• Journal of Home Health Care Nursing
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• v.24 no.1
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• pp.79-86
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• 2017

Purpose: This study was conducted to identify the factors affecting burnout of caregivers in geriatric hospitals. Methods: Data were collected from 266 formal caregivers working at Korean geriatric hospitals using self-report questionnaires between May 16 and June 30, 2016. The measured variables were burnout, emotional labor, job stress, job satisfaction, and self-efficacy experienced by caregivers. T-tests, ANOVA, Pearson correlation coefficients, and multiple regression were employed for data analysis. Results: The results indicated that emotional labor and job stress significantly influenced burnout of caregivers in geriatric hospitals; the explanatory power of the model was 27.3%. Conclusion: Based on the study results, we suggest further investigation of factors influencing burnout, and the development of strategies to prevent burnout by reducing emotional labor and job stress experienced by caregivers.

• Journal of Korean Critical Care Nursing
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• v.10 no.1
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• pp.31-40
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• 2017

Purpose: The purpose of this study was to identify the factors influencing on burnout in operating room nurses. Methods: Using a cross-sectional design, a total of 109 operating room nurses working at 7 general hospitals with 300 beds or more in B city were analyzed. The instruments used for this study assessed job stress, resilience, professional identity, and burnout. Data was analyzed using descriptive statistics, a t-test, an ANOVA, a Pearson's correlation coefficient and a multiple regression analysis. Results: There was a statistically significant correlation between burnout and job stress (r=.53, p<.001), resilience (r=-.59, p<.001), and professional identity (r=-.47, p<.001). The factors influencing burnout include job stress (${\beta}=.27$, p<.001), resilience(${\beta}=-.37$, p<.001), dissatisfaction with the nursing job (${\beta}=.32$, p<.001), and moderate satisfaction with the nursing job (${\beta}=.19$, p=.014), and the explanatory power was 53.0%. Conclusions: The results suggest that intervention to reduce job stress and to improve resilience, which were the factors influencing burnout in operating room nurses, is necessary.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.264-274
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• 2018

This study constructed a prediction model based on covariance structure to identify the causal relationship between job stress, fatigue, burnout, and job satisfaction on turnover intention in nurses working in general hospitals. The study subjects were 648 nurses at a general hospital in D city. Data collection was surveyed by using self-administered questionnaires structured during the period from November 1, 2016 to December 31, 2016. As a result, the level of turnover intention was significantly higher in the group showing higher job stress, fatigue, and burnout and significantly higher in the group showing lower job satisfaction. The turnover intention of subjects showed a significant positive correlation with job stress, fatigue, and burnout but showed a negative correlation with job satisfaction. As a result of covariance structure analysis, job stress had greater influence on turnover intention than fatigue, burnout, and job satisfaction. Higher job stress, fatigue, and burnout and lower job satisfaction were associated with increased turnover intention. The results of this study show that the turnover intention of general hospital nurses is significantly related to job stress, fatigue, burnout, and job satisfaction. In particular, job stress had a greater effect on turnover than fatigue, burnout, and job satisfaction. Therefore, in order to lower the turnover intention of general hospital nurses, it is necessary to seek ways to mitigate job stress.

• Journal of the Korea Society of Computer and Information
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• v.27 no.4
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• pp.137-143
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• 2022

Single The purpose of this study was to present theoretical and policy discussions and their implications for the relationship between the variables by reviewing the results of previous studies related to resilience, job burnout, and job enthusiasm so far, reflecting the lack of previous studies on life support workers. For this purpose, the level of perception of life support workers performing care services for the elderly was analyzed. As a result of the analysis, it was found that the resilience of life support workers affects job burnout and job enthusiasm, and job enthusiasm affects job burnout. In addition, job enthusiasm was found to have a mediating effect in the relationship between resilience and job burnout. Reflecting the results of this analysis, the necessity of management for resilience, job enthusiasm, and job burnout of life support workers was emphasized, and the limitations of the study and future research tasks were also presented.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.27-36
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• 2023

As influencers have recently drawn attention amid the rapid growth of the global market in influencer, it is time for systematic research on the working characteristics and working environment of influencers. Therefore, this study empirically examined whether positive psychological capital and social support have a moderating effect on job burnout in the relationship between influencers' emotional labor and job stress on job burnout. A survey was conducted influencers who were active through Instagram, and structural equation were used for statistical processing and analysis. As a result of the analysis, it was found that positive psychological capital had no moderating effect, and the relationship between emotional coordination and job burnout was adopted as the moderating effect of social support, and the the relationship between surface behavior and job burnout, it was found that there was no significant interaction between variables and job burnout.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.189-198
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• 2016

Purpose: The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention. Methods: The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0. Results: The mean scores were $2.45{\pm}0.62$ (out of 5) for experience of verbal abuse, $2.40{\pm}0.26$ (out of 4) for job stress, $2.31{\pm}0.48$ (out of 4) for burnout, and $3.16{\pm}0.05$ (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (${\beta}=.42$, p<.001) and 'job stress' (${\beta}=.17$, p=.015)which explained 42% of the variance (F=15.98, p<.001). Conclusion: Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.

• Korean Journal of Childcare and Education
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• v.8 no.5
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• pp.231-252
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• 2012

This study examined the influence of job stress and personal resources (hardiness, optimism) of child counselors on their burnout and work engagement. For the study, 171 child counselors were surveyed. The main effects of job stress and personal resources on burnout and engagement were tested using hierarchical multiple regression analysis. The findings of this study were as follows: First, the study showed that both job stress and personal resources were related to burnout and work engagement. Specially, job stress was more closely related to burnout, whereas personal resources were more closely related to work engagement. Second, hardiness as personal resources reduced the level of burnout in child counseling. Third, although job stress negatively affected the level of work engagement, personal resources (hardiness, optimism) were relevant predictors of work engagement. Hardy and optimistic child counselors are less likely to experience burnout, they are more likely to experience vigor, dedication, and absorption on their job. Based on the results of this study, the practical implications for child counselors were discussed.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.226-234
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• 2016

This study aimed to research the effects of emotional labor of contingent workers in foodservice industry on job burnout, job satisfaction and turnover intention, and to achieve the purpose that it was needed to analyze the factors of emotional labor to research the effect of emotional labor on job burnout, and to research the effect of job burnout on job satisfaction and turnover intention. Data were collected from foodservice restaurants located in southern Gyeonggi province by face-to-face interview. The questionnaire was distributed of the 300 copies and used 271 in the analysis. The results are as followed; First, the factors of emotional labor were surface acting and deep acting. Second, surface acting had positive significant influence on job burnout. Third, deep acting had negative significant influence on job burnout. Four, job burnout had negative significant influence on job satisfaction and job burnout had positive significant influence on turnover intention. This research requires many studies about deep acting of contingent workers in foodservice industry.

• The Journal of Korean Academic Society of Nursing Education
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• v.9 no.2
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• pp.186-198
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• 2003

The purpose of this study was to analyze social support, job satisfaction and burnout level of Korean nurses who are working in Germany. The data were obtained from 71 nurses in terms of questionnaire which was distributed between October 2000. to January 2001. The analysis of the data was done by means of the SPSS program. The results of this study were as follows ; 1. The subjects had social supporters on the average of 8 to 9. The total social support score was 264.79. An analysis of the relationship between social support and general characteristics for the subjects was found to be statistically significant in the case of religion(t=2.783, p< .05 ) and work experience(F=2.594, p< .05). 2. The mean score of job satisfaction was the highest in interaction(3.71) followed by the relationship between nurses and doctors (3.56), and then followed by autonomy, professional position, pay, requirements, administration in descending order. So the total mean score 3.33 was based on a maximum score of 5. An analysis of the relationship between job satisfaction and general characteristics for the subjects was found to be statistically significant in the case of the thought of the value for the nurse job (F=4.977, p< .001). 3. The mean score of burnout level was 2.94 based on a maximum score of 7. Burnout level was the highest in the order of physical exhaustion, emotional exhaustion and mental exhaustion. An analysis of the relationship between burnout level and general characteristics for the subjects was found to be statistically significant in the case of planning period of employed nursing profession (F=4.113, p< .001), shift of work department (F=2.593, p< .05 ), thought of the value for the nurse job (F=3.789, p< .001). 4. The job satisfaction was found higher as the social support was higher(r= .278, p< .05). The burnout level was found lower as the social support was higher(r= .342, p< .01). The burnout level was found lower as the job satisfaction was higher(r= .478, p< .01). These results discussed on the above indicated that social support influenced on job satisfaction and burnout level, and that job satisfaction influenced on burnout level. To improve job satisfaction for the nurse, it is necessary that the role of social support as well as the method to increase it should be investigated correctly. The study to adjust as well as to prevent burnout level is absolutely needed.