The Effects Of High-performance Work System Perceived By Nurses On Their Job Burnout

Objective To investigate nurses’ perception of high performance work system,HPWS(Recruitment and selection,Training and promotion,Career stability,Job clarity,Job security),job burnout(Emotional exhaustion,Depersonalization,Personal achievement)and self-efficacy of emotional regulation(Self-efficacy to express positive emotions,Self-efficacy to regulate anger or anger,Self-efficacy to regulate depression or pain)in third-grade first-class hospital in Lanzhou city,and analyze the influencing factors.To explore the correlation between hospital nurses’ perception of HPWS and job burnout,and to introduce emotional regulation self-efficacy as an intermediary variable for mediating effect test.Analyze the influence of perceived HPWS and emotional regulation self-efficacy on job burnout,so as to provide reference for optimizing hospital performance management system,alleviating job burnout of nurses,and improving work quality of nurses.Methods In this study,the convenient sampling method was adopted to select five first-class hospitals in Lanzhou city for questionnaire survey.A total of 1,300 questionnaires were issued and 1,266 were recovered.Epidate software was used to establish the database,SPSS 22.0 and Amos 24.0 software were used for statistical analysis.Descriptive analysis was conducted on the general demographic characteristics of the study subjects,and the Cronbach’s ? coefficient was used to test the reliability of the questionnaire,and exploratory and confirmatory factor analysis was used to test the validity of the questionnaire.HPWS perception,job burnout and emotional regulation self-efficacy of nurses with different demographic characteristics were analyzed by independent sample t test or one-way anova.Pearson correlation analysis,regression analysis and mediating effect analysis were used to explore the correlation between HPWS perception and job burnout among nurses in third-gradefirst-class hospitals,as well as the mediating effect of emotional self-efficacy.Results 1.There are some significant differences in gender,age,education level,department,title,position,career establishment,working years and monthly income in perceptions of HPWS by nurses in third-grade first-class hospital in Lanzhou,while there are no significant differences in marital status,weekly working hours and physical exercise.2.There were some significant differences in age,marital status,education level,department,position,working years,working hours per week,monthly income and physical exercise among nurses in third-grade first-class hospital in Lanzhou,but there were no significant differences in gender,professional title and career establishment.3.There were some significant differences in marital status,department,professional title,position,working years,monthly income and physical exercise among nurses in third-grade first-class hospital in Lanzhou,while there were no significant differences in gender,age,education level,career establishment or working hours per week.4.There was a negative correlation between perceptions of HPWS and job burnout of nurses in third-grade first-class hospital in Lanzhou(P<0.01),and the correlation coefficient was-0.580.Moreover,the regression prediction equation of perceptions of HPWS(X)and job burnout(Y)was Y=-1.178X+120.792.5.There was a negative correlation between emotional regulation self-efficacy and job burnout among nurses in third-grade first-class hospital in Lanzhou(P<0.01),with a correlation coefficient of-0.437,and the regression equation of emotional regulation self-efficacy(X)and job burnout(Y)was Y=-1.094X+93.564.6.The overall predictive effect of perceived HPWS on job burnout was 1.177,among which the indirect effect through the mediating effect of emotion regulation self-efficacy was-0.183,and the direct effect was-0.994.The indirect effect through the mediating effect of self-efficacy expressing positive emotions is-0.134,and the direct effect is-1.043;the indirect effect through the mediating effect of regulating angry or angry self-efficacy is-0.139,the direct effect is-1.038;The indirect effect through the mediating effect of self-efficacy that is depressed or painful is-0.116,and the direct effect is-1.062.Conclusions 1.There were some significant differences in the demographic variables of nurses’ perception of HPWS,job burnout and self-efficacy of emotional regulation in third-grade first-class hospital in Lanzhou.2.The perception HPWS score of nurses in third-grade first-class hospital in Lanzhou was above the average level,with the highest score for job clarity and the lowest score for training andpromotion.The score of job burnout of nurses in the third-grade first-class hospitals was lower than the middle level,with the highest score in the dimension of personal achievement and the lowest score in the dimension of depersonalization.The score of self-efficacy in emotional regulation of nurses in the third-grade first-class hospitals was above the average level,with the highest score in the self-efficacy dimension of expressing positive emotions,and the lowest score in the self-efficacy dimension of regulating depression or pain.3.The job burnout of nurses in third-grade first-class hospital in Lanzhou is negatively correlated with their perception of HPWS and self-efficacy of emotional regulation.The higher the perception level,the lower the job burnout.The higher the self-efficacy of emotional regulation,the lower the burnout.The perception of HPWS by nurses in third-grade first-class hospital in Lanzhou is positively correlated with their self-efficacy of emotional regulation.The higher the perception level,the higher the self-efficacy of emotional regulation.The emotional regulation self-efficacy of nurses in third-grade first-class hospital plays a mediating role in the perception of HPWS and job burnout.4.Through the implementation and improvement of the high performance work system in the third-grade first-class hospitals,the hospital management can be improved,the hospital nurses’ perception of the high performance work system can be improved,and their self-efficacy of emotional regulation can be enhanced,so as to actively engage in work and alleviate the job burnout.