Work Stress, Turnover Intention and Burnout among Nurses in Neonatal Intensive Care Units

Mi Yu

doi:10.11111/jkana.2011.17.1.115

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Yu: Work Stress, Turnover Intention and Burnout among Nurses in Neonatal Intensive Care Units

Original Article

Journal of Korean Academy of Nursing Administration

Journal of Korean Academy of Nursing Administration 2011; 17(1): 115-126.

Published online: 31 March 2011

DOI: https://doi.org/10.11111/jkana.2011.17.1.115

Work Stress, Turnover Intention and Burnout among Nurses in Neonatal Intensive Care Units

Mi Yu¹

¹Full Time Instructor, Department of Nursing, Namseoul University, Korea.

Correspondence: Yu, Mi. Department of Nursing, Namseoul University 21 Maeju-ri, Seonghwan-eup, Seobuk-gu, Cheonan-city, Choongnam 330-707, Korea. Tel: 82-41-580-2717, Fax: 82-41-580-2931, yumichonsa@yahoo.co.kr

Received 5 February 2011 Revised 14 March 2011 Accepted 14 March 2011

Abstract

Purpose

This study was done to identify differences in work environment, work stress, turnover intention and burnout and investigate the relationship among these variables in nurses in Korean Neonatal Intensive Care Units.

Methods

Participants were 242 nurses working in 13 general hospitals. Burnout was measured by the Maslach Burnout Inventory (MBI), work stress with the instrument by Gu & Kim (1994), and turnover intention with the scale by Kim & Lee (2001). Size of the NICU, nurse to patient ratio, and communication satisfaction were included in work environment. Data were analyzed using Pearson correlation coefficients and multiple regression analysis with SPSS WIN program.

Results

The mean score for work stress in NICU nurses was 3.43 points, for burnout, 2.72 points, and for turnover intention, 4.64 points. Burnout and turnover intention level of participants were moderate-high. Work stress, communication dissatisfaction with physician, and clinical career accounted for 33% of variance in burnout. Significant differences were found between size of NICU and staffing related to environmental characteristics in turnover intention and burnout.

Conclusions

Results indicate that effective communication with coworkers and institutional support for appropriate staffing according to number of beds will help to prevent work stress, burnout, and ultimately, nurses' resignations.

Keywords: Stress, Turnover, Burnout, Intensive care unit, Neonatal

Figures and Tables

Table 1

Work stress, turnover intention & burnout scores according to demographic variables (N=242)

Table 2

Work stress, turnover intention & burnout scores of work environment variables (Hospital N=13, Nurses N=242)

N/P=nurse to patient ratio.

Table 3

Degree of work stress, turnover intention & burnout (N=242)

Table 4

Correlation of demographic variables, work stress, turnover intention and burnout

^*p<.05; ^†p<.01.

X₁=Marital state; X₂=Age; X₃=Education level; X₄=Career; X₅=Position; X₆=Number of Night duties/month; X₇=Number of NICU Beds; X₈=Grade; X₉=Nurse to patient ratio (week days); X₁₀= Nurse to patient ratio (weekend); X₁₁=Communication; X₁₂=Work stress; X₁₃=Turnover intention; X₁₄=Burnout.

Table 5

Factors influencing burnout in participants

Adj R² = Adjusted R².

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