TY - JOUR
AU - H. J. Kim
AU - L. O. Pole
AU - C. P. Ramirez
AU - B. Simons
AU - M. Mancuso
AU - N. VanderHorst
AU - R. Merizian
AU - T. B. Moore
AU - M. Dee
AU - P. Doulaveris
AU - L. N. Kawar
A1 - 
AB - Background/local problem : An integrated healthcare system conducted surveys to assess overall well-being to describe perceptions of work environment and to inform meaningful intervention. Burnout and high turnover are compromising workplace safety and quality of care. METHODS: Surveys were sent to all eligible employees in the organization and participation was voluntary and confidential. The 2022 surveys were conducted, and 6,913 nurses participated. INTERVENTIONS: Statistical testing was conducted to identify demographic differences in burnout for tenure, age, manager/non-manager, and care setting. Regressions were conducted to determine top predictors of burnout. RESULTS: Significant differences were found in tenure ( P < .001), age ( P < .001), and manager/ non-manager ( P = .009). Mental health, retention, and workload significantly predicted burnout, F (3,4609) = 1028.33, P < .001, R2 adj = 0.40. CONCLUSION: Nursing burnout ultimately affects turnover and retention in a healthcare system. Monitoring by age, tenure, manager status, and care setting are vital for addressing burnout for nurses.
AD - Kaiser Permanente, National Patient Care Services, Oakland California.; San Francisco School of Nursing, University of California, San Francisco, California.; Kaiser Permanente, Talent & Organizational Performance, National Human Resources, Oakland, California.; Kaiser Permanente, National Workforce Wellbeing, National Human Resources, Oakland California.; Kaiser Permanente, Nursing Research and Evidence-Based Practice Council, Fairfax, Virginia.; Chief Nursing Officer and Assistant Director for Clinical Operations, Kenner Army Health Clinic, Fort Gregg-Adams, Virginia.; Regional Director Nursing Research/EBP Program, Patient Care Services, Kaiser Permanente, Southern California & Hawai'i Region, Pasadena, California.
AN - 42018646
BT - Nurs Adm Q
C5 - Education & Workforce
DA - 04/2026
DO - 10.1097/naq.0000000000000738
DP - NLM
ET - 20260422
JF - Nurs Adm Q
LA - eng
N2 - Background/local problem : An integrated healthcare system conducted surveys to assess overall well-being to describe perceptions of work environment and to inform meaningful intervention. Burnout and high turnover are compromising workplace safety and quality of care. METHODS: Surveys were sent to all eligible employees in the organization and participation was voluntary and confidential. The 2022 surveys were conducted, and 6,913 nurses participated. INTERVENTIONS: Statistical testing was conducted to identify demographic differences in burnout for tenure, age, manager/non-manager, and care setting. Regressions were conducted to determine top predictors of burnout. RESULTS: Significant differences were found in tenure ( P < .001), age ( P < .001), and manager/ non-manager ( P = .009). Mental health, retention, and workload significantly predicted burnout, F (3,4609) = 1028.33, P < .001, R2 adj = 0.40. CONCLUSION: Nursing burnout ultimately affects turnover and retention in a healthcare system. Monitoring by age, tenure, manager status, and care setting are vital for addressing burnout for nurses.
PY - 2026
SN - 0363-9568
ST - Burnout and Well-Being Among Nurses in an Integrated Healthcare System
T1 - Burnout and Well-Being Among Nurses in an Integrated Healthcare System
T2 - Nurs Adm Q
TI - Burnout and Well-Being Among Nurses in an Integrated Healthcare System
U1 - Education & Workforce
U3 - 10.1097/naq.0000000000000738
VO - 0363-9568
Y1 - 2026
ER -