Objective To explore the relationship among structural empowerment,psychological empowerment and nurses' job burnout,and to provide new approach for relieving nurses' job burnout.Methods Conditions for Work Effectiveness Questionnaire-Ⅱ (CWEQ-Ⅱ),Psychological Empowerment Scale (PES),and Maslach Burnout Inventory (MBI) were used to investigate 233 nurses working at three general tertiary-level hospitals in Tianjin.Results The total scores of structural empowerment,psychological empowerment,and burnout were (43.498 ±9.977),(38.871 ±7.052) and (45.489 ± 11.331),respectively.Relevant Analysis results showed that structural empowerment,psychological empowerment and nurses' job burnout had significant correlation,and the absolute value of coefficient of correlation between 0.358-0.560.The structural equation modeling results showed that fit indexes for fully mediating effect model were excellent(x2 =57.703,x2/df =1.202,GFI =0.965,AGFI =0.933,NFI =0.948,RFI =0.916,IFI =0.991,TLI =0.985,CFI =0.991,RMSEA =0.030,CN =263).Structural empowerment had a positive significant influence on psychological empowerment; structural empowerment and psychological empowerment had a negative significant influence on nurses' job burnout; psychological empowerment played a fully mediating role between structural empowerment and nurses' job burnout.Conclusion Nurse psychological empowerment has direct effect on job burnout.Nurse structrual empowerment affects job burnout via the full effects of psychological empowerment.

BACKGROUND: The phenomenon of nursing turnover has been explained by organizational commitment, job satisfaction, or intent to stay in previous studies; yet the combined contribution of these factors to nurse turnover has not been examined. OBJECTIVES: The purpose of this study was to develop and test a turnover model which included professionalism, job-related variables, job satisfaction, organizational commitment, and intent to stay. METHOD: A total of 424 registered nurses in a university hospital completed a self-administered questionnaire including Professionalism Scale, Job Diagnostic Survey, Nurse Assessment Survey, and intention to stay. Nurses were classified as to whether they remained in or had left the organization 18 months after the survey. Multiple regression and logistic regression analyses were conducted to test the model. RESULTS: Overall job satisfaction and intent to stay were the most important determinants of nursing turnover. Organizational commitment positively affected intent to stay and indirectly decreased turnover through intent to stay. Satisfaction with coworkers and supervisor were the most important factors in explaining overall job satisfaction. Satisfaction with pay, autonomy, and feedback from job also positively affected overall job satisfaction. CONCLUSION: Using the results of the tested model nurse managers and administrators could predict turnover by monitoring its determinants, and ultimately reduce the turnover rate through early intervention.
Administrative Personnel ; Early Intervention (Education) ; Humans ; Intention ; Job Satisfaction ; Logistic Models ; Nurse Administrators ; Nursing ; Surveys and Questionnaires