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IS THERE A LINK BETWEEN JOB SATISFACTION AND BURNOUT?
Abstract
Background: The health care sector is a major employer. Great attention will be paid to health care professionals as a result of the increasing demand for health care due to an aging population. The nursing profession forms the majority amongst medical staff. It is a profession involving both physical and mental demands. The research focuses on the rate of burnout syndrome, motivation factors of Herzberg’s two-factor motivation theory and their mutual relationship amongst general nurses working at the General University Hospital in Prague. The aim was to identify personal priorities in the environmental (i.e. motivation and hygiene) factors amongst general nurses and the degree of their saturation by the employer. A comparison of the findings clearly indicates the divergence between the wishes and reality of the working environment of general nurses and its connection with burnout syndrome. Methods: The quantitative approach was chosen for the research. Two questionnaires were used to collect data: a standardised MBI (Maslach Burnout inventory) and a non-standardised Motivation factors questionnaire, which was based on the principles of Herzberg’s motivation theory after several discussions with the hospital management. The survey was conducted in 2014, with 1,043 general nurses participating in this survey. The statistical analysis was performed using the SPSS 19.0 Base software. Results: The results of the research survey revealed an existing, statistically significant relationship between the burnout syndrome rate and the degree of dissatisfaction with hygiene factors, based on Herzberg’s theory. The assumption about the existence of a significant negative correlation between the burnout syndrome rate and salary was not confirmed. The factors of salary, care for the patient and cooperation are at the top levels on the preference list. The results confirm the protective effect the saturation of Herzberg’s hygiene factors has on the burnout syndrome rate. Conclusion: Quality human resources are the most valuable asset of any business. Nurses feel that they are not sufficiently rewarded for their work and that they do not have job security. It was confirmed that an increasing level of social support and saturation of motivation and hygiene factors reduce the burnout syndrome rate. The management of health care institutions should create a work environment with a supportive and positive work climate and mutual professional solidarity.
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