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"Nama : Mona MarlinaProgram Studi : Pedidikan KedokteranJudul : Validasi isi Maslach Burnout Inventory Educator Survey untuk mengukur burnout staf pengajar di Fakultas Kedokteran Latar belakangTugas dan tanggung jawab staf pengajar di kedokteran merupakan tugas yang berat dan perlu mendapat perhatian dari berbagai pihak. Salah satu cara untuk melakukan pengukuran burnout di kalangan pendidik atau pengajar adalah dengan menggunakan alat ukur Maslach Burnout Inventory Educator Survey MBI-ES . Penelitian ini bertujuan untuk melakukan validasi isi alat ukur MBI-ES agar dapat mewakili kondisi burnout staf pengajar di kedokteran.MetodePenelitian ini merupakan penelitian potong lintang dengan pendekatan kualitatif yang terdiri atas tahap Focus Group Discussion FGD dan kajian panel ahli. FGD bertujuan untuk mengeksplorasi persepsi terhadap burnout staf pengajar di kedokteran dan tambahan butir pernyataan MBI-ES. Kajian panel ahli bertujuan untuk penilaian terhadap kejelasan bahasa dan redaksional dan relevansi burnout staf pengajar di kedokteran. Analisis tematik dilakukan terhadap transkripsi verbatim FGD disertai pencatatan usulan tambahan butir pernyataan MBI-ES. Analisis kuantitatif secara deskriptif dilakukan terhadap masukan panel ahli dengan memperhatikan kriteria kesepakatan terhadap relevansi dan kejelasan butir pernyataan MBI-ES asli dan tambahan ge;80 .Hasil dan diskusiSejumlah 17 staf pengajar kedokteran menjadi narasumber FGD dan 24 panel ahli memberikan masukan terhadap butir MBI-ES modifikasi di tahap berikutnya. Mempertimbangkan masukan dari FGD, MBI-ES yang sebelumnya berjumlah 22 butir pernyataan yang mewakili domain emotional exhaustion, depersonalization, dan personal accomplishment, bertambah menjadi 61 butir dengan keterwakilan domain yang sama. Penambahan butir tersebut sebagai upaya untuk mengakomodasi konteks penugasan tridharma perguruan tinggi yang dijalankan oleh staf pengajar di kedokteran dan keterlibatan sivitas akademika dalam pelaksanaan tugas staf pengajar kedokteran. Pada tahap berikutnya, kajian panel ahli dan pertimbangan terhadap butir MBI-ES asli, menetapkan 22 butir pernyataan MBI-ES yang telah disesuaikan dengan konteks staf pengajar kedokteran di Indonesia.KesimpulanPenelitian ini telah berhasil melakukan validasi isi butir pernyataan MBI-ES yang tetap mencakup 3 domain utama burnout dan sesuai dengan konteks staf pengajar kedokteran. Penelitian lebih lanjut untuk evaluasi validasi konstruk, proses respon, dan validasi konkuren perlu dilakukan. Kata kunci: Burnout, MBI-ES, staf pengajar kedokteran, validasi isi

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ABSTRACT Name Mona MarlinaStudy Program Pedidikan KedokteranTitle Validasi isi Maslach Burnout Inventory Educator Survey untuk mengukur burnout staf pengajar di Fakultas Kedokteran BackgroundThe duty and responsibility of teaching staff in medical school is a tough task and needs to get attention from various parties. One way to measure burnout among educators or teachers is to use the Maslach Burnout Inventory Educator Survey MBI ES tool. This study aims to validate the contents of MBI ES in order to represent the condition of burnout of teaching staff in medical school.MethodThis was a cross sectional study with qualitative approach consisting of Focus Group Discussion FGD and expert panel review. The FGD aimed to explore perceptions of the burnout of teaching staff in medical school and additional points of the MBI ES items. The expert panel review aimed to assess the clarity of language and editorial and the relevance of the items. Thematic analysis was conducted on verbatim transcription of FGD with notes of additional MBI ES item suggestions. The descriptive quantitative analysis was completed for expert panel data by taking the criteria of agreement on the relevance and clarity of the original and additional MBI ES items ge 80 .Result and discussionA total of 17 medical faculty members became FGD interviewees and 24 expert panels provided feedback on the modified MBI ES items in the next stage. Considering the input from FGDs, the previous MBI ES with 22 items which represented domains of emotional exhaustion, depersonalization, and personal accomplishment domain, increased into 61 points with similar domains. The additional items accommodated the context of the roles conducted by the teaching staff in the medical school and the involvement of the academic community in the implementation of the teaching staff duties. The expert panel review and consideration of the original MBI ES item, set 22 MBI ES items that had been adapted to the context of medical teaching staff in Indonesia.ConclusionThis research has successfully validated the contents of the MBI ES items which still includes 3 domains of burnout which is accordance with the context of medical teaching staff. Further research for the evaluation of construct validation, response processes, and concurrent validation need to be done. Keywords Burnout, content validation, MBI ES, medical faculty "

"ABSTRAKPenelitian ini membahas peran burnout dan organizational citizenship behavior dalam memediasi pengaruh karakteristik pekerjaan dan praktik sumber daya manusia terhadap turnover intention pada pemeriksa di Badan Pemeriksa Keuangan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat sebanyak 370 orang dengan jabatan pemeriksa pertama, muda dan madya. Penelitian ini menggunakan SEM sebagai metode analisis data. Penelitian ini diharapkan dapat berkontribusi terhadap permasalahan turnover karyawan di sektor publik. Berdasarkan analisis data dapat disimpulkan bahwa burnout dan organizational citizenship behavior memediasi pengaruh karakteristik pekerjaan dan praktik sumber daya terhadap turnover intention dan karakteristik pekerjaan berpengaruh positif terhadap turnover intention.

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ABSTRACTThis study focus on the role of burnout and organizational citizenship behavior in mediating job characteristics and human resource practices towards turnover intentions on examiners in the Audit Board. This study uses online survei quantitative methods. Total respondents in this study are 370 people with positions as young, middle and senior auditor. This study uses SEM as a data analysis method. This research is expected to contribute to employee turnover in the public sector. Based on data analysis, it can be concluded that burnout and organizational citizenship behavior mediate job characteristics and resource practices to turnover intentions and job characteristics contribute positifly to turnover intentions."

"Berdasarkan data dari Rumah Sakit yang beroperasi di Riau, didapatkan bahwa perawat kontrak memiliki Job Performance yang rendah. Selain itu, penelitian memberikan informasi bahwa Subjective Well-being perawat memiliki skor yang rendah. Dalam hal ini, terdapat kemungkinan bahwa Job Insecurity dan Burnout yang dialami oleh Perawat Kontrak merupakan penyebabnya didukung oleh beberapa penelitian terdahulu. Penelitian ini dilakukan untuk membahas pengaruh Job Insecurity dan Burnout terhadap Subjective Well-being dan Job Performance pada Perawat Kontrak di Rumah Sakit dengan menggunakan variabel moderasi berupa Psychological Capital karena mengacu pada penelitian-penelitian sebelumnya yang menyebutkan bahwa Psychological Capital mampu mengurangi Job Insecurity yang diterima dan juga akan berpengaruh pada penurunan Burnout. Penelitian ini akan dilakukan dengan menggunakan pendekatan kuantitatif dengan sampel penelitian berupa perawat kontrak yang bekerja di Rumah Sakit yang beroperasi Riau. Analisis data melibatkan uji reliabilitas, uji validitas, uji deskriptif, dan Structural Equation Modeling (SEM) dengan menggunakan software SmartPLS. Hasil penelitian menunjukkan bahwa Job Insecurity dan Burnout terbukti berpengaruh secara negatif signifikan terhadap Job Performance dengan cara menurunkan Subjective Well-being dari Perawat kontrak. Selain itu, dimensi-dimensi dari variabel Psychological Capital seperti Hope dan Resilience diketahui mampu menurunkan dampak negatif yang di sebabkan oleh Job Insecurity dan Burnout terhadap Subjective Well-being dan Job Performance perawat kontrak. Dilain sisi dimensi Self-efficacy hanya mampu menurunkan dampak negatif dari Burnout terhadap variabel lainnya sedangkan Optimism hanya mampu menurunkan dampak negatif Job Insecurity terhadap variabel lainnya.

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Based on data from hospitals operating in Riau, it was found that contract nurses have low Job Performance. In addition, research provides information that nurses' Subjective Well-being has a low score. In this case, there is a possibility that Job Insecurity and Burnout experienced by Contract Nurses is the cause supported by several previous studies. This research was conducted to discuss the effect of Job Insecurity and Burnout on Subjective Well-being and Job Performance in Contract Nurses at Hospitals by using a moderating variable in the form of Psychological Capital because it refers to previous studies which stated that Psychological Capital is able to reduce Job Insecurity received and will also affect the decrease in Burnout. This research will be conducted using a quantitative approach with research samples in the form of contract nurses who work in hospitals operating in Riau. Data analysis involved reliability tests, validity tests, descriptive tests, and Structural Equation Modeling (SEM) using SmartPLS software. The results showed that Job Insecurity and Burnout proved to have a significant negative effect on Job Performance by reducing the Subjective Well-being of contract nurses. In addition, the dimensions of the Psychological Capital variables such as Hope and Resilience are known to be able to reduce the negative impact caused by Job Insecurity and Burnout on Subjective Well-being and Job Performance of contract nurses. On the other hand, the Self-efficacy dimension is only able to reduce the negative impact of Burnout on other variables, while Optimism is only able to reduce the negative impact of Job Insecurity on other variables.

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"Burnout mengacu pada reaksi psikologis terhadap stres kerja kronis. Fenomena burnout merupakan fenomena yang harus diatasi oleh perusahaan karena membawa pengaruh negatif terhadap produktivitas dan keinginan karyawan untuk resign. Penelitian ini bertujuan untuk memprediksi karyawan dengan tingkat burnout yang tinggi dan menganalisis faktor yang mempengaruhi burnout karyawan di tengah pandemi COVID-19. Beberapa faktor yang dianalisis diantaranya tipe perusahaan, jabatan, skema work from home (WFH), tingkat kelelahan mental, dan jam kerja per hari. Berdasarkan penerapan metode neural network, sebanyak 92.2% varians burnout dapat dijelaskan oleh variabel input dengan tingkat kelelahan mental dan jam kerja per hari merupakan variabel yang memberi pengaruh yang signifikan terhadap tingkat burnout. Neural network kembali diterapkan dengan dua variabel tersebut dan masih dapat menjelaskan 91.9% varians burnout. Penelitian ini dapat digunakan employer dalam memprediksi tingkat burnout rate yang dihadapi karyawan sekaligus memperkaya penelitian-penelitian sebelumnya mengenai prediksi burnout.

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Burnout refers to a psychological reaction to chronic work stress. The phenomenon of burnout is undoubtedly a phenomenon that companies must overcome because it may adversely affect productivity and employees' desire to resign from their job. This study aims to predict employees with high burn rates and analyze all the possible factors influencing employee burnout amid the COVID-19 pandemic. Several factors were analyzed, including the type of company, job positions, work-from-home (WFH) schemes, mental fatigue score, and working hours per day. Based on the application of the neural network method, 92.2% of the burnout variance can be explained by the input variable, with the level of mental fatigue and working hours per day variables significantly influencing burnout. The neural network is re-applied with these two variables and can still explain 91.9% of the burnout variance. Employers can use this research to predict the burnout rate faced by employees and enrich previous studies regarding burnout prediction."

"Pencegahan burnout menggunakan gaya kepemimpinan transformasional kepala ruangan di unit intensif. Ruang intensif merupakan ruangan yang memerlukan keterampilan khusus dengan keputusan klinis yang cepat dalam tindakan keperawatan pada pasien kritis. Perawat di ruang perawatan intensif berpotensi mengalami burnout di lingkungan kerja. Tujuan penelitian untuk mengetahui pengaruh gaya kepemimpinan kepala perawat terhadap persepsi perawat terhadap burnout yang dialami perawat di ruang intensif. Metode penelitian menggunakan desain cross sectional. Pengambilan sampel dengan teknik total sampling, sampel sebanyak 201 perawat di ruang intensif Rumah Sakit X Jakarta. Hasil penelitian menunjukkan bahwa ada hubungan yang signifikan antara usia (p-value 0,001), gaya kepemimpinan transaksional kepala ruangan menurut persepsi perawat berhubungan dengan burnout (p-value 0,035). Tidak terdapat hubungan yang signifikan antara gaya kepemimpinan transformasional kepala ruangan menurut persepsi perawat (p-value 0,211). Kesimpulan penelitian adalah ada hubungan antara gaya kepemimpinan transaksional kepala ruangan yang dirasakan perawat pelaksana dengan burnout pada perawat di ruang rawat intensif. Rekomendasi: kepala unit perawatan intensif harus menyesuaikan gaya kepemimpinannya menjadi lebih transformasional untuk mengurangi burnout perawat.

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Prevention of burnout using transformational leadership style of head nurse in the intensive unit. The intensive room is a room that requires special skills with rapid clinical decisions in nursing actions for critically ill patients. Nurses in intensive care have the potential to experience burnout at work enviroment. The purpose of the study was to determine the effect of the leadership style of the head nurse according to the nurse's perception of burnout experienced by nurses in the intensive room. The research method used a cross-sectional design. Sampling with total sampling technique, a sample of 201 nurses in the intensive room X Hospital in Jakarta. The results showed that there was a significant relationship between age (p-value 0.001), the transactional leadership style of the head of the room according to the nurse's perception was related to burnout (p-value 0.035). There was no significant relationship between the transformational leadership style of the head of the room according to the nurse's perception (p-value 0.211). The conclusion of the study was that there was a relationship between the transactional leadership style of the head of the room perceived by the implementing nurse and burnout in the nurse in the intensive care room. Recommendation: the head of the intensive care unit should adjust his leadership style to be more transformational to reduce nurse burnout."

"Penggunaan teknologi memberikan kemudahan bagi pekerja. Akan tetapi pekerja juga dituntut untuk menyelesaikan lebih banyak pekerjaan dalam waktu singkat, sehingga memicu terjadinya burnout. Zhang et al., (2016) memaparkan bahwa trait mindfulness memiliki hubungan negatif dengan burnout. Burnout memiliki tiga dimensi, yaitu emotional exhaustion, depersonalization/cynicism, professional inefficacy. Penelitian ini dilakukan dengan tujuan menguji hubungan antara trait mindfulness dan burnout pada digital workers, serta menguji hubungan antara trait mindfulness dan dimensi-dimensi burnout pada digital workers. Penelitian ini dilakukan dengan survei online. Partisipan penelitian ini adalah digital workers, yaitu pekerja yang menyelesaikan pekerjaannya menggunakan gawai dan internet, dapat mengakses pekerjaan dari luar tempat kerja, dan mengolah informasi dari media digital untuk keperluan pekerjaan. Trait mindfulness diukur menggunakan Mindful Attention Awareness Scale (Brown & Ryan, 2003) yang sudah diadaptasi oleh Rizky (2018) dan burnout diukur menggunakan Maslach Burnout Inventory – General Survey (Schaufeli et al., 1996) yang telah diadaptasi oleh Maldini (2018). Hasil penelitian ini menunjukkan bahwa terdapat hubungan negatif antara trait mindfulness dan burnout, dan ada hubungan negatif antara trait mindfulness dengan dimensi-dimensi burnout. Dengan demikian, digital workers dan pihak perusahaan dapat mempertimbangkan untuk meningkatkan trait mindfulness sebagai metode menghindari burnout, sekaligus menjadikan trait mindfulness sebagai salah satu kompetensi dalam proses seleksi pekerja baru.

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Technology usage provides convenience for workers. However, company gives workers more workload, thus triggering burnout. According to Zhang et al., (2016), trait mindfulness has negative relationship with burnout. Burnout has three dimensions, namely emotional exhaustion, depersonalization/cynicism, and professional inefficacy. This study is testing the relationship between trait mindfulness and burnout, also testing the relationship between the trait mindfulness and burnout dimensions among digital workers. This research was conducted with an online survey. The participants of this research are digital workers, that is workers who using gadgets and the internet, able to access work everywhere, and process information from digital media. Trait mindfulness were measured using the Mindful Attention Awareness Scale (Brown & Ryan, 2003) which was adapted by Rizky (2018) and burnout was measured using the Maslach Burnout Inventory – General Survey (Schaufeli et al., 1996) which was adapted by Maldini (2018). The results of this study indicate that trait mindfulness has negative relationship with burnout, and there is a negative relationship between trait mindfulness and burnout dimensions. Thus, digital workers and the company can consider increasing trait mindfulness as a method for avoiding burnout, and making trait mindfulness as one of the competencies for the selection process of new workers."

"Tujuan dari penelitian ini untuk mengeksplorasi peran perceived social support pada burnout terhadap perawat di rumah sakit X kelas A di Jakarta. Penelitian ini mengolah data dari 124 partisipan yang berstatus perawat berusia 22-53 tahun, bekerja di rumah sakit X kelas A di Jakarta, dan durasi lama bekerja dari 1 hingga lebih dari 10 tahun. Pengukuran tingkat perceived social support  dan burnout dilakukan dengan menggunakan alat ukur Multidimensional Scale of Perceived Social Support (MSPSS) dan Oldenburg Burnout Inventory (OLBI) keduanya dalam bentuk short form. Hasil analisis korelasi (r=-0.203, p<0.05) dan regresi (r=-0.203, p<0.05) terbukti bahwa terdapat peran perceived social support secara signifikan pada burnout. Dengan kata lain, makin tinggi perceived social support maka akan makin rendah tingkat burnout yang dialami oleh perawat. Pada penelitian ini juga menemukan bahwa dimensi dari perceived social support yang paling berpengaruh pada burnout adalah dimensi keluarga (p=0.003), jika dibandingkan dengan kedua dimensi yang lainnya, seperti teman (p=0.650), dan sosok yang spesial (p=0.610). Dengan demikian, hasil ini sejalan dengan penelitian sebelumnya yang menyatakan bahwa perceived social support memiliki peran protektif terhadap burnout.

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The objective of this study is to explore the role of perceived social support on burnout among nurses at Class A Hospital X in Jakarta. This research processes data from 124 participants who are nurses aged 22-53 years, working at Class A Hospital X in Jakarta, with a working duration ranging from 1 to over 10 years. The measurement of perceived social support and burnout levels was conducted using the Multidimensional Scale of Perceived Social Support (MSPSS) and the Oldenburg Burnout Inventory (OLBI), both in short form. The results of the correlation analysis (r=-0.203, p<0.05) and regression analysis (r=-0.203, p<0.05) showed that perceived social support has a significant role in burnout. In other words, the higher the perceived social support, the lower the level of burnout experienced by nurses. This study also found that the dimension of perceived social support that most influences burnout is the family dimension (p=0.003), compared to the other two dimensions, such as friends (p=0.650), and significant others (p=0.610). Thus, these results are consistent with previous research indicating that perceived social support has a protective role against burnout."

"Permasalahan kesehatan yang terjadi di Indonesia saat ini, salah satu diantaranya yaitu berhubungan dengan sumber daya manusia. Teamwork adalah kelompok kecil yang bekerja sama untuk menyelesaikan tugas dengan cara yang efisien. Burnout adalah sindrom kelelahan fisik dan mental, penurunan citra diri, kurangnya konsentrasi, serta perilaku kerja yang merugikan. Kinerja sebagai perilaku yang ditunjukkan dalam konteks pekerjaan seseorang. Penelitian bertujuan untuk menganalisis hubungan antara teamwork, burnout dengan kinerja personel tenaga kesehatan di Satkes Denma Mabes TNI. Penelitian ini merupakan penelitian kuantitatif dengan desain cross-sectional dan dilakukan pada bulan Oktober hingga November 2024. Sampel penelitian yaitu sebanyak 102 personel tenaga kesehatan Satkes Denma Mabes TNI. Pengumpulan data menggunakan kuesioner teamwork menggunakan kuesioner Salas dan burnout menggunakan kuesioner Maslach Burnout Inventory-Human Services Survey (MBI-HSS) dan penilaian Kinerja menggunakan penilaian beradaptasi pada peraturan menteri pendayagunaan aparatur negara dan reformasi birokrasi Republik Indonesia nomor 6 tahun 2022. Hasil penelitian menunjukkan 46,1% teamwork baik, sebesar 53,9% burnout rendah dan mendapatkan 56,9% penilaian kinerja cukup. Didapatkan hasil dengan menggunakan Uji Mann-whitney yaitu tidak terdapat hubungan antara teamwork dengan kinerja (p=0,220), dan tidak terdapat hubungan antara burnout dengan kinerja (p=0,112). Dilakukan uji Regresi Logistik Sederhana antara teamwork, burnout dengan kinerja didapatkan nilai p value berturut-turut (p=0,675 > 0,05 dan p=0,119 > 0,005). Kesimpulan penelitian bahwa tidak terdapat hubungan antara teamwork dan burnout dengan kinerja personel tenaga kesehatan Satkes Denma Mabes TNI.

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Health problems that occur in Indonesia today, one of which is related to human resources. Teamwork is a small group that works together to complete tasks efficiently. Burnout is a syndrome of physical and mental fatigue, decreased self-image, lack of concentration, and detrimental work behavior. Performance as behavior shown in the context of a person's work. The study aims to analyze the relationship between teamwork, burnout and the performance of health personnel at the Denma Mabes TNI Health Unit. This study is a quantitative study with a cross-sectional design and was conducted from October to November 2024. The research sample was 102 health personnel at the Denma Mabes TNI Health Unit. Data collection using teamwork questionnaires using the Salas questionnaire and burnout using the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) questionnaire and Performance assessment using an adapted assessment of the regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia number 6 of 2022. The results showed that 46.1% of teamwork was good, 53.9% low burnout and 56.9% received a sufficient performance assessment. The results obtained using the Mann-Whitney Test were that there was no relationship between teamwork and performance (p = 0.220), and there was no relationship between burnout and performance (p = 0.112). A Simple Logistic Regression test was carried out between teamwork, burnout and performance, the p values ​​were obtained respectively (p = 0.675> 0.05 and p = 0.119> 0.005). The conclusion of the study is that there is no relationship between teamwork and burnout with the performance of health personnel at the Denma TNI Headquarters Health Unit."

"Di indonesia, perawat merupakan populasi tenaga kesehatan yang paling banyak terpapar oleh virus COVID-19 sehingga menimbulkan kekhawatiran terhadap kondisi kesehatan mental mereka. Beban kerja yang tinggi, durasi kerja yang panjang, kesulitan menyesuaikan diri di situasi pandemi meningkatkan risiko mereka mengembangkan burnout. Studi menemukan bahwa unit kerja dapat menentukan risiko perawat terpapar oleh burnout. Akan tetapi, selama pandemi COVID-19 studi menemukan hasil yang berlawanan, ada yang menemukan perbedaan burnout pada perawat berdasarkan unit kerja, tetapi ada juga yang tidak. Maka dari itu, penelitian ini hendak melihat perbedaan taraf burnout pada perawat berdasarkan unit kerja mereka. Penelitian ini dilakukan pada pertengahan Februari 2022 ketika gelombang dua COVID-19 terjadi di Indonesia. Menggunakan pendekatan hospital-based, 178 perawat dari ICU, UGD, Unit Operasi, Unit Rawat Inap, dan Unit Rawat Jalan dari rumah sakit X di Tangerang berpartisipasi dalam penelitian ini. Hasil penelitian menunjukan bahwa tidak ditemukan perbedaan burnout pada perawat berdasarkan unit kerja mereka selama pandemi COVID-19. Hal ini dapat dijelaskan oleh karakteristik rumah sakit X yang berada dalam skala yang kecil. Rumah sakit dengan skala kecil cenderung bisa mendistribusikan perawat secara merata di setiap unit, sehingga tekanan yang dialami perawat cenderung serupa. Maka dari itu, risiko burnout pada perawat di setiap unit cenderung sama.

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Nurses are the largest population of health workers who are most exposed to the COVID-19 virus in Indonesia, which raises concerns about their mental health state. High workload, long shift duration, and hardship to adapt in uncertain situations increase their risk to develop burnout. In addition to that, previous studies found that hospital units are one of the risk factors that could affect burnout in nurses because each unit has different intensity levels. However, during COVID-19, there are contradicting findings, some studies found differences in burnout based on hospital units, but some studies don’t. Therefore, the aim is to find differences in burnout levels between nurses based on their hospital units. Using a hospital- based approach, a total of 178 nurses from ICU, ED, OT, Inpatient, and Outpatient Unit from a hospital in Tangerang participated in this study. Furthermore, this study was conducted in mid-February 2022 when the second wave of COVID-19 hit Indonesia. This study found that there aren’t any significant differences of burnout levels found among nurses based on their hospital units. This result could be explained by noticing the characteristic of hospital X, which is a small-scale hospital. Hospitals with small scale tend to be able to distribute nurses evenly in each unit, so the pressure experienced by nurses tends to be similar. Therefore, the burnout risk for nurses in each unit tends to be the same with one another."