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chance of getting away from a stressful situation, or when someone is given responsibility she cannot cope with. A lack of sense of control concerning ones work situation can make a nurse feel frustrated, angry, ineffective and unsuccessful. Maslach (1982) is further saying that burnout can also occur in connection to a nurse’s colleagues. A nurse has to have a healthy relationship with her colleagues; otherwise this relationship might be a source of negative emotions for the nurse. Thus, the relationship with colleagues can sometimes be more stressful than the relationship with patients. This relationship can contribute to burnout in two different ways. One of the ways is that the colleagues serve another basis of emotional stress which can lead to the development of emotional exhaustion and negative feelings concerning people. The second way is that the colleagues take away an important resource for the nurse to be able to cope with and to prevent burnout. Just as the relationship with the colleagues is very important for the nurse to have a healthy working relationship with, also the relationship with the supervisors is very important since the nurse also has to deal with them on a daily basis. If this relationship is not working properly, the nurse might feel tension and negative emotions which add to the emotional overload of the work itself. Just like Maslach (1982) mentioned, also according to Maslach et al. (2001) when it comes to job characteristics and more specifically quantitative job demands (like for example too many tasks in relation to time available to carry them out) they have been looked into by a variety of researchers and the findings from these researches have shown that overload can cause burnout. Both workload and time pressure have been significantly connected to burnout, especially to emotional exhaustion. This result have been reported for self-reports of how much strain a nurse is experiencing and for more objective measures of work demands, like for example how many hours a nurse is working and how many patients she has to take care of. Just like Brewer & Shapard (2004), Maslach et al. (2001) also looked at role conflict and role ambiguity. Both of these variables have shown to be moderately and highly connected to burnout. Role conflict takes place when a nurse has to carry out contradictory demands at her workplace and role ambiguity takes place when a nurse does not get enough information regarding how to carry out her job in a good way. Another topic which has been studied in relation to job characteristics is not only job demands but also the lack of job resources. In connection to this, the topic which has been looked into most is social support. There is today a mutual understanding among researchers that a lack of social support can be connected to
urnout. The factor which has been highlighted has been the lack of support from supervisors (see also Brewer & Shapard, 2004), which has been shown to play a more important role in relation to burnout than the lack of support from colleagues. Also in connection to research done about social support, the so called buffering hypothesis has been looked into. This hypothesis states that social support should work as a mediator between job stressors and burnout, which means that the connection between job stressors and burnout will be stronger if there is a low level of social support and this connection will be weaker if there is a high level of social support. Different studies which have looked into this area of social support have yielded mixed results and the reasons for these mixed results have not yet been explained. Other areas of job characteristics which have been looked into by researchers have been related to information and control (see also Maslach, 1982). For example, if there is a lack of feedback at a nurse’s workplace then this has consistently been connected to burnout. Also participation in decision making and a lack of autonomy has been looked into in relation to job characteristics. It has been shown that nurses who play a diminished role in the decision making at her workplace are suffering from increased burnout. A lack of autonomy has also been linked to burnout but the relationship between these two variables has not been as strong as for the previous ones. 2.7. LIFE SATISFACTION 2.7.1. Life Satisfaction in general According to Diener (2000) life satisfaction stands for a global judgment of subjective well- being (SWB). The meaning of subjective well-being is the manner in which people are appraising their lives. One way in which people can assess their lives is life satisfaction and it can be made in relation to areas such as marriage, work and general life. According to Diener, Suh, Lucas & Smith (1997) SWB is looking at someone’s mood over a certain time period and it thus measures the inner experiences for a person over a period of time. Diener & Lucas (2000, in Lewis & Haviland, 2003) pointed out the fact that when someone is talking about the different reasons for emotional well-being and factors associated with it, researchers are first and foremost focusing on factors which are causing people to be more happy than other people. The way people are evaluating their lives are occurring differently due to the person’s prior experiences, different values, and life expectations. Researchers
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University of Eötvös Lorand Hunga
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DEDICATION TO MY PARENTS; YOUR HARD
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ABSTRACT A great deal of research h
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3. METHOD……………………
Page 9 and 10: 1. INTRODUCTION 1.1. PURPOSE OF THE
Page 11 and 12: 1981). This questionnaire was and i
Page 13 and 14: oncology wards (Sherman, 2004). Esc
Page 15 and 16: (SWB). The meaning of SWB is how pe
Page 17 and 18: extent demographic variables, work-
Page 19 and 20: 2. LITERATURE REVIEW 2.1. THE THEOR
Page 21 and 22: different countries in Europe and t
Page 23 and 24: Foxall, Zimmerman, Standley & Benee
Page 25 and 26: nurse were both negatively connecte
Page 27 and 28: elated to stress levels and job sat
Page 29 and 30: Altun (2002) has pointed out that b
Page 31 and 32: Demerouti et al. (2005) is also arg
Page 33 and 34: Halbesleben & Buckley (2004) argued
Page 35 and 36: Brewer & Shapard (2004) conducted a
Page 37 and 38: the third dimension of the burnout
Page 39 and 40: Table 1. Amount of nurses being bur
Page 41 and 42: environmental variables at the hosp
Page 43 and 44: and stress levels could be differen
Page 45 and 46: about a patient’s treatment witho
Page 47 and 48: Potter (2006) conducted a literatur
Page 49 and 50: Lin, Hsu, Chao, Luh, Hung et al. (2
Page 51 and 52: at work are underprivileged in comp
Page 53 and 54: instructions from their supervisors
Page 55 and 56: number of years worked as a nurse w
Page 57 and 58: psychosomatic health, after demogra
Page 59: environment, and support from the s
Page 63 and 64: Diener & Tov (2005, in Kitayama & C
Page 65 and 66: form of for example life satisfacti
Page 67 and 68: develop burnout (see for example La
Page 69 and 70: Simoni & Paterson (1997) have also
Page 71 and 72: the psychological immune system (Ol
Page 73 and 74: positive effect of social support i
Page 75 and 76: Several authors have shown the effe
Page 77 and 78: support especially important in rel
Page 79 and 80: (1999), Tummers et al. (2002), and
Page 81 and 82: According to Maslach (1982), when i
Page 83 and 84: 2.11. HOW CAN WE PREVENT BURNOUT? 2
Page 85 and 86: work-related safety in order to dec
Page 87 and 88: in the organization are not easy to
Page 89 and 90: at work, and on the nurses’ work-
Page 91 and 92: 3. METHOD 3.1 STUDY POPULATION The
Page 93 and 94: the head nurse at the second meetin
Page 95 and 96: • Satisfaction with Life scale (D
Page 97 and 98: assess people’s satisfaction with
Page 99 and 100: positive accomplishment in the nurs
Page 101 and 102: Goal Orientation 0.63 0.52 Impulse
Page 103 and 104: 23,71% Number of children 0-1 2-3 4
Page 105 and 106: It was shown that the Swedish nurse
Page 107 and 108: APPENDIX 3); a robust Welch-test fo
Page 109 and 110: Table 8: ANOVA results of work stre
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In the second part of the second hy
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would be found in the Swedish sampl
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The Monitoring-Creating-Executing S
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4.6.3. Findings for Burnout and Per
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Table 17: Robust Test of Equality o
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Approach-Belief System (r=0.260, p
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p
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Approach-Belief System (1.01) and t
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Marital status Table 23: Burnout me
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generalized to other hospitals in S
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feeling inexperienced would result
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sample. Another researcher who foun
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5.3. BURNOUT AND LIFE SATISFACTION
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the findings in connection to life
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salaries of health care system pers
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urnout simply shows that the area o
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feel supported at home and feel the
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and that lower personality scores g
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connection between age and burnout.
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connection to them was not thought
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and young nurses working in the int
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extensively researched all around t
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what if the Hungarian nurses would
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immunity between different countrie
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care workers (usually nurses). In s
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more efficient if they would be dir
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Aries, M. & Ritter, I. Z. (1999). N
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Brooks I. & Swailes S. (2002). Anal
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Chang, E. M., Bidewell, J. W., Hunt
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Cronin-Stubbs, D. & Rooks, C. A. (1
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Diener, E., Suh, E., Lucas, R. E. &
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Ghorpade, J., Lackritz, J. & Singh,
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Hupcey, J. E. (1998). Clarifying th
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Lakin, B., Leon, S. C. & Miller, S.
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Leiter, M. P. (1993). In Halbeslebe
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Maslach, C. (1982). Burnout: a soci
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Murrells, T., Robinson, S. & Griffi
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Piko, B. F. (1999). Work-related st
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Sherman, D. W. (2004). Nurses’ St
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Taris, T. W., Schreurs, P. J. G. &
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Wright, T. A. & Cropanzano, R. (199
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a. Age…………..years old b. Wh
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6.I do not particularly like differ
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4) I am interested in how you feel
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APPENDIX C ORIGINAL SPSS OUTPUTS Se
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Cases Reliability Scale: ALPHA Case
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Cases Case Processing Summary N % V
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RELIABILITY /VARIABLES=pici7 pici23
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Cases Case Processing Summary N % V
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Reliability Statistics Cronbach's A
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Section 6: Correlations of the test
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Emotional exhaustion_ mbi Depersona
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Table 11: Robust Tests of Equality
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ience d Worklo ad Stress related to
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Table 17: Coefficients(a) Unstandar
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Table 23: Excluded Variables(b) Par
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Table 30: Test of Homogeneity of Va
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a Predictors in the Model: (Constan
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5 6 country 4,870 ,772 ,342 6,305 ,
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Social support questionnaire ,145(b
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Being unprepaired and feeling inexp
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Social mobilizing capac. subscale_P
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Section 16: Correlations of the PIC
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Table 48: Correlations: (Group numb
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Positive thinking subscale_PIC I Se
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Positive thinking subscale_PICI Sen
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Approach-Belief System Monitoring-C
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Approach-Belief System Monitoring-
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Model 1 Variables Entered Work stre
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Change and Challenge orient. subsca
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Married -,160(c) -2,798 ,006 -,208
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Relationship with the patient’s r
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More than 5 years worked as a nurse
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Work and private life ,006(b) ,079
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Social creation capac. subscale_PIC
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6 7 Residual 6334,172 172 36,827 To
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Self-Efficacy subscale_PICI ,109(a)
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Significant other subscale_ social
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Stress related to tasks -,109(d) -1
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7 Age Relationship with patients Wo
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Estimate S.E. C.R. P Label Burnout
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country ss ws ls PIC Burnout PIC ,0
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Table 106: ECVI Model ECVI LO 90 HI
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coun try 2,41 8 dp -,723 ss ls PICI
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Table 120: tandardized Indirect Eff
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ment_mbi Emotional exhaustion_mbi D
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Personal accomplishment _mbi single
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2 Model 1 2 Married . a Dependent V
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Number of years at the current work
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edu Total How many years have you w
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Table 160: Chi-Square Tests Value d
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Death, dying Conflic ts with doctor
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Death, dying Conflic ts with doctor
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** Correlation is significant at th
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Estimate S.E. C.R. P Label e12 2,40
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APPMONSYS CREEXSYS SELFREGSYS Goal
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Table 184: RMSEA Model RMSEA LO 90
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Table 192: Correlations: (Group num
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APPMONSYS CREEXSYS SELFREGSYS Self-
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Table 204: NCP Model NCP LO 90 HI 9
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