Latent Profiles of Nurse Burnout and Their Relationship with Job Performance: A Cross-sectional Survey
DOI:
https://doi.org/10.56226/163Keywords:
Nursing, Nursing Management, Burnout, PerformanceAbstract
Background: The prevalence of nurse burnout is high, and it has a significant impact on the job performance. However, currently, nurse burnout is evaluated solely based on the overall score, and a single analysis is conducted to examine the relationship between a certain dimension and the nurses' job performance. The Latent Profile Analysis (LPA) can focus on the individual differences, dividing the nursing group into different potential categories. Based on this analysis, we studied the relationship between different potential categories and the work performance of nurses.
Methods: A cross-sectional design using a multi-stage stratified cluster random sampling method. From December 2022 to January 2024, eligible nurses were recruited from four Grade-A tertiary hospitals in Shandong Province, yielding 1,877 valid questionnaires. The survey instruments included a self-designed demographic questionnaire, the Maslach Burnout Inventory-Human Service Survey (MBI-HSS), and the Work Performance Scale. Latent Profile Analysis (LPA) was utilized to categorize nurse burnout. Additional statistical analyses included descriptive statistics, one-way ANOVA, general linear regression analysis. Data were processed using SPSS 26.0 and Mplus 7.0. This study was reported in accordance with the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines.
Results: Through LPA, we identified four distinct burnout profiles: "Low Burnout," "Emotional Exhaustion/Depersonalization," "Reduced Personal Accomplishment," and "Moderate Burnout." Significant differences were observed across these profiles in total job performance scores, task performance. and contextual performance. Post-hoc tests revealed that nurses in the "Low Burnout" group scored significantly higher in task performance, contextual performance, and total job performance than those in the other three categories. Conversely, nurses in the "Reduced Personal Accomplishment" group had significantly lower scores for contextual and total job performance than those in the "Low Burnout" and "Emotional Exhaustion/Depersonalization" groups. General linear regression analysis, controlling for age, gender, marital status, education level, years of service, and monthly night shifts, indicated that compared to the "Low Burnout" group, job performance scores for the "Emotional Exhaustion/Depersonalization," "Reduced Personal Accomplishment," and "Moderate Burnout" groups decreased by 3.814 standard deviations, respectively.
Conclusion: The prevalence of burnout among nurses in Grade-A tertiary hospitals is high. Nurse burnout can be categorized into four latent profiles: "Low Burnout," "Emotional Exhaustion/Depersonalization," "Reduced Personal Accomplishment," and "Moderate Burnout." Nurses in the "Low Burnout" group demonstrated the best job performance, whereas those in the "Reduced Personal Accomplishment" group exhibited the poorest performance.
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