The impact of burnout on self‐efficacy, outcome expectations, career interest and nurse turnover

Chang, Hao-Yuan; Friesner, Daniel; Chu, Tsung‐Lan; Huang, Tzu‐Ling; Liao, Yen-Ni; Teng, Ching‐I

doi:10.1111/jan.13776

Cited by 46 publications

(49 citation statements)

References 34 publications

(78 reference statements)

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“…Nurse retention can be achieved by enhancing continuance commitment (Chang et al, ), job satisfaction (Teng et al, ) and reducing burnout (Chang et al, ). Compared with those studies, the present study incorporated new concepts related to the mentoring process, that is rapport and willingness to mentor/be mentored.…”

Section: Discussionmentioning

confidence: 99%

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The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

Pham

Teng

Friesner

et al. 2019

Journal of Clinical Nursing

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Aims and objectives This study examines the impacts of mentor–mentee rapport on willingness to mentor/be mentored, self‐efficacy, outcome expectations, career interest and subsequently on nurses’ professional turnover intention. Background Workplace relationships, whether positive or negative, influence nurse turnover within an organisation. Yet little is known about the effects of mentoring on nurses’ intentions to leave the nursing profession. Design A cross‐sectional, survey‐based research design was used to collect data from a large medical centre in Northern Taiwan. Methods Study concepts were measured using scales from social capital theory (SCT), social cognitive career theory (SCCT) and the nursing literature. Partial least square structural equation modelling was used to test all study hypotheses. The STROBE statement was chosen as the EQUATOR checklist. Results For mentors, rapport was positively related to willingness to mentor, which was positively related to outcome expectations, and further, positively related to career interest and negatively related to professional turnover intention. For mentees, rapport was positively related to willingness to be mentored, which was positively related to self‐efficacy, outcome expectations and ultimately to career interest. Career interest was negatively related to professional turnover intentions. Conclusions Rapport between mentors and mentees may be an important means to retain nurses in the profession. Relevance to clinical practice Managers should consider taking steps to enhance rapport between mentors and mentees. In doing so, managers improve nurse retention, a critical component of providing high‐quality patient care.

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Section: Discussionmentioning

confidence: 99%

“…reducing burnout (Chang et al, 2018). Compared with those studies, the present study incorporated new concepts related to the mentoring process, that is rapport and willingness to mentor/be mentored.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

Pham

Teng

Friesner

et al. 2019

Journal of Clinical Nursing

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“…Laschinger, Borgogni, Consiglio, and Read () found that when nurses experience the syndrome of burnout, it can significantly influence their physical, psychological and mental health in negative terms. Additionally, when nurses are exposed to a high rate of burnout, it can lead to several negative outcomes for healthcare organisations (Adriaenssens, De Gucht, & Maes, ), such as reduced quality of nursing care (Liu & Aungsuroch, ), an increased expressed intention to leave (Chang et al, ), absenteeism (Suñer‐Soler et al, ) and alarmingly compromised patient safety (Baier, Roth, Felgner, & Henschke, ). Maslach () stated that burnout is an event that results from cumulative effects in stressful workplaces.…”

Section: Introductionmentioning

confidence: 99%

Work stress, perceived social support, self‐efficacy and burnout among Chinese registered nurses

2019

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Aims To establish a model and identify structural relationships between Chinese nurses' perceived social support, self‐efficacy, work stress and burnout. Background The prevalence of burnout among nurses tends to be high worldwide. A better understanding of relationships between the study variables can help hospital managers apply effective programmes to reduce burnout. However, no studies have identified the structural relationships between these variables in one model, simultaneously. Methods We conducted a cross‐sectional survey to complete questionnaires from 444 nurses working in three Chinese general tertiary hospitals. The proposed model was examined by structural equation modelling. Results The proposed model was partially supported by empirical data. The total effect of work stress on burnout was large. Both work stress and the perceived social support moderately and directly affected burnout. Work stress also indirectly affected burnout through perceived social support. Work stress directly influenced perceived social support and self‐efficacy. Perceived social support directly affected self‐efficacy. However, self‐efficacy did not directly influence burnout. Conclusions This study validated a model and identified a deep understanding of structural relationships between the selected variables among Chinese nurses. Implications for Nursing Management Apart from reducing work stressors, hospital managers should utilize more social support strategies when designing intervention programmes to reduce burnout.

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“…Antecedents to nurses’ professional turnover intention include outcome expectation, career interest (Chang et al, ) and various dimensions of nurses’ professional commitment (Chang, Chu, et al, ). Moreover, career facilitators and barriers were verified as predictors of professional turnover intention (Chang, Chu, et al, ).…”

Section: Discussionmentioning

confidence: 99%

How career facilitators and barriers influence nurses’ professional turnover intention

Chang

Huang

Wong

et al. 2019

Journal of Advanced Nursing

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Aims Our study investigates the influence of career facilitators and barriers on nurses’ improvement of their professional capabilities and their professional turnover intention. Background Reducing nurses’ professional turnover intention could help alleviate the global nursing shortage. Nevertheless, little research has addressed how career facilitators and barriers, nurses’ improvement of their professional capabilities and professional turnover intention are related, indicating a gap. Design This study used a cross‐sectional design. Methods We surveyed 502 out of 2,660 full‐time nurses who worked for a medical centre in Taiwan between January–March 2018. Our items were adapted from Cunningham et al. and Teng et al. and had adequate reliability and validity. Structural equation modelling was used to test the study hypotheses. Results Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities. Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities, which was negatively related to professional turnover intention. Conclusion Most of the career facilitators and even barriers, boost the improvement of professional capabilities and are useful for retaining nurses in the nursing profession. Impact Findings of this study should have an impact on nursing managers by offering them means to retain nurses, for example, enhancing human capital and social capital among nurses to reduce their turnover intention.

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The impact of burnout on self‐efficacy, outcome expectations, career interest and nurse turnover

Abstract: When nurses leave the profession, patient outcomes may be affected. Policy makers should evaluate whether the healthcare system can instil expectations for satisfaction, power and adequate compensation in the profession and thus retain nurses.

Cited by 46 publications

References 34 publications

The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

Work stress, perceived social support, self‐efficacy and burnout among Chinese registered nurses

How career facilitators and barriers influence nurses’ professional turnover intention

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