The aim of this study was to analyse the buffering effect of individual, social and organisational resources on health and intention to leave the profession in the context of burden due to quantitative job demands. In 2017, a cross-sectional survey was carried out anonymously among nurses in palliative care in Germany. One thousand three hundred sixteen nurses responded to the questionnaire (response rate 38.7%), which contained, amongst others, questions from the German version of the Copenhagen Psychosocial Questionnaire (COPSOQ). Moderator analyses were conducted to investigate the buffering effect of different resources on health (‘self-rated health’ and ‘burnout’) and ‘intention to leave’ in the context of quantitative demands. ‘Self-rated health’ was significantly buffered by the resources ‘recognition through salary’ (p = 0.001) and ‘good working team’ (p = 0.004). Additionally, buffering effects of the resources ‘workplace commitment’ and ‘good working team’ on ‘burnout’ (p = 0.001 and p = 0.006, respectively) as well as of the resources ‘degree of freedom’, ‘meeting relatives after death of patients’, ‘recognition from supervisor’ and ‘possibilities for development’ on ‘intention to leave’ (p = 0.014, p = 0.012, p = 0.007 and p = 0.036, respectively) were observed. The results of our study can be used to develop and implement job (re) design interventions with the goal of reducing the risk of burnout and enhancing job satisfaction among nurses in palliative care. This includes for example adequate payment, communication training and team activities or team events to strengthen the team as well as the implementation of some rituals (such as meeting relatives after the death of patients). As our study was exploratory, the results should be confirmed in further studies.

中文翻译：

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健康和离开护理专业的意愿-哪些个人，社会和组织资源可以缓冲定量需求的影响？横断面研究。

这项研究的目的是分析个人，社会和组织资源对健康的缓冲作用以及在由于定量工作需求而造成负担的情况下离开该行业的意愿。2017年，德国对姑息治疗护士进行了匿名调查。1361名护士回答了问卷（回复率为38.7％），其中包括德语版《哥本哈根心理社会问卷》（COPSOQ）的问题。进行了主持人分析，以调查定量需求情况下不同资源对健康（“自我评价的健康”和“倦怠”）和“离开意愿”的缓冲作用。“自评健康”被资源“通过薪资认可”大大缓冲（p = 0。001）和“好的工作团队”（p = 0.004）。此外，资源“工作场所承诺”和“良好的工作团队”对“倦怠”的缓冲作用（分别为p = 0.001和p = 0.006）以及资源“自由度”，“死后与亲戚会面”的缓冲作用观察到的“离开意愿”患者（分别为p = 0.014，p = 0.012，p = 0.007和p = 0.036），“来自主管的认可”和“发展的可能性”。我们的研究结果可用于制定和实施工作（重新）设计干预措施，以降低姑息治疗护士的倦怠风险并提高工作满意度。例如，这包括充足的付款，交流培训和团队活动或团队活动，以加强团队以及执行某些仪式（例如在患者死亡后与亲戚见面）。由于我们的研究只是探索性的，因此结果应在进一步的研究中得到证实。