Construction of a Three‐Dimensional Preventive Intervention Model for Nurses’ Job Burnout: Integration of Multiple Theories and Pilot Verification in Obstetrics and Gynecology Nurses

Given the current severe global shortage of nursing staff, nurse burnout has become a hidden risk threatening patient safety. Alleviating nurse burnout and ensuring patient safety are therefore the core tasks of current clinical nursing management. To address the inadequacies of existing nursing interventions, which are mostly one-dimensional and lack an integrated framework, this study integrates the core logic of the Conservation of Resources Theory, Job Demands-Resources Model, Effort-Reward Imbalance Model, Role Stress Theory, and Social Cognitive Theory. Combined with the definition of burnout dimensions in the Maslach Burnout Inventory, a "Three-Dimensional Preventive Intervention Model" suitable for nurses is constructed from the perspective of intervention implementation. The model consists of a framework structure covering three levels: organizational management-individual nurse-career significance. Specifically, the organizational management focuses on dynamic adjustment of workload to control resource depletion; the individual nurse provides psychological resource support to enhance resource reserves; and career significance activates professional value to achieve resource appreciation. Additionally, the model fully considers key influencing factors related to each dimension, establishing an operable and flexible intervention system for practical clinical settings. To verify the model's feasibility, a preliminary effectiveness validation was conducted in the obstetrics and gynecology department, where nurse burnout is highly prevalent. The results show that this model can provide medical institutions with a standardized general framework for burnout prevention measures at the organizational level. It also allows for dynamic adjustment of intervention measures in a modular manner according to the characteristics of different clinical departments and enables targeted optimization of key priorities across different dimensions. Overall, the model offers replicable and promotable experiences for effective burnout prevention in clinical departments in the future.