부산대학교 도서관

Background: When nurse managers suffer from work burnout, the quality of clinical care and their work performance can be seriously affected. Additionally, their intention to leave the job increases, leading to a great loss for the hospital. Therefore, understanding the causes of nurse managers' burnout is critically needed. Given that the intricate correlations among work stress, work-family conflict, and job burnout have not been extensively studied in the past, the study aims to explore the correlation among work stress, work-family conflict, and job burnout. Methods: This is a cross-sectional design by using a purposive sampling. Nurse managers working in teaching hospitals in the northern part of Taiwan were recruited. Data included work stress scale, work-family conflict scales, and job burnout. Independent- t test and one-way ANOVA were used to test the differences between demographic variables and job burnout. Pearson correlation was used to detect the correlations among work stress, work-family conflict, and job burnout. Multiple stepwise regression analysis was used to detect the predictors for job burnout. Results: A total of 313 subjects were recruited for the analysis. We identified that the variables including age, education level, and job positions are positively correlated with nurse managers' job burnout level (p ＜.01). We also found strong positive correlations among work stress, job burnout, and work-family conflict (p ＜.001). Age, work stress, and work-family conflict appear to be the predictors of nurse managers' job burnout (p ＜.001). Conclusions and recommendations: The results of this study show that work stress and work-family conflict have a significant impact on nurse managers' job burnout level. Therefore, implementing the strategies to reduce nurse managers' work stress and work-family conflict can help lower their job burnout level.