularity of its occurrence (Maslach, et al., 2001). In the pioneering phase of burnout research, qualitative studies were conducted via interviews with human service professionals. Personal accounts of emotional stress on the job were obtained and documented. Several key similarities were identified among workers descriptions of experienced job stress and feelings of burnout. Maslach recognized these similarities and compiled them in order to describe the burnout phenomenon. This concept was expanded, and ultimately, burnout was defined as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment (Maslach & Jackson, …show more content…
1981). Burnout syndrome continues to be prevalent in the nursing profession today. In 2001, The Joint Commission reported that 43 percent of nurses currently working scored high in a range of burnout measures and 22 percent were planning to leave their jobs in the next year (The Joint Commision, 2001). Nurses who experience burnout report numerous physical and psychological manifestations associated with the syndrome such as exhaustion, anxiety, depression, and decreased self-esteem (Maslach, et al., 2001). In addition, burnout has been associated with decreased levels of job productivity, increased levels of absenteeism, and higher rates of turnover (Maslach, et al., 2001). Consequently, burnout is a costly phenomenon not only from the standpoint of nurses themselves, but from that of the healthcare organizations as well.
Conceptual Framework The Neuman Systems Model provides a framework for this study.
According to the model, the client is an open system in constant interaction with the environment. The client may be an individual, a family, a group, a community, or a social issue. The client system is composed of five interrelated variables whose relationship determines the degree in which environmental stressors will affect the system. Environmental stressors can be internal, external, or created and they affect the client system by penetrating the lines of defense and resistance (Neuman & Fawcett, 2002). This process negatively impacts the client’s health, moving on the continuum from health to
illness. Using Neuman Systems Model to frame this study, the RN will be referred to as the client system. This study will examine how various characteristics of the RN’s basic structure and normal line of defense correlate with incidences of burnout. Ultimately, nurse leaders may then be able to develop prevention interventions for this population of RNs.
Review of Literature A review of the literature revealed extensive material pertaining to burnout. Burnout was first introduced by Fredeunberger in 1974. Fredeunberger (1974) began to explore burnout in the terms of physical signs and behavioral indicators. Cognitive, judgmental, and emotional factors are intruded upon once burnout is identified. Further research was conducted which indicated who was prone to staff -burnout and how strength of commitment and positive attitude affected the level of burnout in an individual (Fredeunberger, 1974). He provided a basic foundation for all further research. Maslach then utilized this foundation as a stepping stone for additional research and progressed to the understanding of burnout we have today. This foundation provides ease in identifying topics for further study on burnout. Ultimately, the phenomenon was described and defined in several studies (Ekstedt & Fagerberg, 2005; Maslach, et al., 2001). Some researchers developed assessment tools in order to quantitatively measure and analyze the experience of burnout (Arthur, 1990; Maslach & Jackson, 1981). Multiple studies explored the relationship between burnout and individual characteristics of nurses such as personality, work excitement, and job engagement (Allen & Mellor, 2002; Sadovich, 2005; Toscano & Ponterdolph, 1998; Tourangeau & Cranley, 2006; Vinje & Mittlemark, 2007). Allen and Mellor (2002) studied the individual factors in 104 hospital nurses in Australia that contribute to nurse burnout and identified that not all people react to situational stress the same. The correlation between burnout and organizational factors such as work environment, workload, and position expectations were also studied in depth (Glasberg, Erickson, & Norberg, 2007; Gelsema, et al., 2006; Manojlovich & Laschinger, 2007; Raiger, 2005). Raiger (2005) used the Maslach Burnout Inventory to identify cultural and environmental variables in an organization’s structure that contribute to burnout. An organization that has gained Magnet status and provides a positive environment that consists of trust, leadership, and support are likely to have a lower rate of burnout among the nurses in their organization. A few researchers examined the relationship between burnout and qualities of the nurse’s personal life (Demur, Ulusoy, & Ulusoy, 2002; Ifeagwazi, 2006). Demir, et al (2006) studied 333 nurses in Turkey using the Maslach Burnout Inventory tool and identified higher education level, work experience, and higher status decrease burnout, while working night shifts increases it. Further review of the literature revealed a great deal of research examining the levels of burnout among nurses of different specialties (Poncet, et al., 2007; Quattrin, et al., 2006). Strategies to prevent the development of burnout in nurses were also explored (Maslach & Goldberg, 1998; Bormann, et al., 2006). Maslach and Goldberg (1998) studied two approaches to prevent burnout that concentrate on interactions between personal and situational factors. They include increasing personal job engagement and identifying personal perceptions and reactions to stress that increase the individual’s likelihood of developing burnout. Taking into consideration the amount of research that has identified specific causal relationships of stressors and nurse burnout, further research is needed to facilitate identification of the most common group of characteristics that are associated with American nurses currently in the workforce affected with RN burnout.
Purpose of the Study The purpose of the study is to identify characteristics that predict the incidence of burnout in Registered Nurses. Research Questions 1. What is the incidence of nurse burnout? 2. What is the relationship between the motivation for entering nursing and incidence of burnout? 3. What is the relationship between educational level and incidence of nurse burnout? 4. What is the relationship between a nurse’s present age and incidence of nurse burnout? 5. What is the relationship between a nurse’s age at the beginning of his/her career and incidence of nurse burnout? 6. What is the relationship between years of nursing experience and incidence of nurse burnout? 7. What is the relationship between number of hours worked per week and incidence of nurse burnout? 8. What is the relationship between the number of missed shifts over the previous six months and incidence of nurse burnout? 9. What is the perception of electronic survey methods?
Variables and Definitions A registered nurse is defined as an individual who holds a current license to practice within the scope of professional nursing in at least one jurisdiction of the United States (Interagency Collaborative on Nursing Statistics, 2006). For the purpose of this study, RN is defined as any person who answers yes when asked “Are you a Registered Nurse?” on the survey instrument. Burnout is defined as a syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment (Maslach & Jackson, 1981). For the purpose of this study, an RN will be determined to be in burnout when they score twenty-four or above on the burnout component of The Professional Quality of Life Scale (Stamm, 2005). Education is the process of acquiring particular knowledge or skills (Dictionary.com, 2006). For the purpose of this study, education will defined as nurses completing the requirements for a Doctorate of Science in Nursing, Masters of Science in Nursing, Bachelor of Science in Nursing, Associate of Science in Nursing, or Diploma in Nursing. Motivation is that which gives purpose and direction to behavior (Dictionary.com, 2006). For the purpose of this study, motivation is defined as a nurse’s reason for choosing nursing as a profession including a sense of duty or calling, financial gain, or job security.
Design and Method
Type of Design The design for this study is quantitative, descriptive-correlational in which all survey participants answered questions about their experiences both positive and negative as a nurse. An attempt was made to identify and describe what characteristics correlate with higher incidences of RN burnout.
Subjects and Selection Method Subjects for this study were RNs working in the clinical setting. Invitations to participate were distributed in a Northeast Ohio hospital, clinical setting. They were placed on approximately ten specialty units encompassing all scheduled shifts covering a twenty-four hour period. A piece of cinnamon hard candy was attached to the survey invitations on each unit. This type of collection method represents non-random convenience sampling. The aim was to sample at least thirty participants.
Setting and IRB Approval Provisions The study will took place at a 682 bed community hospital in Northeast Ohio. This hospital provides comprehensive medical care to multiple patient populations including acute and long term care. Permission to conduct this study was obtained through the Malone College Human Research Committee and the Aultman Hospital Internal Review Board.
Protection of Human Rights, Informed Consent All subjects received an invitation (Appendix A) to participate in the study giving instructions for accessing the survey site if they wished to do so. Upon entering the survey web site, participants reviewed the letter of consent (Appendix B) providing a description of the research study and its purpose. In the letter, participants were informed that completion of the survey implied consent. Participants were never prompted to enter their name or other identifying characteristics, so they could not be associated with the survey.
Procedure for Data Collection Survey invitations included the survey site web address and instructions for accessing the survey. Participants then selected “Take Our Survey” and answered the survey questions that followed. Upon completion of the data collection time frame, results were coded, tabulated and confidentially stored on the survey site.
Instrument, Validity, Reliability and Permissions Providing care for their patients puts nurses in direct contact with their patient’s lives. Compassion for those they care for have both positive and negative aspects. The Professional Quality of Life Scale (ProQOL) was developed to measure these aspects. This study utilized the burnout subscale for the first section of the survey to identify which participants were experiencing burnout. The second section of the survey consisted of questions obtaining personal characteristics and demographic information (Appendix C). The ProQOL manual survey site grants general permission to use the survey in research studies. The reliability of the ProQOL scale has been tested with an average score of 22, standard deviation (SD) of 6.0, and alpha scale reliability of 0.72. The construct validity upon which the test is based is well established with over 200 articles noted in the peer review literature (Stamm, 2005). The study was piloted by a group of peers in the Malone College School of Nursing Bachelor of Science in Nursing Degree Completion program. Feedback was obtained on the survey tool.
Treatment of Data All information obtained was kept anonymous and confidential. Surveys automatically received an identification number provided by the survey site upon completion. Data compiled through the survey was maintained behind a firewall, which represents the highest level of internet security standards. Data was only accessed by the principal investigator of the survey after providing her user ID and password. Any printed survey materials or data collected was kept in a locked filing cabinet in the principal investigator’s residence. The principal investigator possessed the key and had access to the materials in the locked filing cabinet. Each participant’s burnout score was determined. The distribution of scores for each personal characteristic was examined using frequency percent, mean, mode, median, standard deviation, and range. Further statistical analysis of the data included bar graphs and pie charts. Pearson r was then calculated to establish the relationship between the variables and the incidence of burnout.
Results
Sample Of the 150 surveys distributed, 33 were returned. A response rate was not calculated due to early termination of the data collection process which will be further discussed under limitations of the study. One additional survey was discarded for failing to meet the inclusion criteria of being an RN. Of the 32 participants, 100% (n = 32) were Caucasian; 12.5% (n = 4) were male, 87.5% (n = 28) were female; the average age was 36.7 years (SD = 11.3, R = 42); 6.3% (n = 2) were Master’s Degree prepared, 31.3% (n = 10) were Bachelor’s Degree prepared, 28.1% (n = 9) were Associate’s Degree prepared, and 34.4 % (n = 11) were Diploma prepared; the average number of years of experience was 11.4 (SD = 12.2, R = 44); 50 % (n = 16) were ICU RNs, 21.9% (n = 7) were Med-Surg RNs, 3.1% (n = 1) were Surgical RNs, and 25.0% (n = 8) marked other. The average burnout score was 26.6 (SD = 6.7, R = 29). Of the 32 participants, 59.4% (n = 19) met the inclusion criteria for this study with burnout scores of 24 or greater on The Professional Quality of Life Scale (ProQOL) (Stamm, 2005). Of the 19 participants, 100% were Caucasian, 15.8% (n = 3) were male, 84.2% (n = 16) were female; the average age was 35.2 years (SD = 9.5, R = 42); 5.3% (n = 1) were Master’s Degree prepared, 36.8% (n = 7) were Bachelor’s Degree prepared, 26.3% (n = 5) were Associate’s Degree prepared, and 31.6 ( n = 6) were Diploma prepared; the average number of years of experience was 8.8 (SD = 9.8, R = 32); 47.4% (n = 9) were ICU RNs, 21.1% (n = 4) were Med-Surg RNs, 5.3% ( n =1) were Surgical RNs, 26.3% (n = 5) marked other. Additional survey questions revealed the 19 nurses with burnout scores of 24 or greater entered their practices at an average age of 26.2 years (SD = 4.7, R = 17); 26.3% (n = 5) entered their practice with a Bachelor’s Degree in Nursing, 36.8% (n = 7) entered with an Associate’s Degree in Nursing, and 36.8% (n = 7) entered with a Diploma in Nursing. 57.9% (n =11) were married, 26.3% (n = 5) were single, 10.5% (n = 2) were divorced, and 5.3% (n = 1) were separated; 52.6% (n = 10) had no children, 21.1% (n = 4) had one child, 15.8% (n = 3) had two children, and 10.5% (n = 2) had three children; 78.9% (n = 15) were Protestant Christian, 15.8 (n = 3) were Roman Catholic, 5.3% (n = 1) had no religious affiliation. When asked to choose their motivation for entering nursing, 52.6% (n = 10) of the 19 nurses with burnout scores 24 or above chose job security, 47.4% (n= 9) chose sense of duty, and 26.3% (n = 5) chose financial gain; 26.3% (n = 5) were currently enrolled in a formal education program leading to a higher academic degree in nursing. Of those five nurses, 40% (n = 2) were working towards a Master’s Degree, and 60% (n = 3) were working towards a Bachelor’s Degree. Of the 19 participants with burnout scores 24 or higher, 26.3% (n = 5) worked 12 hour night shifts, 21.1% (n = 4) worked 12 hour day shifts, 21.1% (n = 4) worked alternating 12 hour shifts, 15.8% (n = 3) worked alternating 8 hour shifts, 5.3% (n = 1) worked 8 hour night shifts , 5.3% (n = 1) worked 8 hour afternoon shifts, and 5.3% (n = 1) worked 8 hour day shifts. 47.4% (n = 9) worked 37-40 hours per week, 36.8% (n = 7) worked 33-36 hours per week, 10.5% (n = 2) worked 17-24 hours per week, and 5.3% (n = 1) worked 41 or more hours per week. 5.3% (n = 1) were required to take scheduled call 8-24 hours per month. 63.2% (n = 12) of the nurses with burnout scores 24 or higher were absent from a scheduled shift during the 6 month period preceding the survey. The average number of shifts missed was 1.5 (SD = 1.8, R = 6); 66.7% (n = 8) reported off due to personal illness, 25% (n = 3) reported off due to worked related injuries or LOA, and 8.3% (n = 1) reported off for unspecified reasons. 100% (n = 19) of the participants accessed the survey at work. Tables 1 and 2 show the participants’ responses to the ProQOL Burnout Scale questions.
|Table 1 |
|Responses to Burnout Scale Questions from Entire Sample |
|Question |Very Often |Often |Somewhat Often |A Few Times |Rarely |Never |
| |
|Responses to Burnout Scale Questions from Nurses in Burnout |
|Question |Very Often |Often |Somewhat Often |A Few Times |Rarely |Never |
| |
|Demographic Results |Entire Sample |Nurses in Burnout |
|Question |Answers |F |P |f |P |
|What most affected your decision |1.Sense of duty |17 |41.5 |9 |47.4 |
|to enter the nursing profession? |2. Financial gain |8 |19.5 |5 |26.3 |
|(choose all that apply) |3. Job security |16 |39.0 |10 |52.6 |
| |4. Other |0 |0 |0 |0 |
|In what type of basic nursing |1. Diploma |13 |40.6 |6 |31.6 |
|education program were you |2. Associate |11 |34.4 |7 |36.8 |
|prepared to become a registered |3. Bachelor |8 |25.0 |6 |31.6 |
|nurse? |4. Master |0 |0 |0 |0 |
|At what age did you receive your |1. 20-25 |19 |59.4 |9 |47.4 |
|basic nursing degree? |2. 26-30 |11 |34.4 |8 |42.1 |
| |3. > 30 |2 |6.3 |2 |10.5 |
|How many years have you been a |1. 0-10 |19 |59.4 |14 |73.7 |
|practicing nurse? |2. 11-20 |5 |15.6 |2 |10.5 |
| |3. 21-30 |4 |12.5 |3 |15.8 |
| |4. 31-40 |1 |3.1 |0 |0 |
| |5. 41-50 |2 |6.3 |0 |0 |
|What is the highest nursing |1. Diploma |11 |34.4 |5 |26.3 |
|degree you have obtained? |2. Associate |9 |28.1 |5 |26.3 |
| |3. Bachelor |10 |31.3 |7 |36.8 |
| |4. Master |2 |6.3 |2 |10.5 |
| |5. Doctorate |0 |0 |0 |0 |
|Are you currently enrolled in a |Yes |8 |25.0 |6 |31.6 |
|formal educational program |No |24 |75.0 |13 |68.4 |
|leading to a higher academic | | | | | |
|degree in nursing? | | | | | |
|Which nursing degree are you |1. BSN |3 |42.9 |3 |15.8 |
|working towards? |2. MSN |3 |42.9 |2 |10.5 |
| |3. PhD in Nursing |1 |14.3 |1 |5.3 |
|How many hours do you typically |1. 16 or less |0 |0 |0 |0 |
|work in an average week? |2. 17-24 |2 |6.3 |1 |5.3 |
| |3. 25-32 |1 |3.1 |0 |0 |
| |4. 33-36 |15 |16.9 |7 |36.8 |
| |5. 37-40 |13 |40.6 |10 |52.6 |
| |6. 41 or more |1 |3.1 |1 |5.3 |
|Are you required to take |Yes |3 |10.0 |1 |5.3 |
|scheduled on-call or mandatory |No |27 |90.0 |18 |94.7 |
|overtime? | | | | | |
|How many hours of on-call are you|0-10 |0 |0 |0 |0 |
|required to take per month? |11-20 |0 |0 |0 |0 |
| |21-30 |0 |0 |1 |5.3 |
| |31-40 |2 |6.3 |0 |0 |
|Have you been absent from a |Yes |20 |62.5 |12 |63.2 |
|scheduled shift in the last six |No |12 |37.5 |7 |36.8 |
|months. | | | | | |
|How many shifts were you absent? |1-2 |17 |53.1 |9 |47.4 |
| |3-5 |1 |3.1 |1 |5.3 |
| |≥6 |2 |6.3 |2 |10.5 |
|What were the reasons for the |Personal illness |14 |70.0 |7 |36.8 |
|call-off(s)? |Family obligation |1 |5.0 |0 |0 |
| |Other |5 |25.0 |5 |26.3 |
|What best describes the type of |1. ICU |16 |50.0 |9 |47.4 |
|area you work in? |2. Med-surg |7 |21.9 |4 |21.1 |
| |3. Surgical |1 |3.1 |1 |5.3 |
| |4. Other |8 |25.0 |5 |26.3 |
|What shift(s) do you typically |1. 7a-3p |5 |11.4 |3 |15.8 |
|work? |2. 3p-11p |5 |11.4 |3 |15.8 |
| |3. 11p-7a |2 |4.6 |1 |5.3 |
| |4. 7a-7p |8 |18.2 |6 |31.6 |
| |5. 3p-3a |6 |13.6 |4 |21.1 |
| |6. 7p-7a |8 |18.2 |5 |26.3 |
| |7. 3a-3p |6 |13.6 |2 |10.5 |
| |8. Other |4 |9.1 |1 |5.3 |
|What is your age? |20-30 |12 |37.5 |9 |47.4 |
| |31-40 |9 |28.1 |4 |21.1 |
| |41-50 |7 |21.9 |5 |26.3 |
| |51-60 |2 |6.3 |1 |5.3 |
| |61-70 |2 |6.3 |0 |0 |
|Are you male or female? |Female |28 |87.5 |16 |84.2 |
| |Male |4 |12.5 |3 |15.8 |
|What is your current marital |1. Single |8 |25.0 |5 |26.3 |
|status? |2. Married |20 |62.5 |11 |57.9 |
| |3. Separated |1 |3.1 |1 |5.3 |
| |4. Divorced |3 |9.4 |2 |10.5 |
| |5. Widowed |0 |0 |0 |0 |
|What is your race? |Caucasian |32 |100.0 |19 |100 |
|What is your religious |Protestant |21 |65.7 |15 |78.9 |
|affiliation? |Catholic |8 |25.0 |3 |15.8 |
| |Other |0 |0 |0 |0 |
| |None |3 |9.4 |1 |5.3 |
|How many children under 18 years |1. None |15 |46.9 |10 |52.6 |
|old live in your household? |2. One |5 |15.6 |3 |15.8 |
| |3. Two |4 |12.5 |3 |15.8 |
| |4. Three |6 |18.6 |2 |10.5 |
| |5. Four or more |2 |6.3 |1 |5.3 |
|I was able to access the online |Strongly agree |25 |78.1 |14 |73.7 |
|survey easily. |Agree |7 |21.9 |5 |26.3 |
| |Neutral |0 |0 |0 |0 |
| |Disagree |0 |0 |0 |0 |
| |Strongly disagree |0 |0 |0 |0 |
|Where did you access the survey? |1. Work |32 |100.0 |19 |100 |
| |2. Home |0 |0 |0 |0 |
| |3. Other |0 |0 |0 |0 |
Data Analysis Nine questions guided this research study. The first research question inquires about the incidence of RN burnout. Of the 32 participants surveyed, 59.4% (n = 19) scored 24 or above on the burnout component of The Professional Quality of Life Scale (Stamm, 2005). Table 4 shows the distribution of burnout scores among all of the participants.
|Table 4 | | |
|Frequency Distribution of Burnout Scores |
|x |f |% |
|40-44 |1 |3.1 |
|35-39 |3 |9.4 |
|30-34 |7 |21.9 |
|24-29 |8 |25 |
|15-23 |13 |40.6 |
| |∑f = 32 |100 |
The second research question inquires about the relationship between motivation for entering the nursing profession and incidence of RN burnout. Participants chose all that applied from the following three options: financial gain, sense of duty, and job security. Table 5 shows the distribution of choices among the three motivators and the calculated Pearson r. Participants also had the opportunity to free text additional motivators although none chose to do so. The motivators were separated into their three respective categories and coded accordingly. Participants were given a one for selecting the response and a zero for not selecting the response. The Pearson r was then calculated using the participants’ burnout scores and responses to the motivators. A weak positive relationship was found between entering the nursing profession for financial gain and incidence of burnout (r = 0.21). This was not statistically significant at the p 0.05 level (df = 17, r = 0.456, p = 0.05). A weak inverse relationship was found between entering the nursing profession due to a sense of duty and the incidence of burnout (r = -0.17). This was not statistically significant at the p 0.05 level (r = 0.456). A weak positive relationship was found between entering the nursing profession for job security and the incidence of burnout. This was not statistically significant at the p 0.05 level (r = 0.456).
|Table 5 |
|Calculations of Correlations of Motivation for Entering the Nursing Profession |
|Motivator |f |(%) |Pearson r |
|Financial Gain |5 |26.3 |0.212 |
|Sense of Duty |9 |47.4 |-0.170 |
|Job Security |10 |52.6 |0.193 |
The third research question inquires about the relationship between education level and the incidence of RN burnout. Participants’ responses were coded according to their current nursing degree. Table 6 shows the distribution of educational level among the nurses with burnout scores of 24 or higher. Participants were given a one for holding a Diploma in Nursing, a two for holding an Associate’s Degree in Nursing, a three for holding a Bachelor’s Degree in Nursing, and a four for holding a Master’s Degree in Nursing. The Pearson r was then calculated using the participants’ burnout scores and their corresponding codes for their current nursing degrees. A weak inverse relationship was found between educational level and incidence of burnout (r = -0.21). This was not statistically significant at the p 0.05 level (r = 0.456).
|Table 6 | | | | |
|Frequency Distribution of Education Level for Nurses in Burnout |
|x |f |P |
|MSN |1 |5.3 |
|BSN |7 |36.8 |
|ADN |5 |26.3 |
|DIPLOMA |6 |31.6 |
The fourth research question inquires about the relationship between the nurse’s present age and the incidence of burnout. Graph 1 shows the distribution of age according to generation among nurses in burnout. The Pearson r was calculated using the participants’ ages and corresponding burnout scores. A weak inverse relationship was found (r = -0.25). This was not statistically significant at the p 0.05 level (r = 0.456).
[pic]
The fifth research question inquires about the relationship between the nurse’s age at the beginning of her career and the incidence of burnout. The Pearson r was calculated using the nurses’ stated ages at the beginning of their careers and the corresponding burnout scores. No relationship was found (r = 0.07). The sixth research question inquires about the relationship between the number of years of nursing experience and the incidence of burnout. Graph 2 shows the distribution of years of experience among nurses in burnout. The Pearson r was calculated using the nurses’ stated years of experience and the corresponding burnout scores. A weak inverse relationship was found (r = -0.21). This was not statistically significant at the p 0.05 level (r = 0.456).
[pic]
The seventh research question inquires about the number of hours worked per week and the incidence of burnout. Participant’s responses were coded according to the number of hours stated were worked per week. Participants were given a one if they worked