Introduction The quality of care delivered by the nurse remains with the patient long after discharge. Unfortunately, said care has become increasingly compromised due to nurse burnout. Higher turnover rates result in an increase of staff unfamiliar with their new environment. This knowledge deficiency can lead to delay of care as well as a decreased quality of care. It is important that the factors leading to, and, ultimately, resulting in, nurse burnout and turnover rates are understood so nurses are able to provide the best quality of care possible and create a long lasting positive impression on their patients.
Background of Study

The shortage of nursing has long had a negative impact on the workplace and its employees. Over the years, said shortage has become an increasing problem for post-industrialized countries.
Researchers have developed many approaches to examine and determine contributing factors to this shortage. One approach, that of which is illustrated in this paper, focuses on the retention of nurses, and which factors promote a commitment to the workplace. Leiter & Maslach (2009) found that “dissatisfaction is predictive of both turnover intentions, which indicate that one is disengaging from the job and seriously considering other options, and actual turnover behavior which is the ultimate withdrawal from a job” (pg. 331). Gaining insight into what variables affect higher turnover and burnout rates allows for the implementations of appropriate interventions to decrease such incidences. Decreasing said rates would result in an increased quality of care for both the nurse and their patients.
The purpose of this study is to examine the impact burnout has on the quality of care provided by nurses, and their commitment to their career. The research question explores the type of relationship that exists between burnout and