Role stress and personal resources in nursing: A cross-sectional study of burnout and engagement

Faculty of Psychology, Universidad Autónoma de Madrid, 28049 Madrid, Spain.
International journal of nursing studies (Impact Factor: 2.9). 04/2011; 48(4):479-89. DOI: 10.1016/j.ijnurstu.2010.08.004
Source: PubMed


The experience of role stress has been linked to burnout as an important job stressor, but the impact of this stressor in the context of engagement (characterized by vigor, dedication, and absorption) has not yet been sufficiently studied among nurses. Personal resources also appear to influence the process of burnout and engagement.
This study examines the influence of role stress and personal resources (optimism, hardy personality and emotional competence) in nursing on burnout and engagement dimensions.
Cross-sectional data from 508 nurses from general hospitals in Madrid (Spain) showed that both role stress and personal resources were related to burnout and engagement dimensions, although role stress was more closely related to nursing burnout, whereas personal resources were more closely related to nursing engagement. In addition, optimism as a personal resource, showed a moderator effect on exhaustion and the three dimensions of engagement.
The study provides additional support about role stress as an important predictor of burnout and engagement in nursing, even after controlling for personal resources and socio-demographic variables.

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    • "turnover or burnout (e.g. Garrosa et al. 2011) provided limited evaluation of workplace antecedents of stress per se. Identifying studies with data pertaining only to nurses was also constraining. "
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    ABSTRACT: To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.
    Journal of Nursing Management 07/2015; DOI:10.1111/jonm.12326 · 1.50 Impact Factor
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    • "En la actualidad no se discute el papel del engagement como mediador entre los recursos laborales (e.g., apoyo organizacional) y los resultados organizacionales (e.g., satisfacción laboral) (Bakker y Demerouti, 2013; Demerouti y Bakker, 2011); sin embargo, pocos estudios se han centrado en analizar cuál es el papel mediador del engagement entre las demandas laborales (e.g., estrés de rol) y la satisfacción y el bienestar de los empleados. En su revisión del modelo DRL, Demerouti y Bakker (2011) ya plantearon la necesidad de investigar el impacto de las denominadas demandas obstaculizadoras (hindrance job demands), como el estrés de rol y las demandas desafiantes (challenge job demands), como presión y sobrecarga de trabajo (Podsakoff, LePine y LePine, 2007), sobre el engagement y sus consecuentes, como la satisfacción o el compromiso con la organización. En este sentido, el objetivo de este estudio es analizar el papel mediador del engagement entre el estrés de rol –conflicto, ambigüedad, sobrecarga– y la satisfacción con el trabajo. "
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    ABSTRACT: The aim of this study is to examine the relationship between role stress, work engagement, and job satisfaction according to the Job Demands-Resources Model. The proposed model hypothesizes that work engagement mediates the relationship between role ambiguity, role conflict, and role overload on one hand, and job satisfaction on the other. To test the model, data was collected from 586 workers from southern Spain (Mage = 37.11, 50% women). Model fit and mediation test were examined using structural equation modeling (path analysis). Results showed that role conflict, role ambiguity, and work engagement were significant predictors of job satisfaction. However, work engagement did not mediate the relationship between role stress and job satisfaction. Role stress as a hindrance job demand would explain the most direct impact on job satisfaction than through work engagement. Implications for practice and future research are considered.
    • "Se relaciona también con la productividad, con el bienestar en la organización, con una mayor flexibilidad y aceptación de la expresión emocional y un clima laboral más respetuoso (Cherniss, 1993; Smith y Kirby, 2011). Los resultados con el modelo de resistencia emocional muestran el factor de protección de los recursos personales para la prevención de los riesgos psicosociales y la promoción de la salud laboral (Garrosa et al., 2011) "
    Salud laboral: riesgos laborales psicosociales y bienestar laboral, 01/2013: chapter 18: pages 343-360; Piramide Ediciones Sa., ISBN: 978-84-368-2947-1
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