INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
The Relationship between Perceived Organizational Support and  
Self-Compassion with Nurses Burnout at Dr. H. Chasan Boesoerie  
Hospital  
Nadia Chusnulhasana*1, IGAA Noviekayati2, Anrilia Ema Mustikawati Ningdah3  
1,2,3Master of Psychology, University 17 August 1945 Surabaya  
DOI: https://doi.org/10.47772/IJRISS.2025.91200077  
Received: 16 December 2025; Accepted: 23 December 2025; Published: 31 December 2025  
ABSTRACT  
This study aims to prove the relationship between perceived organizational support and self-compassion with  
nurse burnout. The subjects of this study were 175 nurses. The approach used in the study was a quantitative  
approach with a data collection method using a scale that had been tested for validity and reliability. Data analysis  
was carried out using multiple linear regression correlation tests. The measuring instruments used were the  
burnout scale, the scale of perceived organizational support and the self-compassion scale. The results showed  
that there was a correlation between perceived organizational support and the self-compassion scale with nurse  
burnout at Dr. H. Chasan Boesoerie Ternate Regional Hospital. Perceived organizational support showed a  
negative and significant correlation with burnout of nurses working at Dr. H. Chasan Boesoerie Ternate Regional  
Hospital. Self-compassion showed a negative and significant correlation with burnout of nurses at Dr. H. Chasan  
Boesoerie Ternate Regional Hospital. Perceived organizational support and self-compassion together had a  
significant and acceptable effect on reducing Burnout. The results of the study showed that perceptions of  
organizational support and selfcompassion can minimize the level of burnout of nurses working at Dr. H. Chasan  
Boesoerie Ternate Regional Hospital.  
Keywords: Burnout, Nurse, Perceived Organizational Support, Relationship, Self-Compassion  
INTRODUCTION  
Nursing is a profession that involves providing care to individuals, families, groups, or communities, whether  
they are sick or healthy. According to the 2019 Minister of Health Regulation Article 1, nursing encompasses  
various roles, including being providers of care services, educators and counselors, managers of care services,  
researchers, and task executors based on authorized delegations. Additionally, nurses can provide treatment for  
common diseases, refer patients according to the reference system, and offer limited pharmaceutical services in  
the absence of pharmacists (Permenkes, 2019). The demands of nursing work, particularly in inpatient  
installations, ENT polyclinics, medical rehabilitation units, and pavilions, are considerably high. Nurses in  
inpatient installations experience significant pressure due to their close and intense interactions with patients.  
Meanwhile, nurses in ENT polyclinics frequently handle patients requiring prompt and specific treatment for  
conditions such as infections, hearing loss, and upper respiratory issues (Yasmin et al., 2024). In medical  
rehabilitation, nurses provide long-term care for patients undergoing therapy, such as physiotherapy. Similarly,  
in pavilions, nurses are responsible for patient monitoring, medication administration, and coordination with  
other healthcare professionals (Fuady et al., 2022).  
The high workload in these settings makes nurses vulnerable to physical, emotional, and mental exhaustion,  
commonly referred to as burnout. Freudenberger (1986) defines burnout as a state of fatigue resulting from  
excessive work without adequate attention to personal well-being. Maslach and Leiter (2013) describe burnout  
as a psychological syndrome characterized by emotional exhaustion, depersonalization, and reduced personal  
accomplishment. Factors contributing to burnout include environmental, individual, and socio-cultural elements  
(Sullivan, 1989; Permatasari et al., 2021). Studies indicate a high prevalence of burnout among nurses. Jeikawati  
et al. (2020) reported that 34% of nurses at Palangka Raya Regional Hospital experienced burnout. Similarly,  
Saparwati and Apriyatmoko (2020) found that 50.8% of nurses at Ungaran Regional Hospital were affected by  
Page 986  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
burnout. At X Hospital in Jakarta, Nurmawati et al. (2022) reported that 43% of nurses suffered from burnout.  
The consequences of burnout are severe, as it can diminish the quality of healthcare services, reduce nurses' job  
satisfaction, and even lead them to leave the profession (Sembiring et al., 2017).  
Burnout has also been observed among nurses at Dr. H. Chasan Boesoerie Ternate Regional Hospital.  
Preliminary interviews revealed that three emergency room (ER) nurses experienced mental and emotional  
exhaustion due to demanding workloads. Two operating room nurses reported dizziness from the high pressure  
of their tasks. However, two ER nurses stated they enjoyed their work. In the ENT polyclinic, nurses reported  
emotional distress due to the precision required in medical procedures and the challenges of communicating with  
hearing-impaired patients. Medical rehabilitation nurses often felt fatigued due to long-term patient care.  
Pavilion nurses faced high pressure from extended shifts and the necessity to respond quickly to patient  
deterioration. In addressing burnout, organizational support and psychological strategies, such as self-  
compassion, play a crucial role. Self-compassion, as defined by Neff (2003), is the ability to treat oneself with  
kindness, recognize one's suffering as part of the shared human experience, and maintain mindful awareness  
without self-judgment. Research by Neff and Germer (2018) suggests that self-compassion can alleviate stress,  
anxiety, and depression while enhancing emotional resilience. In the nursing context, self-compassion enables  
individuals to accept their limitations without self-blame, acknowledge that distress is a natural part of the  
profession, and remain focused on their duties without being overwhelmed by negative thoughts.  
Adequate organizational support can help mitigate burnout. Eisenberger (2011) highlights that perceived  
organizational support—the belief that an organization values employees' contributions and cares for their well-  
being—is crucial in reducing burnout. Organizational support can take various forms, including fair workload  
distribution, mental health programs, psychological counseling, and recognition of nurses' efforts (Khoiriyah et  
al., 2020; Permadani & Waskiti, 2024). When combined with self-compassion, organizational support can  
empower nurses to handle workplace challenges effectively, maintain emotional stability, and stay motivated in  
their roles. This study aims to examine the relationship between perceived organizational support, self-  
compassion, and burnout among nurses at Dr. H. Chasan Boesoerie Ternate Regional Hospital. Specifically, it  
analyzes the relationship between perceived organizational support and self-compassion with burnout,  
investigates the relationship between perceived organizational support and burnout, and determines the  
relationship between self-compassion and burnout. Based on these research objectives, the study proposes that  
perceived organizational support and self-compassion jointly influence burnout levels among nurses, that there  
is a negative relationship between perceived organizational support and burnout, and that there is a negative  
relationship between self-compassion and burnout. Understanding these relationships can provide valuable  
insights into effective interventions to enhance nurses' well-being and improve healthcare service quality.  
METHOD  
Type of Research  
This study uses a quantitative method with a correlational research type. Correlation research aims to  
determine whether there is a relationship between two or more variables (Bata, 2024). The variables in this  
study consist of perceptions of organizational support and self-compassion as independent variables and  
burnout as dependent variables.  
Subject of the study  
The population in this study were nurses working at Dr. H. Chasan Boesoerie Ternate Regional Hospital, totaling  
315 nurses. The sample of this study was 175 nurses determined based on the Krejcie table criteria. The sampling  
technique used purposive sampling with the following characteristics:  
Nurses working at Dr. H. Chasan Boesoerie Ternate Regional Hospital.  
Nurses on duty in the Amarilis VIP room, Asoka Room, Tulip Room, Seruni Room, Lung Room, Emergency  
Installation, Manuru Pavilion, ENT Polyclinic, Medical Rehabilitation, and Kanangan Pavilion.  
Page 987  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
Research instrument  
Data collection in this study used the burnout scale, perceived organizational support scale and self-compassion  
scale. The three scales have been rearranged by the researcher himself.  
1) The burnout scale statements in the questionnaire must be answered by the respondents. The distribution of  
the questionnaire to respondents used Google Form and a hard file in the form of a questionnaire. This scale  
consists of 42 items, of which there are 35 valid items with an item validity coefficient ranging from 0.911  
to 0.37. The results of the reliability test on the Burnout scale showed a Cronbach's alpha value of 0.969  
with 35 valid items. This means that the burnout scale is declared reliable.  
2) The scale of perceived organizational support statements in the questionnaire must be answered by the  
respondents. The distribution of the questionnaire to respondents used Google Form and a hard file in the  
form of a questionnaire. This scale consists of 30 items, of which there are 24 valid items with an item  
validity coefficient ranging from 0.317 to 0.841. The results of the reliability test on the perceived  
organizational support scale showed a Cronbach's alpha value of 0.946 with 24 valid items and rounds. This  
means that the burnout scale is declared reliable.  
3) The self-compassion scale of statements in the questionnaire must be answered by respondents. The  
distribution of questionnaires to respondents used Google Form and hard files in the form of questionnaires.  
This scale consists of 30 items, of which there are 27 valid items with item validity coefficients ranging  
from 0.394 to 0.811. The results of the reliability test on the self-compassion scale showed a Cronbach's  
alpha value of 0.933 with 27 valid items and rounds. This means that the self-compassion scale is declared  
reliable.  
Data Analysis Technique  
The data analysis technique used multiple linear regression. Data processing was carried out using the SPSS  
program version 25 IBM for Windows. Multiple regression analysis was used to determine the relationship  
between perceived organizational support and self-compassion with Burnout in Nurses at Dr. Soetomo Hospital.  
H. Chasan Boesoerie Ternate.  
RESULT  
Assumption Test  
Data obtained from research on the relationship between perceived organizational support and self-compassion  
on burnout in nurses at Dr. H. Chasan Boesoerie Ternate Regional Hospital. Before conducting multiple  
regression analysis, several assumption tests need to be carried out, namely the normality test of distribution,  
linearity test of relationship, multicollinearity test, and heteroscedasticity test. The results of the normality test  
using residual data show the Kolmogorov-Smirnov statistical coefficient = 0.054 at p = 0.200 (p> 0.05) which  
means that the data distribution is normally distributed.  
Table 1. Results of the Normality Test of Distribution  
Variables Statistic p  
Information  
Burnout 0,054 0,200. Normal  
Based on the results of the linearity test, the F deviation from linearity value of 2.022 with a significance of  
0.001 (p>0.05) indicates that the relationship between Perceived Organizational Support and the Burnout  
variable is linear. Similarly, the results of the linearity test of the relationship between Self-Compassion and  
Burnout show the F deviation from linearity value of 2.687 with a significance of 0.000 (p>0.05) is linear.  
Page 988  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
Table 2. Linearity Test Results of Relationships  
Variables  
F
P
Information  
Linear  
Perceived Organizational Support - Burnout  
Self-Compassion - Burnout  
2,022  
2,687  
0,001  
0,000  
Linear  
Multicollinearity Test of Relationships Between Independent Variables  
The results of the multicollinearity test of the relationship between independent variables will show whether  
there are independent variables with high correlations that need to be removed from the model. The ideal  
regression model has a tolerance value of more than 0.10 and a VIF (Variance Inflation Factor) value of less  
than 10.  
Table 3. Multicollinearity Test Results  
Variables  
Collinearity Static  
Tolerance VIF  
Information  
Perceived Organizational Support – Self- 0,885  
1,131  
No Multicollinearity Occurs  
Compassion  
Heteroscedasticity Test  
The results of the heteroscedasticity test on the variables of perceived organizational support and self-  
compassion with ABS_RES obtained a significance of 0.796 (p> 0.05) on the variable of perceived  
organizational support and a significance of 0.094 (p> 0.05) on the variable of self-compassion. This indicates  
that there is no heteroscedasticity in the variables of self-esteem and perceived organizational support.  
Table 4. Heteroscedasticity Test Results  
Variables  
p
Information  
Perceived Organizational Support  
Self-Compassion  
0,796  
0,094  
No Heteroscedasticity Occurs  
No Heteroscedasticity Occurs  
First Hypothesis Test  
The first hypothesis shows a calculated F value of 63.169 with a significance of 0.000 (p < 0.01). The very small  
significance value indicates that the hypothesis stating that the hypothesis is accepted, which means that  
Perceived Organizational Support and Self-Compassion together have an effect on reducing Burnout.  
Table 5. First Hypothesis Test Results  
Variables  
F
P
Information  
Significant  
Perceived Organizational Support dan Self- 63,169  
Compassion terhadap Burnout  
0,000  
(p<0.01)  
Hypothesis accepted  
Second Hypothesis Test  
The second hypothesis shows a calculated F value of 5.392 with a significance of 0.000 (p <0.01). This  
Page 989  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
significance value indicates that this hypothesis is also accepted, confirming that Perceived Organizational  
Support has a significant influence on reducing the level of Burnout. Perceived organizational support has a  
negative effect, meaning that increasing perceived organizational support will have an impact on reducing nurse  
burnout, the better the perceived organizational support provided by Dr. Chasan Boesorie Ternate Hospital to  
nurses, the lower the level of burnout felt by nurses.  
Table 6. Second Hypothesis Test Results  
Variables  
F
P
Information  
Significant  
Perceived Organizational Support dan Burnout 5,329  
0,000  
(p<0.01)  
Hypothesis accepted  
Third Hypothesis Test  
The third hypothesis shows the calculated F value of 7.497 with a significance of 0.000 (p <0.01). This  
hypothesis is also accepted, which shows that Self-Compassion has a significant effect on reducing the level of  
Burnout. Self-Compassion has a negative effect, meaning that an increase in Self-Compassion will have an  
impact on reducing nurse burnout, the more optimal the Self-Compassion owned by the nurse, the lower the  
level of burnout felt by the nurse.  
Table 7. Third Hypothesis Test Results  
Variables  
F
P
Information  
Significant  
Self-Compassion dan Burnout  
7,497  
0,000  
(p<0.01)  
Hypothesis accepted  
Multiple Regression Equation  
Based on the correlation score there is no Perceived Organizational Support and Self-Compassion, then Burnout  
will be worth 177.028. The regression coefficient of 0.418 indicates that every unit increase in Perceived  
Organizational Support will decrease Burnout. And the regression coefficient of 0.584 indicates that every unit  
increase in Self-Compassion will decrease Burnout.  
Effective Contribution of Each Variable  
The result of the effective contribution value of the perceived organizational support variable to burnout is 0.328,  
which means that the perceived organizational support variable is able to influence burnout by 32.8%. While the  
effective contribution value of the self-compassion variable to burnout is 0.461, which means that the self-  
compassion variable is able to influence burnout by 46.1%.  
Table 8. Effective Contribution Results of Each Variable  
Variables  
SE  
SE %  
R2  
Perceived Organizational Support  
Self Compassion  
0,328  
0,461  
32,8%  
46,1%  
0,423  
(42,3%)  
Descriptive Analysis  
The empirical mean value of the Perceived Organizational Support variable is (81.37) and the theoretical mean  
value is (72), meaning that the empirical mean value of the Perceived Organizational Support variable is greater  
than the theoretical mean value. The empirical mean value of the self-compassion variable (96.88) is greater  
Page 990  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
than the theoretical mean value (81), meaning that nurses working at Dr. H Chasan Boesoeri Ternate Regional  
Hospital who are the subjects of this study have a higher level of self-compassion. . The empirical mean value  
of the burnout variable (86.41) is smaller than the theoretical mean value (105). meaning that nurses working at  
Dr. H Chasan Boesoeri Ternate Regional Hospital who are the subjects of this study have a lower level of  
burnout.  
Table 9. Descriptive Analysis Results  
Variables  
Empirical Mean  
81,37  
Theoretical Mean  
Information  
ME > MT  
ME > MT  
ME < MT  
Perceived Organizational Support  
Self Compassion  
Burnout  
72  
96,88  
81  
86,41  
105  
INTRODUCTION  
In this study, the respondents were nurses working at Dr. Chasan Boesorie Ternate Regional Hospital who  
worked with a shift schedule determined by each head of nursing in the rooms where the nurses were placed.  
The first hypothesis showed that perceived organizational support and self-compassion jointly influenced the  
decrease in burnout. The results of the hypothesis test showed a calculated F value of 63.169 with a significance  
of 0.000 (p <0.01). The very small significance value indicates that the hypothesis stating that perceived  
organizational support and self-compassion jointly influenced the decrease in Burnout was significant and  
acceptable. The results of the empirical mean value for burnout in nurses were 86.41 and the theoretical mean  
value was 105. These results indicate that the empirical mean value for burnout in nurses was smaller than the  
theoretical mean value. Nurses working at Dr. Chasan Boesorie Ternate Regional Hospital have lower levels of  
burnout, nurses are relatively better able to manage work pressure or are in good working conditions. This is  
because there is a balance of workload that is not too heavy so that excessive fatigue does not occur. Then there  
is a good working relationship between fellow nurses and support from superiors and a conducive work  
environment and adequate facilities. This results in good mental and physical conditions of nurses, more optimal  
health service performance to patients and nurses are more satisfied with their jobs and less likely to experience  
burnout. This shows that perceived organizational support and self-compassion together have a significant effect  
on burnout with a significance value of less than 0.01. Perceived organizational support and self-compassion  
have a negative effect, meaning that an increase in perceived organizational support and self-compassion will  
have an impact on reducing employee burnout, the better the perceived organizational support and self-  
compassion that occur, the less burnout occurs.  
The results of this study also show that the effective contribution score of perceived organizational support and  
self-compassion to burnout in nurses has a contribution of 42.3%. This means that perceived organizational  
support and self-compassion have a contribution of 42.3% to nurses working at Dr. Chasan Boesorie Ternate  
Regional Hospital. Perceived organizational support is the extent to which nurses at Dr. Chasan Boesorie Ternate  
Regional Hospital feel support from the institution where they work, such as recognition of hard work,  
availability of adequate resources, and organizational attention to employee welfare. Then, Self-Compassion is  
the ability of nurses at Dr. Chasan Boesorie Ternate Regional Hospital to understand and accept themselves  
when facing work pressure or failure, including not being too self-critical and staying positive in difficult  
situations. In other words, when perceived organizational support is high and self-compassion increases, the  
level of burnout in nurses tends to decrease significantly. However, there are still 57.7% other factors that  
influence burnout in nurses, such as the workload experienced by nurses, the number of patients or working  
hours that are too long, the condition of the work environment, interpersonal relationships, or other personal  
aspects. To reduce burnout in nurses, hospitals need to increase perceived organizational support by providing a  
supportive work environment, giving awards for nurse performance, and ensuring the welfare of nurses. Efforts  
to encourage self-compassion are also important, for example through stress management training, mindfulness,  
or mental health programs. By optimizing these two factors, the level of nurse burnout can be reduced, so that  
the quality of health services provided to patients will also increase.  
Page 991  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
The second hypothesis in this study shows that perceived organizational support has a significant effect on  
burnout with a significance value of less than 0.01. Perceived organizational support has a negative effect,  
meaning that increasing perceived organizational support will have an impact on reducing nurse burnout, the  
better the perceived organizational support provided by Dr. Chasan Boesorie Ternate Hospital that occurs, the  
less burnout occurs in nurses at Dr. Chasan Boesorie Ternate Hospital. Perceived organizational support has  
indeed been widely studied to have a significant effect on burnout, especially in the context of work involving  
nurses at Dr. Chasan Boesorie Ternate Hospital. When nurses feel that the hospital pays attention, appreciates  
the contribution of nurses, and cares about the welfare of nurses, this can reduce the level of burnout. Perceived  
organizational support provides a sense of security and trust to nurses that nurses are supported by the hospital,  
so that burnout experienced by nurses can be reduced.  
Nurses who feel supported tend to be more satisfied with their work, so the risk of burnout is smaller. Perceived  
organizational support increases nurses' sense of attachment to the hospital, so that nurses are better able to deal  
with work pressure. Perceived organizational support helps reduce emotional exhaustion, which is one of the  
main components of burnout. By feeling supported, nurses become more resilient in facing work challenges.  
The results of this study are in line with the results of a study conducted by Datubara et al. (2024) which discussed  
the effect of perceived organizational support on burnout in teachers at the Don Bosco Manado Foundation. The  
results of a study that is in line were also conducted by Safitri and Anisah (2021) which discussed the relationship  
between job insecurity and perceived organizational support with job burnout during the pandemic.  
The empirical mean value of the perceived organizational support variable is 81.37 and the theoretical mean  
value is 72. These results indicate that the empirical mean value of the perceived organizational support variable  
is greater than the theoretical mean value. This indicates that Perceived organizational support has a significant  
effect on burnout with a significance value of less than 0.01. Perceived organizational support has a negative  
effect, meaning that an increase in perceived organizational support will have an impact on reducing nurse  
burnout, the better the perceived organizational support provided by Dr. Chasan Boesorie Ternate Hospital, the  
less burnout occurs. This shows that the perceived organizational support felt by nurses working at Dr. Chasan  
Chasan Boesorie Ternate Hospital is above the expected average because most nurses feel that the organizational  
support from Dr. Chasan Boesorie Ternate Hospital received by nurses is quite good. The results of the study  
also showed that the effective contribution score of perceived organizational support to burnout in nurses  
contributed 32.8%. This means that perceived organizational support contributed 32.8% to burnout in nurses and  
the rest was influenced by other factors. This effective contribution score further strengthens the second  
hypothesis which states that perceived organizational support has a negative effect on burnout in nurses working  
at Dr. Chasan Boesorie Ternate Regional Hospital.  
This shows the importance of virginity from the RSUD in reducing burnout through increasing perceived  
organizational support for nurses. The RSUD must increase organizational support such as ensuring that nurses  
feel appreciated and cared for, for example through award programs or recognition of nurse performance, the  
RSUD ensures adequate work facilities including the provision of work tools and training to support professional  
development and strengthen effective communication between management and nurses to create a sense of  
involvement.  
The third hypothesis shows that there is a significant influence between self-compassion and burnout. Self-  
compassion has a significant influence in reducing the level of burnout. Self-compassion has a negative effect,  
which means that an increase in. Self-compassion will have an impact on reducing nurse burnout, the more  
optimal the self-compassion that nurses have, the lower the level of burnout felt by nurses. Self-compassion,  
which involves being kind to oneself when facing difficulties, accepting imperfection, and practicing  
mindfulness, helps nurses deal with work pressure more healthily. By being gentle with themselves, nurses are  
better able to deal with stress and pressure, which are the main factors causing burnout.  
Self-compassion practices, such as mindfulness, help nurses stay aware and calm in the face of stress, reducing  
the negative impact of chronic stress. Self-compassion is associated with positive emotions such as optimism  
and life satisfaction, which help protect against emotional exhaustion, a major component of burnout. With self-  
compassion, nurses understand that imperfection is part of the human experience, thereby reducing feelings of  
alienation that are often experienced during burnout. The results of this study are in line with the results of a  
Page 992  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
study conducted by Nabila (2024) which discussed the influence of self-efficacy and self-compassion on  
academic burnout in students. The results of a study that is in line were also conducted by Hasyyati and  
Widyasari (2023) which discussed the relationship between self-compassion and burnout in inclusive elementary  
school teachers.  
The empirical mean value of the self-compassion variable is 96.88 and the theoretical mean value is 81. These  
results indicate that the empirical mean value of the self-compassion variable is greater than the theoretical mean  
value. Self-compassion has a significant effect on burnout with a significance value of less than 0.01. Self-  
compassion has a negative effect, meaning that increasing self-compassion will have an impact on reducing  
burnout of nurses working at Dr. Chasan Boesorie Ternate Hospital, the better the self-compassion that occurs,  
the less burnout that occurs. Nurses working at Dr. Chasan Boesorie Ternate Hospital have the ability to be kind  
to themselves in dealing with pressure, reducing stress and improving emotional well-being. The results of the  
study also showed that the effective contribution score of self-compassion to burnout in nurses contributed  
46.1%. This means that self-compassion has a contribution of 46.1% to burnout in nurses and the rest is  
influenced by other factors. This effective contribution score further strengthens the second hypothesis which  
states that self-compassion has a negative effect on burnout in nurses working at Dr. Chasan Boesorie Ternate  
Hospital. Chasan Boesorie Ternate.  
CONCLUSIONS  
In conclusion, organizational support and self-compassion play a significant role in reducing burnout among  
nurses at Dr. H. Chasan Boesorie Ternate Regional Hospital. Burnout, characterized by physical, emotional, and  
mental exhaustion, is influenced by both internal and external factors. Internal factors include self-compassion  
and individual characteristics, while external factors encompass perceived organizational support, work  
environment, and workload. The interaction between these factors significantly determines the level of burnout  
experienced by nurses.  
The findings indicate that perceived organizational support and self-compassion collectively have a significant  
effect on burnout, with an F-score of 63.169 and a significance value of 0.000 (p < 0.01). This supports the  
hypothesis that higher levels of organizational support and self-compassion are associated with lower levels of  
burnout. Additionally, perceived organizational support alone significantly influences burnout, with an F-score  
of 5.392 and a significance value of 0.000 (p < 0.01), highlighting the importance of a supportive work  
environment in mitigating burnout. Self-compassion also has a significant impact on burnout, with an F-score  
of 7.497 and a significance value of 0.000 (p < 0.01), suggesting that nurses with higher self-compassion exhibit  
greater emotional resilience in coping with job-related stress.  
Descriptive analysis shows that nurses at Dr. H. Chasan Boesorie Ternate Regional Hospital report high levels  
of perceived organizational support and self-compassion, as well as relatively low levels of burnout. The mean  
empirical score for perceived organizational support (81.37) exceeds the theoretical mean (72), while the mean  
empirical score for self-compassion (96.88) is also higher than the theoretical mean (81). In contrast, the mean  
empirical score for burnout (86.41) is lower than the theoretical mean (105), indicating that nurses effectively  
manage workplace stress within a supportive environment.  
These findings emphasize the need for hospitals to enhance perceived organizational support through inclusive  
policies, recognition of nurses' contributions, and the provision of adequate resources. Furthermore, training  
programs focused on self-compassion can help nurses develop adaptive coping mechanisms for workplace  
challenges. By fostering a healthier and more supportive work environment, the risk of burnout can be  
minimized, enabling nurses to perform optimally and provide high-quality patient care.  
Despite its contributions, this study has several limitations. The sample is restricted to nurses at Dr. H. Chasan  
Boesorie Ternate Regional Hospital, limiting the generalizability of the findings to other healthcare settings.  
Additionally, the study focuses solely on the relationship between perceived organizational support, self-  
compassion, and burnout without considering other potential factors such as emotion regulation, self-efficacy,  
or socioeconomic conditions. Future research with a broader scope and additional variables is needed to provide  
a more comprehensive understanding of the factors influencing burnout among nurses.  
Page 993  
www.rsisinternational.org  
INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XII December 2025  
REFERENCES  
1. Kementerian Kesehatan Republik Indonesia. (2019). Peraturan Menteri Kesehatan Republik Indonesia  
Nomor 22 Tahun 2019 tentang Standar Pelayanan Keperawatan. Kementerian Kesehatan Republik  
Indonesia.  
2. Yasmin, A., Yunita, W., & Putri, P. S. (2024). Faktor-faktor yang mempengaruhi pemanfaatan pelayanan  
kesehatan kembali oleh pasien THT di Poli THT RSUD H. Bachtiar Djafar pengetahuan. Excellent  
Midwifery  
https://doi.org/https://garuda.kemdikbud.go.id/documents/detail/4412474  
3. Fuady, S., Dewi, P., & Susanti, I. H. (2022). Analisis faktor-faktor yang mempengaruhi burnout pada  
perawatꢀ: studi literature. Jurnal Cakrawala Ilmiah, 2(4), 1313–1320.  
https://doi.org/http://bajangjournal.com/index.php/JCI  
Journal,  
7(1),  
10–19.  
4. Freudenberger, H. J. (1986). Burn-out: The high cost of high achievement. Doubleday.  
5. Maslach, C., & Leiter, M. (2013). Burnout. In G. Fink, Encyclopedia of Stress. Elsevier Inc.  
6. Sullivan, I. G. (1989). Professional Burnout in Medicine and The Helping Proffesions. The Haworth  
Press.  
7. Permatasari, D., Latifah, L., & Pambudi, P. R. (2021). Studi Academic Burnout dan Self-Efficacy  
Mahasiswa. Jurnal Prakarsa Paedagogia, 4(2), 373–384.  
8. Jeikawati, Mutiasari, D., Arifin, S., Suprihartini, & Baboe, D. (2020). Analisis hubungan lama jam kerja  
dengan burnout pada perawat rsud palangka raya selama pandemi covid-19. Jurnal Kedokteran  
Universitas Palangka Raya, 11(1), 25–35. https://doi.org/10.37304/jkupr.v11i1.8598  
9. Saparwati, M., & Apriyatmoko, R. (2020). Gambaran Kejadian Burnout Pada Perawat Di RSUD  
Ungaran. Pro Health Jurnal Ilmiah Kesehatan, 2(2), 82–86.  
10. Nurmawati, D., Jumari, & Daeli, W. (2022). Beban Kerja Dapat Mempengaruhi Burnout Syndrome pada  
Perawat di Ruang Rawat Inap RS X Jakarta. Journal of Management Nursing, 1(3), 68–75.  
11. Sembiring, L., Siahaan, P. S., & Pohan, E. (2017). Burnout pada tenaga kesehatan dan dampaknya  
terhadap kualitas pelayanan kesehatan. Jurnal Keperawatan Indonesia, 10(2), 123-130.  
12. Neff, K. D. (2003). The development and validation of a scale to measure self-compassion. Self and  
Identity, 2(3), 223-250. https://doi.org/10.1080/15298860309027  
13. Neff, K. D., & Germer, C. K. (2018). A pilot study and randomized controlled trial of the mindful self-  
compassion program. Journal of Clinical Psychology, 74(3), 406-417. https://doi.org/10.1002/jclp.22540  
14. Eisenberger, R. (2011). Perceived organizational support: A review of the literature. Journal of Applied  
Psychology, 96(3), 565-573. https://doi.org/10.1037/a0024008  
15. Khoiriyah, D., Yuliasesti, E., Sari, D., & Widiana, H. S. (2020). Keterikatan kerja perawatꢀ: pengaruh  
dukungan organisasi , work-life balance dan kebahagiaan. PSYCHE, 2(1), 40–51.  
16. Permadani, A., & Waskiti, R. (2024). Peran dukungan organisasi dalam mencegah burnout pada tenaga  
kesehatan di Indonesia. Jurnal Psikologi Klinis, 25(4), 290-305.  
17. Bata, R. (2024). Metode penelitian korelasional dalam studi psikologi (Edisi ke-2). Penerbit Psikologi.  
18. Sinambela, M. (2021). Dasar-dasar metodologi penelitian kuantitatif. Penerbit Ilmu Pengetahuan.  
19. Datubara, M., Siregar, A. P., & Tobing, R. (2024). Pengaruh perceived organizational support terhadap  
burnout pada guru di Yayasan Don Bosco Manado. Jurnal Psikologi Pendidikan, 18(2), 112-120.  
20. Safitri, E., & Anisah, S. (2021). Keterkaitan antara job insecurity dan perceived organizational support  
dengan job burnout di masa pandemi. Jurnal Keperawatan dan Psikologi, 22(3), 87-95.  
21. Nabila, F. (2024). The influence of self-efficacy and self-compassion on academic burnout in students.  
Journal of Educational Psychology, 30(1), 45-58.  
22. Hasyyati,  
dengan  
B.  
Burnout  
M.,  
&
pada  
Widyasari,  
Guru Sekolah  
P.  
(2023).  
Dasar.  
Hubungan  
Jurnal Pendidikan  
antara  
Self-Compassion  
Khusus, 19(1),  
29–42.  
Page 994  
www.rsisinternational.org