Workplace Well-being in Nursing: A Systematic Review of Trends in Burnout, Job Satisfaction, and Retention

Abstract

Background: Retention influenced by burnout, well-being, and satisfaction in the job across multiple sectors but predominantly in the health care setting. Hypothesized consequences of burnout have been lower job satisfaction, higher turnover intention, and adverse operational results. Measures to save the workforce and prevent high levels of burnout known to increase employee turnover by improving their well-being.
Aim:To investigate the effects of burnout, well-being and job satisfaction on turnover, and the interventions regarding emotional well-being and work-life balance on turnover.
Method: The study used procedures of a systematic review of studies, investigating burnout, well-being and retention in different workplaces. The major themes mined out from the 10 selected papers included the relationship between burnout and job burnout, the role of occupational health promotion, and impact of psychological and perceived well-being and work-life imbalance.
Results: The results show that burnout decreases job satisfaction and increase turnover while wellness program/protection from stress increases employee health and minimize turnover. Positive organizational vocational believes or perceptions, subjective well-being and psychological capital are also critical determinants of job satisfaction and commitment. Among the antecedents, job resources, work environment, and Training and Development seen to be inhibiting factors of burnout and promoting factors for turnover intentions.
Conclusion: The nature of burnout and the general perceptions that job satisfaction and retention of employees require the employer to consider workers wellbeing. Which aim at clients with special needs and work efficiency initiatives, known to help Cut employee turnover and improve employee satisfaction.