Journal of nursing management · 2026
The Relationship Between Spousal Support and Nurse Burnout: A Parallel Dual-Mediator Model of Work-Family Conflict and Work-Family Facilitation.
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Li Juan, Lin Sha, Li Ling, Liang Zhen, Zhang Qiaofeng, Huang Xiaoyu, Tan Yan, Yuan Yulian
Аннотация
OBJECTIVE: To examine whether work-family conflict (WFC) and work-family facilitation (WFF) act as parallel statistical mediators in the association between spousal support (SS) and burnout among nurses.
BACKGROUND: Nurse burnout represents a substantial management challenge, contributing to high staff turnover and diminished quality of patient care. SS is a potentially important protective resource for mitigating burnout. Nevertheless, the mechanisms through which SS influences nurse burnout, particularly via positive work-family spillover, remain understudied within nursing populations.
METHODS: A cross-sectional online survey was conducted among 343 married clinical nurses from multiple provinces across China. Validated self-report questionnaires were used to measure SS, WFC, WFF, and burnout. Path analysis with bootstrapping was performed to test the parallel dual-mediator model.
RESULTS: The model achieved good fit indices, with X2/df = 1.281 and RMSEA = 0.029. SS was negatively associated with WFC (β = -0.225, SE = 0.038, 95% CI [-0.300, -0.151]) and positively associated with WFF (β = 0.279, SE = 0.022, 95% CI [0.236, 0.321]). Both mediators were significantly associated with burnout. The total indirect effect of SS on burnout was statistically significant (β = -0.643, SE = 0.095, 95% CI [-0.835, -0.461]). The indirect pathway operating through WFF accounted for 62.36% of the total indirect effect, which was larger than the 37.64% attributable to the WFC pathway.
CONCLUSION: These correlational findings suggest that higher SS is associated with lower nurse burnout through both reduced WFC and enhanced positive WFF. The results highlight the critical "resource-gain" function of family support for married nurses.
IMPLICATIONS: Interventions should not merely target workload reduction but also actively foster SS to promote personal resource development. It is recommended to foster a family-friendly corporate culture, implement comprehensive initiatives that involve partners, and regard proactive work-family integration as a strategic approach to alleviating nurse burnout.
BACKGROUND: Nurse burnout represents a substantial management challenge, contributing to high staff turnover and diminished quality of patient care. SS is a potentially important protective resource for mitigating burnout. Nevertheless, the mechanisms through which SS influences nurse burnout, particularly via positive work-family spillover, remain understudied within nursing populations.
METHODS: A cross-sectional online survey was conducted among 343 married clinical nurses from multiple provinces across China. Validated self-report questionnaires were used to measure SS, WFC, WFF, and burnout. Path analysis with bootstrapping was performed to test the parallel dual-mediator model.
RESULTS: The model achieved good fit indices, with X2/df = 1.281 and RMSEA = 0.029. SS was negatively associated with WFC (β = -0.225, SE = 0.038, 95% CI [-0.300, -0.151]) and positively associated with WFF (β = 0.279, SE = 0.022, 95% CI [0.236, 0.321]). Both mediators were significantly associated with burnout. The total indirect effect of SS on burnout was statistically significant (β = -0.643, SE = 0.095, 95% CI [-0.835, -0.461]). The indirect pathway operating through WFF accounted for 62.36% of the total indirect effect, which was larger than the 37.64% attributable to the WFC pathway.
CONCLUSION: These correlational findings suggest that higher SS is associated with lower nurse burnout through both reduced WFC and enhanced positive WFF. The results highlight the critical "resource-gain" function of family support for married nurses.
IMPLICATIONS: Interventions should not merely target workload reduction but also actively foster SS to promote personal resource development. It is recommended to foster a family-friendly corporate culture, implement comprehensive initiatives that involve partners, and regard proactive work-family integration as a strategic approach to alleviating nurse burnout.