HEMŞİRELERDE MERHAMET YORGUNLUĞUNUN İŞTEN AYRILMA NİYETİNE ETKİSİ

Yıl 2025, Cilt: 15 Sayı: 4, 1236 - 1254, 29.12.2025

Pelinsu Buket Güler , Elif Dikmetaş Yardan

Öz

Amaç: Merhamet yorgunluğunun en fazla yaşandığı meslek gruplarından biri hemşirelerdir. Hasta bireyin çektiği acı ve ağrıya tanık olmaları, yaşadığı travmayı fark etmeleri, hastalarla bakım süresince uzun süre ilişki ve empati kurmaları sonucunda hemşirelerde merhamet yorgunluğu gelişmektedir. Bu bakımdan, yapılan çalışmada hemşirelerin merhamet yorgunluğu düzeylerinin işten ayrılma niyetleri üzerinde etkisinin incelenmesi hedeflenmektedir. Ayrıca çalışmaya katılan hemşirelerin merhamet yorgunluğu ve işten ayrılma niyetlerinin sosyo-demografik değişkenlere göre incelenmesi de amaçlanmaktadır.
Yöntem: Araştırma evrenini, Samsun ilinde bir özel hastanede çalışan 175 hemşire oluşturmaktadır. Çalışmada herhangi bir örnekleme yöntemine gidilmeden evrenin tamamına ulaşılması amaçlanmıştır. Bu amaçla araştırmaya gönüllü olarak katılmayı isteyen 173 hemşireden veriler toplanmıştır. Çalışmada veri toplama aracı olarak anket yöntemi kullanılmıştır. Veriler, katılımcıların sosyo-demografik özelliklerinin yer aldığı tanıtıcı bilgi formu, Merhamet Yorgunluğu Kısa Ölçeği ve İşten Ayrılma Niyeti Ölçeği kullanılarak elde edilmiştir. Verilerin analizinde tanımlayıcı istatistiksel yöntemler, iki bağımsız örneklerde t testi, tek yönlü varyans analizi (ANOVA) korelasyon ve regresyon analizlerinden yararlanılmıştır. Tek yönlü varyans analizi sonucunda gruplar arasındaki farklılığın hangi gruptan çıktığını belirlemeye yönelik Tukey testi kullanılmıştır.
Bulgular: Çalışma sonuçlarına göre; hemşirelerin merhamet yorgunluğu ölçeği ile ikincil travma ve mesleki tükenmişlik alt boyutlarının puan ortalamaları sırasıyla 1.97±0.641, 1.86±0.683 ve 2.04±0.729 olarak bulunmuştur. Ayrıca hemşirelerin işten ayrılma niyetlerinin puan ortalaması 2.17±1.10 olduğu belirlenmiştir. Çalışmada yoğun bakım ve ameliyathane bölümlerinde çalışan hemşirelerin mesleki tükenmişlikleri ve merhamet yorgunluğu düzeylerinin yüksek olduğu bulunmuştur. Ayrıca lisansüstü eğitimi bulunan ve işten ayrılmayı düşünen hemşirelerin ikincil travma, mesleki tükenmişlik, merhamet yorgunluğu ve işten ayrılma niyetleri daha yüksek düzeye sahiptir. Çocuğu olmayan hemşirelerin mesleki tükenmişlik ve işten ayrılma niyetlerinde anlamlı farklılık görülmüştür. Hemşirelerin merhamet yorgunluğu, ikincil travma ve mesleki tükenmişliklerinin işten ayrılma niyetleri üzerinde anlamlı ve pozitif yönde etkisinin olduğu görülmüştür.
Sonuç: Sağlık kurumlarında hemşirelerin işten ayrılma durumlarını azaltmak için hemşirelerin bakım sürecinde merhamet yorgunluğunu azaltacak ve motivasyonunu arttıracak (eğitim, takdir edilme, iş yükünü azaltma vb.) önlemlerin yaygınlaştırılması önerilebilir.

Anahtar Kelimeler

Merhamet , merhamet yorgunluğu , niyet

THE EFFECT OF COMPASSION FATIGUE ON NURSES' INTENTION TO LEAVE WORK

Öz

Objective: One of the professional groups experiencing compassion fatigue the most is nurses. Compassion fatigue develops in nurses as a result of witnessing the pain and suffering of the patient, realizing the trauma he or she has experienced, and establishing relationships and empathy with patients for a long time during care. In this regard, the aim of the study is to examine the effect of nurses' compassion fatigue levels on their intention to leave work. It is also aimed to examine the compassion fatigue and turnover intentions of the nurses participating in the study according to socio-demographic variables.
Methods: The research population consists of 175 nurses working in a private hospital in Samsun. The aim of the study was to reach the entire universe without using any sampling method. For this purpose, data were collected from 173 nurses who voluntarily wanted to participate in the research. The survey method was used as a data collection tool in the study. The data was obtained using an introductory information form containing the socio-demographic characteristics of the participants, the Compassion Fatigue Scale and the Intention to Leave Scale. Descriptive statistical methods, t-test in two independent samples, one-way analysis of variance (ANOVA), correlation and regression analyzes were used to analyze the data. As a result of one-way analysis of variance, Tukey test was used to determine which group caused the difference between the groups.
Results: According to the study results; The mean scores of nurses' compassion fatigue scale and secondary trauma and professional burnout subscales were found to be 1.97±0.641, 1.86±0.683 and 2.04±0.729, respectively. In addition, it was determined that the average score of nurses' intention to leave work was 2.17±1.10. In the study, it was found that nurses working in intensive care and operating room departments had high levels of professional burnout and compassion fatigue. In addition, nurses with postgraduate education who are considering quitting the job have higher levels of secondary trauma, job burnout, compassion fatigue and intention to leave work. There was a significant difference in the job burnout and intention to leave work of the nurses who did not have children. It was observed that nurses' compassion fatigue, secondary trauma and job burnout had a significant and positive effect on their intention to leave work.
Conclusion: In order to reduce the dismissal status of nurses in health institutions, it can be recommended to disseminate measures that will reduce the compassion fatigue of nurses and increase their motivation (education, appreciation, reducing workload, etc.) during the care process.

Anahtar Kelimeler

Compassion , compassion fatigue , intention.

Kaynakça

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