The Relationship between Perceived Social Support, Psychological Capital, Job Burnout, and Work Engagement in Nurses Working On The Front Line Of The Fight Against The Coronavirus

The Relationship between Perceived Social Support, Psychological Capital, Job Burnout, and Work Engagement in Nurses Working On The Front Line Of The Fight Against The Coronavirus | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article The Relationship between Perceived Social Support, Psychological Capital, Job Burnout, and Work Engagement in Nurses Working On The Front Line Of The Fight Against The Coronavirus Abolfazl Rahgoi, Masoud Fallahi-Khoshknab, Mohsen Vahedi, Yadollah Jannati, and 1 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-4281322/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Background Due to the coronavirus epidemic, nurses on the front line of caring for infected patients are always faced with many job stressors, and one of the most inevitable consequences is job burnout, which can cause challenges for work engagement. This study used structural equation modeling to determine the effects of psychological capital and perceived social support on job burnout and work. Methods This study was a cross-sectional descriptive-analytical type. 306 nurses on the frontline of the fight against the coronavirus in the public hospitals of Mazandaran University of Medical Sciences were selected by multi-stage random stratification. The data collection process lasted from September 19 to November 19, 2021. To collect data from Zimet et al. perceived social support questionnaire, Lutans psychological capital questionnaire, Utrecht work engagement scale, and Maslach burnout inventory. PLS3 and SPSS25 software were used to analyze the data. This study was approved by the Ethics Committee of the University of Social welfare and Rehabilitation under the number IR.USWR.REC.1400.105. Results More than half of the people were women, married, under 40 years old, with a bachelor's degree, with over 10 years of work experience, and over one year of experience in corona departments. The fit indices of the research model were favorable (GOF > 0.529) and the research model fit was confirmed. Also, based on the path coefficient there was a significant negative relationship between perceived social support with job burnout (β=-0/115) and psychological capital with job burnout (β=-0/503) and a significant positive relationship between perceived social support with work engagement (β = 0/132) and between psychological capital with work engagement (β = 0/607) (P˂0.05). Conclusions Considering the inevitable effect of perceived social support and psychological capital on reducing job burnout and increasing work engagement; our findings can be used To develop the occupational health of employees and then to develop the quality of health care services by health managers and policymakers. Also, interventions based on social support and psychological capital can be identified and studied as a new area for effective psychological interventions among nurses. perceived social support psychological capital job burnout work engagement nurse coronavirus covid-19 Structural equation Figures Figure 1 INTRODUCTION Coronavirus disease 19 (COVID-19), started in Wuhan, China in early December 2019 and has spread rapidly around the world in a few weeks on January 30, 2020, was reported as a public health emergency by the World Health Organization ( 1 ). The outburst of the coronavirus disease has become a significant public health event worldwide, disrupting people's lives worldwide with rapid spread, high mortality, disruption of social structure, health care system casualties, and withering economic effects( 2 , 3 ). The eruption of emerging infectious diseases, such as Covid-19, has contributed to the constantly increased flow of patients and stress levels in nurses, prompting their burnout( 4 ). Burnout is a basic nursing concern causing outcomes such as low quality of care, decreased patient safety, sickness absence, turnover, and job dissatisfaction, which irrevocably degrades the quality of nursing care( 5 ). Maslach and Jackson conceptualized “burnout” as a prolonged reaction against interpersonal chronic, and emotional stressors at work, characterized by emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment( 6 ). Burnout researchers have examined work engagement as the opposite of burnout, maintaining that work engagement is determined by vigor, absorption, and dedication. Vigor is represented by high energy levels and mental resilience during working. Dedication is a sense of significance, inspiration, enthusiasm, pride, and challenge. Absorption is defined as entirely concentrating on and being deeply engaged in the work. Generally, rather than a specific, fleeting state, engagement is a more pervasive and persevering affective-cognitive condition, which does not focus on any special object, behavior, or event ( 7 ). In the meantime, psychological capital is involved in job burnout development and can decrease burnout extent ( 8 , 9 ). Also, as an essential and effective individual resource, psychological capital can foster work engagement ( 10 – 12 ). Psychological capital can be defined as positive psychological states of personal development, which consist of hope, self-efficacy, optimism, and resilience. These four components are highly changeable such that everyone can strengthen them in different ways given the right psychological conditions( 9 ). The lack of social support is one of the main factors in creating negative psychological consequences in high-risk working conditions. According to the stress-buffering model by Cohen, social support can protect individuals against or moderate the destructive effects of workplace stress and life on mental health ( 13 ). Social support is socioemotional support using social ties to other people, i.e., family, friends, colleagues, and other important people who have an important place in a person's life. Perceived social support is described as assistance and feeling of support received from formal or informal social networks, accessible from both workplace and non-work-related sources ( 14 ). Given the pivotal role of the nursing profession in providing medical services, it tremendously affects health, disease outcomes, and their indicators in the health system. It was hoped that our results would help to achieve the elevated objectives of the health system, especially in the nursing sector. METHODOLOGY This cross-sectional descriptive-analytical research was approved by the Ethics Committee of the university of Social Welfare and Rehabilitation Sciences (IR.USWR.REC.1400,105.) . Participants The research population involved all frontline nurses fighting against Covid-19 in Iran, and the study sample encompassed all frontline nurses fighting against the Covid-19 pandemic working in the hospitals of Mazandaran University of Medical Sciences in 2021. The research sample was selected using multistage stratified sampling. Thus, based on the geographical location of each hospital assigned to treating Covid-19 patients, Mazandaran province was divided into three equally-sized districts: central, western, and eastern. In each district, two hospitals were selected through simple random sampling. Then, after accessing the information on nurses working in Covid-19 sections of selected hospitals, the desired number of research samples was selected by a simple random method considering the share of the two hospitals opted out of each district. According to Cochran's formula, 306 nurses at the hospitals of Mazandaran University of Medical Sciences were included in the study. Thereby, a total of 102 nurses were equally assigned to each district group. The inclusion criteria included all nurses working in public hospitals of Mazandaran University of Medical Sciences without management positions, all nurses working in the Covid-19 sections of hospitals, and the interest and satisfaction of nurses to participate in the research. The exclusion criteria were the participant's unwillingness to proceed with the study and incomplete completion of the questionnaires. Data Collection Instruments Demographic Information Questionnaire This questionnaire comprised data regarding age, gender, marital status, work experience, hospital titles, working section, education, and income. The Multidimensional Scale of Perceived Social Support (MSPSS) MSPSS was designed by Zimet et al. (1998) and has 12 items to identify an individual’s perceived level of social support with friends, family, and significant others measured on a 5-point scale from Very Strongly Disagree to Very Strongly Agree. Zimet et al. reported acceptable validity and reliability for this scale( 15 ). Moreover, Bagherian et al. in a study entitled “Psychometric features of the Persian version of Multidimensional Scale of Perceived Social Support”( 16 ), and also Salimi et al., confirmed its validity ( 17 ). Its reliability for all three dimensions, as reported by Salimi et al. was 0.84 through Cronbach's Alpha. Luthans' Psychological Capital Questionnaire (PCQ) Designed by Luthans (2007), the Psychological Capital Questionnaire has 24 items about an individual's Psychological Capital (PsyCap). It assesses four dimensions of PsyCap, including hope, resiliency, efficacy, and optimism based on a 6-point Likert scale from Strongly Disagree to Strongly Agree. Rajaei, Nadi, and Jafari reported Cronbach's alpha coefficient of 0.89% for positive psychological capital. The coefficients for subscales of optimism, hope, resiliency, and efficacy were 0.70, 0.83, 0.73, and 0.87, respectively. The correlation between the total positive psychological capital and each subscale of optimism, hope, resiliency, and efficacy was 0.76, 0.87, 0.78, and 0.84, respectively, representing acceptable validity( 18 ). Maslach Burnout Inventory (MBI) MBI has 22 items on a Likert scale whose items are rated using 7-level frequency ratings from "never" to "daily", from low to very high-intensity levels. The MBI has three subscales: emotional exhaustion, personal achievement, and depersonalization. Moalemi et al. showed that the weight of each item in its dimension is 0.4 or more than the other dimension. Likewise, Cronbach's alpha for the three dimensions was reported to be greater than 0.7( 19 ). The Utrecht Work Engagement Scale (UWES) UWES has 9 items aiming to assess three dimensions of work engagement: vigor, absorption, and dedication. Torabian et al. showed its acceptable construct and content validity. Also, the internal consistency reliability for the whole scale and subscales was 0.76–0.89( 20 ). This scale is rated on a 5-point Likert scale (Strongly Disagree to Strongly Agree). Research Procedure After receiving permission from the ethics committee in research, the researcher acquired the list and names of nurses working in the Covid-19 section of that hospital in cooperation with the nursing office. The desired number of samples was randomly selected from those lists, taking into account the sample attrition. Given the coordination of the security wards of the respective hospitals, nurses' contact information was provided to the researcher. The researcher then provided participants with questionnaires using online social network platforms, and the sampling procedure continued until the questionnaires were completed. The data collection process was carried out from September 19 to November 19, 2021. DATA ANALYSIS The Kolmogorov-Smirnov test was used to assess the normality of the data, and considering that the distribution of the variables did not follow the normal distribution, the non-parametric Spearman correlation test was used to check the research hypotheses. Spearman's correlation results showed a significant correlation between all research variables and it was also possible to use the structural equation method. Data analysis was done using SPSS version 25 and a structural equation test with a partial least squares approach (PLS version 3). RESULTS According to the demographic table, it can be seen that 42 respondents are male and 264 are female. 217 of these people are married and 89 are single. 114 people in the sample are less than 30 years old, 110 people are between 30 and 40 years old, 82 people are more than 40 years old, 278 people have a BSc degree and 28 people have an MSc degree. Also, most samples (48%) have over ten years of work experience, (91.8%) are bedside nurses, and (67.6%) have an income between 7 and 10 million Tomans. Also, of these people, 80 people have been working in the Corona emergency department, 134 people in the general Corona department, and 92 people in the Corona special care department, and most of these people (67.6%) have been working in the Corona department for more than a year. Demographic information is supplied in Table 1 . Table 1 Demographic Information Regarding nurses in the Covid-19 Section of Hospitals Variables Grouping Frequency % Gender Male 42 13/7 Female 264 86/3 marital status married 217 70/9 Single 89 29/1 Age 40 years 82 26/8 education bachelor 278 90/8 Masters 28 9/2 Work Experience 10 years 148 48/4 Responsible position Staff 281 91/8 head nurse 25 8/2 Monthly income 4 to 6 million tomans 53 17/3 7 to 10 million tomans 207 67/6 More than 10 million tomans 46 15 Hospital department Corona emergency 80 26/1 General Corona 134 43/8 Corona intensive care unit 92 30/1 Duration of activity in the Covid-19 department Less than 1 year 100 32/7 More than 1 year 206 67/3 Measurement Model Considering Cronbach’s alpha values as well as the combined reliability presented in Table 2 , all variables had Table 2 Result of the measurement model Constructs Cronbach's alpha composite reliability Mean-variance extracted (AVE) Perceived Social Support 0/765 0/863 0/679 Psychological capital 0/874 0/914 0/726 Job burnout 0/871 0/921 0/795 Work engagement 0/846 0/907 0/764 Cronbach’s alpha values more than 0.765, indicating the good reliability of the model domains. Convergent validity can be applied to fit the model in the PLS structural equation modeling method, which was more than 0.5 and acceptable (Table 2 ). Discriminant validity refers to the extent to which items are distinguished among the constructs or measure distinct concepts. It was determined by assessing the correlations between constructs and the square root of AVE for each construct (Table 3 ) (the square root of the AVE was more than the correlation values in the column and the row). Hence, the model was accepted because it fits all the convergent and discriminant validity criteria. Table 3 Discriminant validity of constructs Perceived Social Support Psychological capital Job burnout Work engagement Perceived Social Support 0/824 Psychological capital 0/574 0/852 Job burnout -0/404 -0/569 0/892 Work engagement 0/48 0/682 -0/644 0/874 Structural Model As shown in Table 4 the R 2 average was more than the medium which is specified and it indicates that the predictive power of the model is moderate, and it confirms the appropriate fit of the research structural model. Table 4 Communality and R2 value factors R2 value Communality values Perceived Social Support - 0/679 Psychological capital 0/329 0/726 Job burnout 0/333 0/795 Work engagement 0/477 0/764 The structural model indicates the causal relationship among the model constructs (the R 2 value and path coefficient). The R 2 value and path coefficient (beta and significance) indicate how the hypothesized causal relationship is supported by the data in the model. Table 5 and Fig. 1 indicate the structural model result from the PLS output. Table 5 Summary of the structural model path β value t-statistics Decisions Perceived social support -> psychological capital 0/574 12/186** S Perceived social support -> job burnout 0-/115 2/144* S Perceived social support -> work engagement 0/132 2/789* S Psychological capital -> job burnout 0-/503 9/731** S Psychological capital -> work engagement 0/607 13/825** S **P˂0/001 *P˂0/05 Overall model fit The goodness‑of‑fit (GOF) index as a measure of the model's overall fit can predict endogenous variables. It is the multiplied squared of two values of the R 2 average and the commonality average. GOF = √average (communality) × R 2 Average (communalities) = 0.741 Average ( R 2 ) = 0.379 GOF = 0.529 strong overall fit The obtained value for GOF was 0.529 which was more than the strong value of 0.36 (Table 4 ); thus, the overall model fitting was appropriate and its structure fits the data well. According to Table 5 and Fig. 1 , the path coefficient of perceived social support on psychological capital (β = 0/574), job burnout (β=-0/115), and work engagement (β = 0/132) indicates a significant relationship. And also The path coefficient of psychological capital on job burnout (β=-0/503) and work engagement (β = 0/607) indicates a significant relationship in frontline nurses fighting against the Covid-19 pandemic working in the hospitals of Mazandaran University of Medical Sciences. DISCUSSION There was a significant positive relationship between perceived social support with work engagement and psychological capital and a significant negative relationship with job burnout. Our results are in line with other studies: Tian Ya Huo et al.( 21 ), Han Xiao et al.( 22 ), Cao et al.( 23 ), Nasurdin et al.( 24 ), Ashoori et al.( 25 )and Piri and Zeinali( 26 ). Tian Ya Huo et al found that resilience plays a mediating role in the relationship between mental health and social support of medical staff. Also, Han Xiao et al reported in their study that the level of social support of healthcare workers was significantly related to sleep quality and self-efficacy and was negatively related to anxiety and stress levels. Cao et al. showed a direct and significant relationship between the components of perceived social support and the components of work engagement. Also, Nasurdin et al. in Malaysia showed that work engagement mediates the relationship between three forms of social support (support from the organization, supervisors, and peers) and nurses' job performance. Ashoori et al. and Piri and Zinali reported a significant negative relationship between perceived social support and nurses' job burnout. We showed a significant positive relationship between psychological capital with work engagement and a significant negative relationship with job burnout, which is similar to other reports, such as de coning ( 27 ), Arefnejad, et al.( 28 ), Jiaxi Peng( 29 ), Karimi, Asgari, and Sharifian( 30 ). In a study by De coning, it was shown that the relationships between psychological capital and work participation, work participation, and individual performance were statistically significant, and it was confirmed that work participation has an indirect effect on the relationship between psychological capital and individual performance. Arefnejad et al. reported that the rate of burnout caused by the stress of being infected with Corona was lower in people who have high psychological capital compared to nurses with low psychological capital. Also, Jiaxi Peng et al showed that psychological capital had a significant relationship with job burnout. Karimi, Asgari, and Sharifian reported a significant and inverse relationship between the resilience component of psychological capital and job burnout. CONCLUSION According to the findings of this research, during the time of accidents and crises, the nurses and other healthcare workers who are chosen to provide services to the people, should have high psychological capital and perceived support: because these people have less job burnout experience and it will also have a significant positive effect on their work engagement and finally the occupational health of the employees in the work environment will be maintained and with healthy and efficient forces we will achieve the comprehensive goal of providing quality services to the people. Therefore, knowledge of the internal and external factors affecting job burnout and work engagement can be used as a basis for decision-making and policy-making. Also, those in charge should have detailed and documented planning to continuously identify issues and problems that eventually cause job burnout and create professional inadequacies such as reducing work participation, and by adopting new and flexible policies and implementing supportive and psychological interventions, try to adjust and prevent the phenomenon of job burnout. Certainly, by having healthy and efficient forces, in the face of unpredictable and large crises such as the Corona pandemic, the health system can demonstrate high professional efficiency. Declarations Acknowledgments We thank all nurses who helped us to do this project. Authors' contributions A.R and M.F and F.A were contributed in conceptualization, writing original draft, writing review& editing, methodology and data analysis. M.V was contributed in methodology and data analysis and interpretation. Y.J was contributed in data collection. A.R and F.A were involved in all stages of this study. All authors have seen and approved the final, submitted version of this manuscript. Funding Not applicable. Data availability The datasets used and analyzed during the current study are available from the corresponding author on reasonable request. Ethics approval and consent to participate The study protocol was approved by the ethic committee of the university of Social Welfare and Rehabilitation Sciences. The participants received required information about the study and informed written consent was collected from all participants prior to the start of the study as one of the criteria for them to join the study. Consent for publication Not applicable. Competing Interest The authors declare no competing interests. References Zhu N, Zhang D, Wang W, Li X, Yang B, Song J, et al. China Novel Coronavirus Investigating and Research Team. A novel coronavirus from patients with pneumonia in China, 2019. N Engl J Med. 2020;382(8):727–33. 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Karimi F, Asgari Mobarakeh A, Sharifian Shahkoochaki V. The Relationship between Spiritual Leadership and Psychological Capital with Nurses' Burnout. International Conference of Management Elites: undefined; 2016. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-4281322","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":301547773,"identity":"3dcbb16d-3fb2-4867-89c8-1d5ea89d0ccc","order_by":0,"name":"Abolfazl Rahgoi","email":"","orcid":"","institution":"University of Social Welfare and Rehabilitation Sciences","correspondingAuthor":false,"prefix":"","firstName":"Abolfazl","middleName":"","lastName":"Rahgoi","suffix":""},{"id":301547774,"identity":"d6781357-6f6b-44f4-a2fa-4cbc47d89f6e","order_by":1,"name":"Masoud Fallahi-Khoshknab","email":"","orcid":"","institution":"University of Social Welfare and Rehabilitation Sciences","correspondingAuthor":false,"prefix":"","firstName":"Masoud","middleName":"","lastName":"Fallahi-Khoshknab","suffix":""},{"id":301547775,"identity":"f33c41fb-5e60-47ef-bd68-28257ac54274","order_by":2,"name":"Mohsen Vahedi","email":"","orcid":"","institution":"University of Social Welfare and Rehabilitation Sciences","correspondingAuthor":false,"prefix":"","firstName":"Mohsen","middleName":"","lastName":"Vahedi","suffix":""},{"id":301547776,"identity":"78f7dc91-5df6-4e13-8d9b-7a4a525b57c7","order_by":3,"name":"Yadollah Jannati","email":"","orcid":"","institution":"Mazandaran University of Medical Sciences","correspondingAuthor":false,"prefix":"","firstName":"Yadollah","middleName":"","lastName":"Jannati","suffix":""},{"id":301547777,"identity":"9385e389-631c-4abb-9407-01250f0e9752","order_by":4,"name":"fatemeh amiri","email":"data:image/png;base64,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","orcid":"","institution":"University of Social Welfare and Rehabilitation Sciences","correspondingAuthor":true,"prefix":"","firstName":"fatemeh","middleName":"","lastName":"amiri","suffix":""}],"badges":[],"createdAt":"2024-04-17 10:42:09","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-4281322/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-4281322/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":56548254,"identity":"a3ef3693-4458-4041-b965-92d6ee4c93b8","added_by":"auto","created_at":"2024-05-15 15:40:53","extension":"jpeg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":150249,"visible":true,"origin":"","legend":"\u003cp\u003eThe structural model\u003c/p\u003e","description":"","filename":"floatimage3.jpeg","url":"https://assets-eu.researchsquare.com/files/rs-4281322/v1/f84b868d6677034093e81520.jpeg"},{"id":56580188,"identity":"bac1c286-baf8-4863-9e6d-0c692b8c0a7a","added_by":"auto","created_at":"2024-05-16 06:04:40","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":896454,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-4281322/v1/92814f24-c402-4f6e-990c-f56cdba6de3e.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Relationship between Perceived Social Support, Psychological Capital, Job Burnout, and Work Engagement in Nurses Working On The Front Line Of The Fight Against The Coronavirus","fulltext":[{"header":"INTRODUCTION","content":"\u003cp\u003eCoronavirus disease 19 (COVID-19), started in Wuhan, China in early December 2019 and has spread rapidly around the world in a few weeks on January 30, 2020, was reported as a public health emergency by the World Health Organization (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e). The outburst of the coronavirus disease has become a significant public health event worldwide, disrupting people's lives worldwide with rapid spread, high mortality, disruption of social structure, health care system casualties, and withering economic effects(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e). The eruption of emerging infectious diseases, such as Covid-19, has contributed to the constantly increased flow of patients and stress levels in nurses, prompting their burnout(\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e). Burnout is a basic nursing concern causing outcomes such as low quality of care, decreased patient safety, sickness absence, turnover, and job dissatisfaction, which irrevocably degrades the quality of nursing care(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). Maslach and Jackson conceptualized \u0026ldquo;burnout\u0026rdquo; as a prolonged reaction against interpersonal chronic, and emotional stressors at work, characterized by emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment(\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e). Burnout researchers have examined work engagement as the opposite of burnout, maintaining that work engagement is determined by vigor, absorption, and dedication. Vigor is represented by high energy levels and mental resilience during working. Dedication is a sense of significance, inspiration, enthusiasm, pride, and challenge. Absorption is defined as entirely concentrating on and being deeply engaged in the work. Generally, rather than a specific, fleeting state, engagement is a more pervasive and persevering affective-cognitive condition, which does not focus on any special object, behavior, or event (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eIn the meantime, psychological capital is involved in job burnout development and can decrease burnout extent (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e). Also, as an essential and effective individual resource, psychological capital can foster work engagement (\u003cspan additionalcitationids=\"CR11\" citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e). Psychological capital can be defined as positive psychological states of personal development, which consist of hope, self-efficacy, optimism, and resilience. These four components are highly changeable such that everyone can strengthen them in different ways given the right psychological conditions(\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThe lack of social support is one of the main factors in creating negative psychological consequences in high-risk working conditions. According to the stress-buffering model by Cohen, social support can protect individuals against or moderate the destructive effects of workplace stress and life on mental health (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e). Social support is socioemotional support using social ties to other people,\u003c/p\u003e \u003cp\u003ei.e., family, friends, colleagues, and other important people who have an important place in a person's life. Perceived social support is described as assistance and feeling of support received from formal or informal social networks, accessible from both workplace and non-work-related sources (\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eGiven the pivotal role of the nursing profession in providing medical services, it tremendously affects health, disease outcomes, and their indicators in the health system. It was hoped that our results would help to achieve the elevated objectives of the health system, especially in the nursing sector.\u003c/p\u003e"},{"header":"METHODOLOGY","content":"\u003cp\u003e This cross-sectional descriptive-analytical research was approved by the Ethics Committee of the university of\u003c/p\u003e \u003cp\u003eSocial Welfare and Rehabilitation Sciences (IR.USWR.REC.1400,105.) .\u003c/p\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eParticipants\u003c/h2\u003e \u003cp\u003eThe research population involved all frontline nurses fighting against Covid-19 in Iran, and the study sample encompassed all frontline nurses fighting against the Covid-19 pandemic working in the hospitals of Mazandaran University of Medical Sciences in 2021. The research sample was selected using multistage stratified sampling. Thus, based on the geographical location of each hospital assigned to treating Covid-19 patients, Mazandaran province was divided into three equally-sized districts: central, western, and eastern. In each district, two hospitals were selected through simple random sampling. Then, after accessing the information on nurses working in Covid-19 sections of selected hospitals, the desired number of research samples was selected by a simple random method considering the share of the two hospitals opted out of each district. According to Cochran's formula, 306 nurses at the hospitals of Mazandaran University of Medical Sciences were included in the study. Thereby, a total of 102 nurses were equally assigned to each district group.\u003c/p\u003e \u003cp\u003e\u003cimg src=\"https://myfiles.space/user_files/127393_c7e80a1c9bb65875/127393_custom_files/img1715583337.png\"\u003e\u003cbr\u003e\u003c/p\u003e \u003cp\u003eThe inclusion criteria included all nurses working in public hospitals of Mazandaran University of Medical Sciences without management positions, all nurses working in the Covid-19 sections of hospitals, and the interest and satisfaction of nurses to participate in the research. The exclusion criteria were the participant's unwillingness to proceed with the study and incomplete completion of the questionnaires.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003eData Collection Instruments\u003c/h2\u003e \u003cdiv id=\"Sec5\" class=\"Section3\"\u003e \u003ch2\u003eDemographic Information Questionnaire\u003c/h2\u003e \u003cp\u003eThis questionnaire comprised data regarding age, gender, marital status, work experience, hospital titles, working section, education, and income.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section3\"\u003e \u003ch2\u003eThe Multidimensional Scale of Perceived Social Support (MSPSS)\u003c/h2\u003e \u003cp\u003eMSPSS was designed by Zimet et al. (1998) and has 12 items to identify an individual\u0026rsquo;s perceived level of social support with friends, family, and significant others measured on a 5-point scale from Very Strongly Disagree to Very Strongly Agree. Zimet et al. reported acceptable validity and reliability for this scale(\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e). Moreover, Bagherian et al. in a study entitled \u0026ldquo;Psychometric features of the Persian version of Multidimensional Scale of Perceived Social Support\u0026rdquo;(\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e), and also Salimi et al., confirmed its validity (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e). Its reliability for all three dimensions, as reported by Salimi et al. was 0.84 through Cronbach's Alpha.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section3\"\u003e \u003ch2\u003eLuthans' Psychological Capital Questionnaire (PCQ)\u003c/h2\u003e \u003cp\u003eDesigned by Luthans (2007), the Psychological Capital Questionnaire has 24 items about an individual's Psychological Capital (PsyCap). It assesses four dimensions of PsyCap, including hope, resiliency, efficacy, and optimism based on a 6-point Likert scale from Strongly Disagree to Strongly Agree. Rajaei, Nadi, and Jafari reported Cronbach's alpha coefficient of 0.89% for positive psychological capital. The coefficients for subscales of optimism, hope, resiliency, and efficacy were 0.70, 0.83, 0.73, and 0.87, respectively. The correlation between the total positive psychological capital and each subscale of optimism, hope, resiliency, and efficacy was 0.76,\u003c/p\u003e \u003cp\u003e0.87, 0.78, and 0.84, respectively, representing acceptable validity(\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eMaslach Burnout Inventory (MBI)\u003c/h2\u003e \u003cp\u003eMBI has 22 items on a Likert scale whose items are rated using 7-level frequency ratings from \"never\" to \"daily\", from low to very high-intensity levels. The MBI has three subscales: emotional exhaustion, personal achievement, and depersonalization. Moalemi et al. showed that the weight of each item in its dimension is 0.4 or more than the other dimension. Likewise, Cronbach's alpha for the three dimensions was reported to be greater than 0.7(\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e).\u003c/p\u003e \u003cdiv id=\"Sec9\" class=\"Section3\"\u003e \u003ch2\u003eThe Utrecht Work Engagement Scale (UWES)\u003c/h2\u003e \u003cp\u003eUWES has 9 items aiming to assess three dimensions of work engagement: vigor, absorption, and dedication. Torabian et al. showed its acceptable construct and content validity. Also, the internal consistency reliability for the whole scale and subscales was 0.76\u0026ndash;0.89(\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e). This scale is rated on a 5-point Likert scale (Strongly Disagree to Strongly Agree).\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003eResearch Procedure\u003c/h2\u003e \u003cp\u003eAfter receiving permission from the ethics committee in research, the researcher acquired the list and names of nurses working in the Covid-19 section of that hospital in cooperation with the nursing office. The desired number of samples was randomly selected from those lists, taking into account the sample attrition. Given the coordination of the security wards of the respective hospitals, nurses' contact information was provided to the researcher. The researcher then provided participants with questionnaires using online social network platforms, and the sampling procedure continued until the questionnaires were completed. The data collection process was carried out from September 19 to November 19, 2021.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eDATA ANALYSIS\u003c/h2\u003e \u003cp\u003eThe Kolmogorov-Smirnov test was used to assess the normality of the data, and considering that the distribution of the variables did not follow the normal distribution, the non-parametric Spearman correlation test was used to check the research hypotheses. Spearman's correlation results showed a significant correlation between all research variables and it was also possible to use the structural equation method. Data analysis was done using SPSS version 25 and a structural equation test with a partial least squares approach (PLS version 3).\u003c/p\u003e \u003c/div\u003e"},{"header":"RESULTS","content":"\u003cp\u003eAccording to the demographic table, it can be seen that 42 respondents are male and 264 are female. 217 of these people are married and 89 are single. 114 people in the sample are less than 30 years old, 110 people are between 30 and 40 years old, 82 people are more than 40 years old, 278 people have a BSc degree and 28 people have an MSc degree. Also, most samples (48%) have over ten years of work experience, (91.8%) are bedside nurses, and (67.6%) have an income between 7 and 10\u0026nbsp;million Tomans. Also, of these people, 80 people have been working in the Corona emergency department, 134 people in the general Corona department, and 92 people in the Corona special care department, and most of these people (67.6%) have been working in the Corona department for more than a year. Demographic information is supplied in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic Information Regarding nurses in the Covid-19 Section of Hospitals\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGrouping\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e\u003cb\u003eGender\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e42\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13/7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e264\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e86/3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e\u003cb\u003emarital status\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003emarried\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e217\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e70/9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e29/1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e\u003cb\u003eAge\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt; 30 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e114\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e37/3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e30\u0026ndash;40 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e110\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e35/9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026gt; 40 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e82\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26/8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e\u003cb\u003eeducation\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ebachelor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e278\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e90/8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMasters\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9/2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e\u003cb\u003eWork Experience\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt; 2 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e15/7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBetween 2 and 5 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e20/6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBetween 5 and 10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e15/4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026gt; 10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e148\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e48/4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e\u003cb\u003eResponsible position\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eStaff\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e281\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e91/8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ehead nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e8/2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e\u003cb\u003eMonthly income\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4 to 6\u0026nbsp;million tomans\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e17/3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e7 to 10\u0026nbsp;million tomans\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e207\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e67/6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMore than 10\u0026nbsp;million tomans\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003e\u003cb\u003eHospital department\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCorona emergency\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e80\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26/1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGeneral Corona\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e134\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e43/8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCorona intensive care unit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e92\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e30/1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003e\u003cb\u003eDuration of activity in the Covid-19 department\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLess than 1 year\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e100\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e32/7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMore than 1 year\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e206\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e67/3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eMeasurement Model\u003c/h2\u003e \u003cp\u003eConsidering Cronbach\u0026rsquo;s alpha values as well as the combined reliability presented in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e, all variables had\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eResult of the measurement model\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eConstructs\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCronbach's alpha\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003ecomposite\u003c/p\u003e \u003cp\u003ereliability\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMean-variance extracted (AVE)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived Social Support\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/765\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/863\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0/679\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePsychological capital\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/874\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/914\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0/726\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eJob burnout\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/871\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/921\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0/795\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eWork engagement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/846\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/907\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0/764\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eCronbach\u0026rsquo;s alpha values more than 0.765, indicating the good reliability of the model domains. Convergent validity can be applied to fit the model in the PLS structural equation modeling method, which was more than 0.5 and acceptable (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eDiscriminant validity refers to the extent to which items are distinguished among the constructs or measure distinct concepts. It was determined by assessing the correlations between constructs and the square root of AVE for each construct (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e) (the square root of the AVE was more than the correlation values in the column and the row). Hence, the model was accepted because it fits all the convergent and discriminant validity criteria.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDiscriminant validity of constructs\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePerceived Social Support\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003ePsychological\u003c/p\u003e \u003cp\u003ecapital\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJob burnout\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWork engagement\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived Social Support\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/824\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePsychological capital\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/574\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/852\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eJob burnout\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0/404\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0/569\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0/892\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eWork engagement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/682\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-0/644\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0/874\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eStructural Model\u003c/h2\u003e \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e the R\u003csup\u003e2\u003c/sup\u003e average was more than the medium which is specified and it indicates that the predictive power of the model is moderate, and it confirms the appropriate fit of the research structural model.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eCommunality and R2 value\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003efactors\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eR2 value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eCommunality values\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived Social Support\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/679\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePsychological capital\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/329\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/726\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eJob burnout\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/333\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/795\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eWork engagement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/477\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0/764\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe structural model indicates the causal relationship among the model constructs (the R\u003csup\u003e2\u003c/sup\u003e value and path coefficient). The R\u003csup\u003e2\u003c/sup\u003e value and path coefficient (beta and significance) indicate how the hypothesized causal relationship is supported by the data in the model. Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e indicate the structural model result from the PLS output.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eSummary of the structural model\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003epath\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eβ value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003et-statistics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eDecisions\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived social support -\u0026gt;\u003c/b\u003e\u003c/p\u003e \u003cp\u003e\u003cb\u003epsychological capital\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/574\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e12/186**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eS\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived social support -\u0026gt; job burnout\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0-/115\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2/144*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eS\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePerceived social support -\u0026gt; work engagement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/132\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2/789*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eS\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePsychological capital -\u0026gt; job burnout\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0-/503\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9/731**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eS\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePsychological capital -\u0026gt; work engagement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0/607\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13/825**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eS\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"4\"\u003e**P˂0/001\u003c/td\u003e\u003c/tr\u003e \u003ctr\u003e\u003ctd colspan=\"4\"\u003e*P˂0/05\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eOverall model fit\u003c/h2\u003e \u003cp\u003eThe goodness‑of‑fit (GOF) index as a measure of the model's overall fit can predict endogenous variables.\u003c/p\u003e \u003cp\u003eIt is the multiplied squared of two values of the R\u003csup\u003e2\u003c/sup\u003e average and the commonality average.\u003c/p\u003e \u003cp\u003eGOF = \u0026radic;average (communality) \u0026times; \u003cem\u003eR\u003c/em\u003e\u003csub\u003e2\u003c/sub\u003e\u003c/p\u003e \u003cp\u003eAverage (communalities)\u0026thinsp;=\u0026thinsp;0.741\u003c/p\u003e \u003cp\u003eAverage (\u003cem\u003eR\u003c/em\u003e\u003csub\u003e2\u003c/sub\u003e)\u0026thinsp;=\u0026thinsp;0.379\u003c/p\u003e \u003cp\u003eGOF\u0026thinsp;=\u0026thinsp;0.529 strong overall fit\u003c/p\u003e \u003cp\u003eThe obtained value for GOF was 0.529 which was more than the strong value of 0.36 (Table \u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e); thus, the overall model fitting was appropriate and its structure fits the data well.\u003c/p\u003e \u003cp\u003eAccording to Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e and Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, the path coefficient of perceived social support on psychological capital (β\u0026thinsp;=\u0026thinsp;0/574), job burnout (β=-0/115), and work engagement (β\u0026thinsp;=\u0026thinsp;0/132) indicates a significant relationship. And also The path coefficient of psychological capital on job burnout (β=-0/503) and work engagement (β\u0026thinsp;=\u0026thinsp;0/607) indicates a significant relationship in frontline nurses fighting against the Covid-19 pandemic working in the hospitals of Mazandaran University of Medical Sciences.\u003c/p\u003e \u003c/div\u003e"},{"header":"DISCUSSION","content":"\u003cp\u003eThere was a significant positive relationship between perceived social support with work engagement and psychological capital and a significant negative relationship with job burnout. Our results are in line with other studies: Tian Ya Huo et al.(\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e), Han Xiao et al.(\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e), Cao et al.(\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e), Nasurdin et al.(\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e), Ashoori et al.(\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e)and Piri and Zeinali(\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e). Tian Ya Huo et al found that resilience plays a mediating role in the relationship between mental health and social support of medical staff. Also, Han Xiao et al reported in their study that the level of social support of healthcare workers was significantly related to sleep quality and self-efficacy and was negatively related to anxiety and stress levels. Cao et al. showed a direct and significant relationship between the components of perceived social support and the components of work engagement. Also, Nasurdin et al. in Malaysia showed that work engagement mediates the relationship between three forms of social support (support from the organization, supervisors, and peers) and nurses' job performance. Ashoori et al. and Piri and Zinali reported a significant negative relationship between perceived social support and nurses' job burnout.\u003c/p\u003e \u003cp\u003eWe showed a significant positive relationship between psychological capital with work engagement and a significant negative relationship with job burnout, which is similar to other reports, such as de coning (\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e), Arefnejad, et al.(\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e), Jiaxi Peng(\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e), Karimi, Asgari, and Sharifian(\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e). In a study by De coning, it was shown that the relationships between psychological capital and work participation, work participation, and individual performance were statistically significant, and it was confirmed that work participation has an indirect effect on the relationship between psychological capital and individual performance. Arefnejad et al. reported that the rate of burnout caused by the stress of being infected with Corona was lower in people who have high psychological capital compared to nurses with low psychological capital. Also, Jiaxi Peng et al showed that psychological capital had a significant relationship with job burnout. Karimi, Asgari, and Sharifian reported a significant and inverse relationship between the resilience component of psychological capital and job burnout.\u003c/p\u003e"},{"header":"CONCLUSION","content":"\u003cp\u003eAccording to the findings of this research, during the time of accidents and crises, the nurses and other healthcare workers who are chosen to provide services to the people, should have high psychological capital and perceived support: because these people have less job burnout experience and it will also have a significant positive effect on their work engagement and finally the occupational health of the employees in the work environment will be maintained and with healthy and efficient forces we will achieve the comprehensive goal of providing quality services to the people. Therefore, knowledge of the internal and external factors affecting job burnout and work engagement can be used as a basis for decision-making and policy-making. Also, those in charge should have detailed and documented planning to continuously identify issues and problems that eventually cause job burnout and create professional inadequacies such as reducing work participation, and by adopting new and flexible policies and implementing supportive and psychological interventions, try to adjust and prevent the phenomenon of job burnout. Certainly, by having healthy and efficient forces, in the face of unpredictable and large crises such as the Corona pandemic, the health system can demonstrate high professional efficiency.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAcknowledgments\u003c/h2\u003e\n\u003cp\u003eWe thank all nurses who helped us to do this project.\u003c/p\u003e\n\u003ch2\u003eAuthors\u0026apos; contributions\u003c/h2\u003e\n\u003cp\u003e\u0026nbsp;A.R and M.F and F.A were contributed in conceptualization, writing original draft, writing review\u0026amp; editing, methodology and data analysis. M.V was contributed in methodology and data analysis and interpretation. Y.J was contributed in data collection. A.R and F.A were involved in all stages of this study. All authors have seen and approved the final, submitted version of this manuscript. \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u003c/p\u003e\n\u003ch2\u003eFunding\u003c/h2\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003ch2\u003eData availability\u003c/h2\u003e\n\u003cp\u003eThe datasets used and analyzed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study protocol was approved by the ethic committee of the university of Social Welfare and Rehabilitation Sciences. The participants received required\u003cspan dir=\"RTL\"\u003e\u0026nbsp;\u003c/span\u003einformation about the study and informed written consent was collected from all participants prior to the start of the study as one of the criteria for them to join the study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting Interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eZhu N, Zhang D, Wang W, Li X, Yang B, Song J, et al. China Novel Coronavirus Investigating and Research Team. A novel coronavirus from patients with pneumonia in China, 2019. 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Psychol Stud. 2009;5(3):81\u0026ndash;102.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRajaei A, Nadi M, jafari A. Psychometric properties of the Positive Psychological Capital Scale among the staff of Isfahan Education Headquarters. Knowl Res Appl Psychol. 2017;18(3):94\u0026ndash;108.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMoalemi S, Kavoosi Z, Beygi N, Deghan A, Karimi A, Parvizi MM. Evaluation of the Persian Version of Maslach Burnout Inventory-Human Services Survey among Iranian Nurses: Validity and Reliability. 2018. 2018;7.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eTorabinia M, Mahmoudi S, Dolatshahi M, Abyaz MR. Measuring engagement in nurses: the psychometric properties of the Persian version of Utrecht Work Engagement Scale. Med J Islamic Repub Iran. 2017;31:15.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eHou T, Zhang T, Cai W, Song X, Chen A, Deng G, et al. Social support and mental health among health care workers during Coronavirus Disease 2019 outbreak: A moderated mediation model. PLoS ONE. 2020;15(5):e0233831.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eXiao H, Zhang Y, Kong D, Li S, Yang N. The effects of social support on sleep quality of medical staff treating patients with coronavirus disease 2019 (COVID-19) in January and February 2020 in China. Med Sci monitor: Int Med J experimental Clin Res. 2020;26:e923549\u0026ndash;1.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eCao X, Chen L. Relationships among social support, empathy, resilience and work engagement in haemodialysis nurses. Int Nurs Rev. 2019;66(3):366\u0026ndash;73.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eNasurdin AM, Ling TC, Khan SN. Linking social support, work engagement and job performance in nursing. Int J Bus Soc. 2018;19(2).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eAshoori J. 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The impact of psychological capital on job burnout of Chinese nurses: the mediator role of organizational commitment. PLoS ONE. 2013;8(12):e84193.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eKarimi F, Asgari Mobarakeh A, Sharifian Shahkoochaki V. The Relationship between Spiritual Leadership and Psychological Capital with Nurses' Burnout. International Conference of Management Elites: undefined; 2016.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"perceived social support, psychological capital, job burnout, work engagement, nurse, coronavirus, covid-19, Structural equation","lastPublishedDoi":"10.21203/rs.3.rs-4281322/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-4281322/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eDue to the coronavirus epidemic, nurses on the front line of caring for infected patients are always faced with many job stressors, and one of the most inevitable consequences is job burnout, which can cause challenges for work engagement. This study used structural equation modeling to determine the effects of psychological capital and perceived social support on job burnout and work.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eThis study was a cross-sectional descriptive-analytical type. 306 nurses on the frontline of the fight against the coronavirus in the public hospitals of Mazandaran University of Medical Sciences were selected by multi-stage random stratification. The data collection process lasted from September 19 to November 19, 2021. To collect data from Zimet et al. perceived social support questionnaire, Lutans psychological capital questionnaire, Utrecht work engagement scale, and Maslach burnout inventory. PLS3 and SPSS25 software were used to analyze the data. This study was approved by the Ethics Committee of the University of Social welfare and Rehabilitation under the number IR.USWR.REC.1400.105.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eMore than half of the people were women, married, under 40 years old, with a bachelor's degree, with over 10 years of work experience, and over one year of experience in corona departments. The fit indices of the research model were favorable (GOF\u0026thinsp;\u0026gt;\u0026thinsp;0.529) and the research model fit was confirmed. Also, based on the path coefficient there was a significant negative relationship between perceived social support with job burnout (β=-0/115) and psychological capital with job burnout (β=-0/503) and a significant positive relationship between perceived social support with work engagement (β\u0026thinsp;=\u0026thinsp;0/132) and between psychological capital with work engagement (β\u0026thinsp;=\u0026thinsp;0/607) (P˂0.05).\u003c/p\u003e\u003ch2\u003eConclusions\u003c/h2\u003e \u003cp\u003eConsidering the inevitable effect of perceived social support and psychological capital on reducing job burnout and increasing work engagement; our findings can be used To develop the occupational health of employees and then to develop the quality of health care services by health managers and policymakers. Also, interventions based on social support and psychological capital can be identified and studied as a new area for effective psychological interventions among nurses.\u003c/p\u003e","manuscriptTitle":"The Relationship between Perceived Social Support, Psychological Capital, Job Burnout, and Work Engagement in Nurses Working On The Front Line Of The Fight Against The Coronavirus","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-05-15 15:40:33","doi":"10.21203/rs.3.rs-4281322/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"7a9ed010-934f-4c60-bf47-d776c6857ee3","owner":[],"postedDate":"May 15th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2024-05-16T05:56:34+00:00","versionOfRecord":[],"versionCreatedAt":"2024-05-15 15:40:33","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-4281322","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-4281322","identity":"rs-4281322","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}