Schaffer: The Mentoring-Burnout Relationship and Predictors of Nurse Mentoring Behavior

Title: The Mentoring-Burnout Relationship and Predictors of Nurse Mentoring Behavior
Chair: Dr. Mary Anne Taylor
Committee: Dr. Thomas Britt, Dr. Cindy Pury, and Dr. Patrick Rosopa
Date: Monday May 14th, 1 pm
Location: Brackett 419

Abstract: Employee burnout can be costly for organizations as well as the employees who suffer from it as it can contribute to turnover intentions, lost productivity and negative health outcomes (Aiken & Paice, 2003; Maslach & Leiter, 2008; Shaufeli & Bakker, 2004). The nursing profession appears to be particularly influenced by this stress-related phenomenon and is the targeted population in the current study (Shaufeli & Enzman, 1998). Using the Job Demands-Resources model, mentoring is examined as a factor that may impact mentor burnout among nurses. While positive mentoring experiences may serve as a resource that buffers against burnout, negative mentoring experiences may be a job demand that contribute to nurse burnout. Perceived workload, consequences of mentoring, and value of mentoring as well as mentor generativity are proposed as potential moderators of the mentoring burnout relationship. Finally, if positive mentoring experiences can be beneficial in alleviating nurse burnout, a better understanding of predictors of mentoring behavior in nurses is needed. We will also examine predictors of actual mentoring behavior in the present study. The mentoring burnout relationship will be assessed using path analysis while predictors of mentoring behavior will be assessed using logistic regression.

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