Assessment of Burnout Syndrome and Job Satisfaction among Nurses in Selected Level Five Hospitals in Nairobi County, Kenya

Abstract

Burnout syndrome, characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment, is a significant issue among nurses, particularly in high-pressure environments like Level Five hospitals in Nairobi County, Kenya. This study sought to assess the prevalence of burnout syndrome and job satisfaction among nurses in these hospitals, as well as the relationship between these two variables. The theoretical foundation of this research was grounded in the Job Demands-Resources (JD-R) model, Maslach Burnout Inventory (MBI), and Herzberg's Two-Factor Theory, which together explained the interplay between job demands, emotional exhaustion, and job satisfaction. The study was conducted in selected Level Five hospitals in Nairobi County, targeting nurses with at least a year of experience. A descriptive cross-sectional research design was employed, utilizing a structured questionnaire for data collection. The sample size was determined using stratified random sampling, and data was analyzed using both descriptive and inferential statistical techniques, including correlation analysis and regression models, to explore the relationship between burnout and job satisfaction. Results showed varying levels of burnout among nurses, with 55% reporting high patient loads and 45% feeling a lack of meaningful impact. Job satisfaction was high for interpersonal relationships (92%) but low for pay and advancement opportunities (95% dissatisfaction). A very weak negative correlation (r = -0.003, p = 0.981) was found between burnout and job satisfaction. Regarding coping strategies, seeking support from colleagues was most common (76% used often or very often), followed by time management techniques (53%) and relaxation techniques (35%). The study concluded that burnout and job satisfaction among nurses in Level Five hospitals in Nairobi County have a complex relationship influenced by various factors beyond their direct association. Recommendations include implementing comprehensive burnout prevention programs and enhancing job satisfaction through improved working conditions and professional development opportunities.