Factors related to burnout among Chinese female hospital nurses: cross-sectional survey in Liaoning Province of China

Abstract

Occupational stress was identified as the most robust predictor of burnout among Chinese female hospital nurses. Reducing burnout among nurses working in China may require health education, health promotion and occupational training programmes aimed at improving work situations and reducing occupational stress.

Effects of work–family–school role conflicts and role‐related social support on burnout in Registered Nurses: a structural equation modelling approach

“…, Wu et al . ). Higher levels of education, knowledge and qualifications might increase burnout among social workers due to them feeling overqualified and thus becoming bored and frustrated (Wu et al .…”

The association between work-related characteristic and job burnout among Chinese correctional officers: a cross-sectional survey

“…Burnout occurs when stress is not mediated or cannot be reduced, 33 and job stress can increase the chance of burnout. 34 Therefore, job effort and reward were the most important of the three burnout symptoms in this study. Future organizational coping strategies should focus on decreasing work load, providing stress management training, and developing rewards to decrease the E/R ratio in order to reduce the risk of burnout among COs. Interestingly, overcommitment had a positive effect on PE.…”

“…PE measures one's perception of competency and success at work. 34 It is a separate and distinct outcome variable related to burnout symptoms among COs. Moreover, it was found that the sense of PE among COs is more closely tied to concrete, quantitative goals than that of other human service occupations whose tasks are less structured.…”

“…Therefore, COs with high job overcommitment may have high work expectations and thus higher PE. 34 CY was defined as doubting the value of one's work or its contribution. 34 Therefore, COs with high job overcommitment may have high work expectations and low CY.…”

“…34 CY was defined as doubting the value of one's work or its contribution. 34 Therefore, COs with high job overcommitment may have high work expectations and low CY. This may explain the negative association between job overcommitment and CY.…”