Young-Hee Yom

doi:10.4040/jkan.2013.43.1.114

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Original Article
Analysis of Burnout and Job Satisfaction among Nurses Based on the Job Demand-Resource Model: Young-Hee Yom; Journal of Korean Academy of Nursing 2013;43(1):114-122.
DOI: https://doi.org/10.4040/jkan.2013.43.1.114
Published online: February 28, 2013

Red Cross College of Nursing, Chung-Ang University, Seoul, Korea.

Address reprint requests to: Yom, Young-Hee. Red Cross College of Nursing, Chung-Ang University, 224-1 Heukseok-dong, Dongjak-gu, Seoul 156-755, Korea. Tel: +82-2-820-5700, Fax: +82-2-824-7691, yhyom@cau.ac.kr

• Received: July 19, 2012 • Accepted: November 8, 2012

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Abstract
REFERENCES

Abstract

Purpose
The purpose of this study was to examine burnout and job satisfaction among nurses based on Job Demand-Resource Model.
Methods
A survey using a structured questionnaire was conducted with 464 hospital nurses. Analysis of data was done with both SPSS Win 17.0 for descriptive statistics and AMOS 18.0 for the structural equation model.
Results
The hypothetical model yielded the following Chi-square=34.13 (p = <.001), df=6, GFI=.98, AGFI=.92, CFI=.94, RMSR=.02, NFI=.93, IFI=.94 and showed good fit indices. Workload had a direct effect on emotional exhaustion (β = 0.39), whereas supervisor support had direct effects on emotional exhaustion (β = -0.24), depersonalization (β = -0.11), and low personal accomplishment (β = -0.22). Emotional exhaustion (β = -0.42), depersonalization (β = -0.11) and low personal accomplishment (β = -0.36) had significant direct effects on job satisfaction.
Conclusion
The results suggest that nurses' workload should be decreased and supervisor's support should be increased in order to retain nurses. Further study with a longitudinal design is necessary.
Keywords: Burnout; Professional; Job satisfaction; Nurses

REFERENCES

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Figure 1

Conceptual framework.

Figure 2

Path diagram of the hypothetical model.

Table 1

Means and Correlations among Variables

Table 2

Goodness Fit Indices for the Hypothetical Model

GFI=Goodness of fit index; AGFI=Adjusted goodness of fit index; CFI=Comparative fit index; RMSR=Root mean squared residual; NFI=Normed fit index; IFI=Incremental fit index.

Table 3

Standardized Direct Effect, Indirect Effect, and Total Effect in the Hypothetical Model

SMC=Squared multiple correlation.

Figure & Data

REFERENCES

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Analysis of Burnout and Job Satisfaction among Nurses Based on the Job Demand-Resource Model

J Korean Acad Nurs. 2013;43(1):114-122. Published online February 28, 2013

DOI: https://doi.org/10.4040/jkan.2013.43.1.114

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Figure

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Analysis of Burnout and Job Satisfaction among Nurses Based on the Job Demand-Resource Model

Figure 1 Conceptual framework.

Figure 2 Path diagram of the hypothetical model.

Figure 1

Figure 2

Analysis of Burnout and Job Satisfaction among Nurses Based on the Job Demand-Resource Model

Table 1

Means and Correlations among Variables

Table 2

Goodness Fit Indices for the Hypothetical Model

GFI=Goodness of fit index; AGFI=Adjusted goodness of fit index; CFI=Comparative fit index; RMSR=Root mean squared residual; NFI=Normed fit index; IFI=Incremental fit index.

Table 3

Standardized Direct Effect, Indirect Effect, and Total Effect in the Hypothetical Model

SMC=Squared multiple correlation.

Table 1 Means and Correlations among Variables

Table 2 Goodness Fit Indices for the Hypothetical Model

GFI=Goodness of fit index; AGFI=Adjusted goodness of fit index; CFI=Comparative fit index; RMSR=Root mean squared residual; NFI=Normed fit index; IFI=Incremental fit index.

Table 3 Standardized Direct Effect, Indirect Effect, and Total Effect in the Hypothetical Model

SMC=Squared multiple correlation.