Burnout Dimensions and Job Satisfaction Among Critical Care Nurses at a Regional Hospital in Oman: A Cross‐Sectional Analysis of Work‐Related Contributing Factors
Abstract
Background Burnout and job satisfaction are major concerns among critical care nurses, yet evidence from Oman’s regional hospitals remains limited. This study examined the relationship between burnout and job satisfaction among critical care nurses. Method A cross‐sectional correlational design was used, with a stratified sample of 150 critical care nurses across five units at an Omani regional hospital. Data were collected using the Maslach Burnout Inventory‐Human Services Survey for Medical Personnel (MBI‐HSS (MP)) and the job satisfaction survey (JSS) and were analyzed using SPSS v31. Results Participants reported moderate burnout (M = 2.90, SD = 0.78) and ambivalent job satisfaction (M = 3.62, SD = 0.57). Burnout varied by unit, with higher emotional exhaustion and depersonalization in the neonatal intensive care unit and the emergency department. Burnout was negatively correlated with job satisfaction (r = −0.40, p < 0.001). Regression indicated that the nurse‐to‐patient ratio was associated with burnout, whereas nationality was associated with job satisfaction. Emotional exhaustion fully mediated the link between the nurse‐to‐patient ratio and job satisfaction (indirect β = −0.12, Sobel z = −3.44, p < 0.001). Conclusion Workload drivers directly exacerbate burnout and reduce job satisfaction among critical care nurses. It is recommended that strategies be implemented to improve staffing levels, provide supportive leadership, and promote professional development to enhance nurse well‐being and retention. Implications for Nursing Management Nurse managers can use the findings of this paper to guide tiered staffing during high‐demand shifts, strengthen peer‐support and debriefing protocols, expand promotion and professional development pathways, and design retention strategies that address the differing needs of local and foreign nurses, focusing on workload controls and career progression for local nurses and on contractual stability and mentorship for expatriate staff.