Influence of Perceived Organizational Support and Self Efficacy on Burnout Among Nurses

Influence of Perceived Organizational Support and Self Efficacy on Burnout Among Nurses.

ABSTRACT

The study investigated influence of perceived organizational support and self efficacy on burnout among nurses. Two hundred and nine (209) nurses from Federal Medical Centre Umuahia participated in the study. Among them were 2 males and 207 females.

The Perceived Organizational Support Scale, General Self Efficacy Scale and Maslach Burnout Inventory were used to elicit the participants’ responses on burnout. A crosssectional survey design was employed and 2-way ANOVA was used to test the two hypotheses.

The result showed a significant difference on burnout between nurses with perceived low organizational support and those with perceived high organizational support F (1, 205) = 14.62, P<.001. The result revealed no significant difference on burnout between nurses with low self efficacy and those with high self efficacy.

The interaction effect between perceived organizational support and self efficacy on burnout is significant F (1, 205) =4.30, P<.05. The findings of the study were discussed with reference to possible socio-cultural variables that can account for the results obtained. Implications and limitations were also discussed and suggestions for further studies are made.

TABLE OF CONTENTS

Dedication i

Acknowledgment ii

Abstract iii

Table of contents iv

CHAPTER ONE: INTRODUCTION 1

Statement of the problem 8

Purpose of study 9

Operational definition of terms 9

CHAPTER TWO: LITERATURE REVIEW 10

Theoretical review 10

Empirical review 22

Hypotheses 25

CHAPTER THREE: METHOD 26

Participants 26

Instrument 26

Procedure 29

Design /Statistics 30

CHAPTER FOUR: RESULTS 31

CHAPTER FIVE: DISCUSSION 34

Implications of the study 35

Limitations of the study 36

Suggestions for further research 37

Summary and Conclusion 37

References 39

INTRODUCTION

The employee burnout is a topic of major interest for management and industrial psychological researchers alike, because it has consequential implication for both individuals and organizations (Cropanzano, Rupp, & Byrne 003).

From the individual perspective, burnouts is related to a myriad of health related issues, including decreased self- esteem, anxiety, depression, gastro -intestinal problems, headaches, sleep disturbances, and diminished psychological well-being (Maslach, 1993; Kahill, 1988; Wright & Bonett, 1997).

From the organizational perspective, burnout is linked with intention to turnover, decreased level of employee commitment, and job dissatisfaction (Jackson, Schwab & Schuler, 1986). However, Maslach and Jackson (1986) defined burnout as a syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment that occur among individuals who do “people work” of some kind.

It seems then that burnout has three dimensions: emotional exhaustion; which describes the affective feeling states of the individual characterized by depleted emotional resources, and lack of energy; depersonalization; which is characterized by negative, cynical attitudes and feelings about one’s clients.

Diminished personal accomplishment refers to the tendency to evaluate oneself negatively. A sense of diminished personal accomplishment, which would be increasingly, demonstrated when workers feel ineffective and incompetent (Maslach, 1982; Lee & Ashforth, 1990).

REFERENCES

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