Why we work: Exploring the relationships between work rewards, burnout, and intention to leave for professional nurses
Jacqueline Christianson, PhD, FNP-C, CNE
- Sigma Affiliation
- Delta Gamma at-Large
Visits vs Downloads
Visitors - World Map
Top Visiting Countries
Top Visiting Cities
Visits (last 6 months)
Downloads (last 6 months)
Popular Works for Christianson, Jacqueline by View
Popular Works for Christianson, Jacqueline by Download
Nurse burnout leads to attrition from hospital nursing positions and the nursing profession prior to typical retirement age. Yet some nurses choose to stay despite burnout. Previous research indicates that nurses stay due to the rewards they receive from work but the relationships between different types of work rewards, work-related burnout, and intention to leave are poorly described. The ability to implement or execute altruistic behaviors may also represent an under-recognized work reward. Thus, the purpose of this study is to investigate the relationships between work rewards, workrelated burnout, and intention to leave nursing positions and the nursing profession and to explore the potential role of altruism execution as a work reward.
This correlational cross-sectional study included 843 United States hospital nurses. Greater years in the nursing profession was correlated with lower work-related burnout (β=-0.167, p<0.001). Higher adjusted patient ratio had a significant relationship with poorer perceived working conditions (β =-0.461, p=0.001) and opportunities for collegiality and growth (β =-0.551, p<0,001). Improved managerial relationships (β =-0.197, p<0.001), perceived working conditions (β =-0.238, p<0.001), and global job satisfaction (β =-0.204, p<0.001) were correlated with lower work-related burnout. Greater work-related burnout was correlated with increased intention to leave the current position (β=0.007 p<0.001) and the nursing profession (β=0.136, p<0.001). Higher pay satisfaction was correlated with greater intention to leave the profession (β=-0.333, p=0.037).
A two-factor solution explained 57.7% of variance in altruism execution item responses and were named ‘altruistic engagement with work’ and ‘workplace barriers to altruism.’ Greater years in the profession (β =-0.006, p=0.037) correlated with greater altruistic engagement with work. Higher adjusted patient ratio (β=-0.008, p=0.048) and fewer years in the profession (β=0.010, p<0.001) were correlated with greater workplace barriers to altruism. Greater altruistic engagement with work (β=-8.942, p<0.001) and workplace barriers to altruism (β=-16.386, p<0.001) was correlated with greater workrelated burnout.
Execution of altruism may be an underrecognized reward that nurses achieve through work that is pertinent to work-related burnout. Pay satisfaction is one aspect of a holistic decision-making process to leave the profession. Combinations of reward mechanisms may be necessary to effectively improve nurse retention.
This dissertation has also been disseminated through the ProQuest Dissertations and Theses database. Dissertation/thesis number: 30569713; ProQuest document ID: 2835790620. The author still retains copyright.
This item has not gone through this repository's peer-review process, but has been accepted by the indicated university or college in partial fulfillment of the requirements for the specified degree.
|Review Type||None: Degree-based Submission|
|Research Approach||Quantitative Research|
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
All permission requests should be directed accordingly and not to the Sigma Repository.
All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Showing items related by title, author, creator and subjects.
Relationship between quality of work life and nurses leave the profession through mediation of nurses' intention to leave their profession Lee, Ya-Wen; Dai, Yu-Tzu (2016-03-17)Session presented on Saturday, July 25, 2015: Purpose: The purpose of this study was to explore the relationships between quality of work life (QWL), nurses' intention to leave their profession (ITLpro) and nurses leave ...
Mediating effect on the relationship between professional commitment and intent-to-leave among hospital nurses in Taiwan Chang, Yuan-Ping (2014-11-17)Session presented on Saturday, July 26, 2014: Purpose: This study was conducted to determine the mediating effect of work frustration on the relationship between professional commitment and intent-to-leave. Methods: A ...
Work stress/strain, low job satisfaction, and intent to leave home healthcare nursing among home healthcare registered nurses (HHC RNs) Barker, D. Paxson (2013-05-13)Session presented on Saturday, April 13, 2013: Background: The U.S. shortage of Home Health Care (HHC) Registered Nurses (RNs) is growing and the demand for HHC RNs is estimated to increase 109% by 2020. Factors associated ...
Exploring the relationships between work activities, job satisfaction, and intent to stay in nurse practitioners Su, Jing-Wei; Lin, Shu-YuanThis study aims to investigate into the relation among nurse practitioners' work pattern, job satisfaction, and their willingness to stay in medical centers in Southern Taiwan.A questionnaire survey was done in five hospitals ...
Lee, Young-Me; Florez, Elizabeth; Spawn, Nadia Y.; Bishop-Royse, Jessica (2017-07-18)Purpose: The demands placed on nursing educators puts them at high risk for burnout, leading to decreased job satisfaction and increased intent to leave their faculty positions. Despite the fact that nursing faculty ...