Burnout among professional nurses in Chulalongkorn Hospital

Abstract

The objectives of this research are 1. Toidentify the level of burnout among professional nursesin Chulalongkorn hospital in three subscales ofemotional exhaustion, depersonalization and personalaccomplishment 2. To classify the influential factorsof burnout among professional nurses in Chulalongkornhospital, and 3. To propose the strategies forprevention and/or combating burnout among professionalnurses in Chulalongkorn hospital. A set of questionnaires was handed out to 882professional nurses from every nursing area in thehospital. These questionnaires were translated fromMBI, NSS and motivation questionnaires and validated bya group of related experts. This was tested forreliability by a test-retest technique. The resultswere 0.94, 0.81 and 0.91 in the MBI, NSS and motivationquestionnaire respectively. A statistical package forsocial science (SPSS) computer program was used fordata analysis. A set of statistical indicators such aspercentage, mean, standard deviation and stepwisemultiple regression analysis was used. The resultscould be summed up as follows:- 1. The professional nurses in Chulalongkornhospital have a moderate degree of burnout in emotionalexhaustion and a low degree of burnout indepersonalization and personal accomplishment. 2. Seven variables; workload, quality of work,conflict with other nurses and supervisors, experience,survival and personal maintenance, death and dying, andautonomy were the predicting factors of burnout in theemotional exhaustion subscale and could predict burnoutfor 34 percent (p less than 0.001). 3. Eight variables; inadequate preparation,conflict with physicians, experience, autonomy,conflict with other nurses and supervisors, survivaland personal maintenance, lack of staff support, andworking overtime were the predicting factors of burnoutin depersonalization subscale and could predict burnoutfor 27 percent (p less than 0.001). 4. Five variables; autonomy, conflict withphysicians, inadequate preparation, salary, andconflict with other nurses and supervisors contributedsignificantly to effective prediction in the personalaccomplishment subscale. These predictors accounted for13 percent (p less than 0.001) of the variance ofpersonal accomplishment.