Work related stress,burnout, job satisfaction and general health of nurses: A follow‐up study

Nurses experience high levels of work related stress and burnout as well as low job satisfaction and poor general health owing to the nature of their work. This paper seeks to provide a better understanding of the nature of relationships between work related stress, burnout, job satisfaction and general health of nurses over one year. This study involved a longitudinal design. Two hundred and seventy seven nurses from four hospitals completed a follow up survey consisting of five questionnaires. Data were collected between 2013 and 2014. The data were analysed using generalized estimation equation analysis. Lack of support was associated with burnout, patient care was associated with job satisfaction and staff issues were associated with general health of nurses. Burnout is more strongly related to job satisfaction than general health. The findings of this study could inform evidence based policy and practice through interventions aimed at improving job satisfaction and reducing the impact of burnout on general health of nurses.     

Ethical discussion groups as an intervention to improve the climate in interprofessional work with the elderly and disabled

Due to social policy reforms in Sweden, professionals with a social and a medical education work together. Reported conflicts within municipal elderly and disabled care, related to professional training, sometimes result in a deteriorated work climate. As an attempt to improve the work climate in interprofessional groups, an intervention study was set up in four 'experimental dwellings' where staff participated in systematic ethical group discussions. Four similar dwellings were used as reference. Work climate was studied before and after the intervention using a questionnaire measuring sense of coherence, job satisfaction, and burnout among the staff. High scores at baseline with no significant differences after the intervention. That staff had high coping capacity, were satisfied and did not experience burnout. The small observed changes after intervention indicate that the intervention did not lead to the expected improvement of work climate, but might also result from the chosen scales inability to measure complex social processes. The importance of interprofessional discussions about everyday skills and values is stressed.     

The side effects of evidence-based training

The mental health inpatient workforce has been targeted for continuing training to promote improved practice and enhance morale. The effects of intensive training and innovations in clinical practice on staff well-being are poorly understood. The aim of this paper is to measure the impact of a programme of team training and clinical practice development on levels of stress, job satisfaction and burnout in inpatient mental health workers. A repeated measures design was used in which participants acted as their controls. Participants were assessed before and after training using standardized measures of stress and burnout. During the training period, mean scores on all measures remained stable. Over the practice implementation period, there were significant increases in perceived stress and burnout and a significant reduction in job satisfaction. Training in novel psychosocial interventions had no impact on staff psychological well-being and satisfaction. Attempting to implement, these interventions did appear to have harmful effects. Intensive clinical support to sustain novel practices did not prevent these outcomes.     

Predictors of burnout and job satisfaction among Turkish physicians

BACKGROUND: Burnout is associated with decreased job performance and low career satisfaction. It has a special significance in health care, where staff experience both psychological-emotional and physical stress. AIM: To investigate levels of job satisfaction and burnout among Istanbul physicians, and the relationships between demographic characteristics, job characteristics, job satisfaction and burnout. DESIGN: Questionnaire-based survey. METHODS: We collected data from a randomly selected sample group of 598 physicians from different health-care institutions in Istanbul. A questionnaire regarding sociodemographic characteristics of the physicians, the Maslach Burnout Inventory (MBI) and the Minnesota Job Satisfaction Questionnaire (MSQ) were all administered during face-to-face interviews. RESULTS: Job satisfaction was inversely correlated with emotional exhaustion and depersonalization, and positively correlated with personal accomplishment. Under multilevel regression, the most significant and common predictors of all burnout dimensions and job satisfaction were the number of vacations at individual level, and public ownership of healthcare facilities at group level. Number of shifts per month was also a significant predictor of all burnout dimensions. DISCUSSION: Organizational efforts aimed at increasing the level of job satisfaction among physicians could help to prevent burnout.     

护士职业倦怠与人格特征的相关性研究

目的了解职业倦怠与人格特征之间的相关性,为相关部门预防和干预护士职业倦怠提供依据。方法采用整群抽样和分层抽样方法,以职业倦怠问卷、人格特征问卷对长沙市5所综合性三级公立医院600名护士进行调查,并应用SPSS13.0统计软件对所得数据进行统计学处理。结果护士总的职业倦怠维度得分为(3.82±8.76)分,呈现较为严重的职业倦怠现象;Pearson相关分析表明,护士职业倦怠与人格特征的精神质和神经质存在正相关(P<0.05),与人格特征内外向性、掩饰性显著负相关(P<0.05)。结论长沙市级医院护士职业倦怠整体水平较高,其人格特征对工作倦怠有显著影响,有关部门可采取相应的措施进行干预,以提高护士群体的心理健康水平。     

正念疗法结合巴林特小组在医护人员身心健康干预的效果

目的：分析正念疗法结合巴林特小组在医护人员身心健康干预的效果。方法：选用2020年3月-2022年9月接受正念疗效结合巴林特小组的医护人员共60例作为观察组,并选取同期接受常规干预的医护人员60例作为对照组,比较两组活动前后焦虑、抑郁情绪、知觉压力与职业倦怠评分。结果：活动前两组焦虑、抑郁评分无差异(P>0.05),活动后观察组焦虑、抑郁评分均低于对照组(P<0.05);活动前两组知觉压力评分无差异(P>0.05),活动后观察组知觉压力评分低于对照组(P<0.05);活动前两组职业倦怠评分无差异(P>0.05),活动后观察组职业倦怠评分均低于对照组(P<0.05)。结论：正念疗法结合巴林特小组能缓解医护人员职业倦怠,缓解职业压力带给医护人员的焦虑、抑郁情绪。     

Burning out physical and emotional fatigue: Evaluating the effects of a programme aimed at reducing burnout among mental health nurses

Burnout is a common problem among mental health nurses. High levels of burnout result in job dissatisfaction, rapid turnover of staff, physical and psychological discomfort, and a reduction in the quality of patient care. While there is an abundance of research relating to burnout per se, research regarding the impact of burnout prevention programmes is lacking. This study aimed to measure the effects of a burnout prevention programme on mental health nurses working in Saudi Arabia (SA). A quasi‐experimental design was used to test the effectiveness of a two‐day burnout prevention workshop. The sample consisted of an intervention group (n = 154) and a control group (n = 142). Data collected using the Maslach Burnout Inventory (MBI) measured the effects of the workshop at 1‐, 3‐, and 6‐month intervals after completion of the programme. Data were analysed using the latest version of SPSS. Means, standard deviations, frequencies, and percentages were used to describe the sample and levels of burnout. A t‐test, ANOVA, multiple linear regression, and chi‐squared were used to measure the effect of the workshop before and at the three time points after exposure. Findings indicate the programme was effective with a significant reduction being reported 1 month after the intervention. However, although not returning to baseline scores, burnout scores had increased at 6 months. In conclusion, while the overall efficacy of the burnout reduction programme is evident, mental health nurses would benefit from having opportunity to use some of the strategies on a regular basis.     

Improving interprofessional collaboration in a community setting: Relationships with burnout,engagement and service quality

The main purpose of this study was, firstly, to evaluate the effect of an intervention aimed at improving interprofessional collaboration and service quality, and secondly, to examine if collaboration could predict burnout, engagement and service quality among human service professionals working with children and adolescents. The intervention included the establishment of local interprofessional teams and offering courses. The sample was recruited from six different small municipalities in Northern Norway (N = 93) and a comparison group from four similar municipalities (N = 58). Participation in the project increased the level of collaboration in the intervention group significantly (Hedges' g = 0.36), but not the perceived level of service quality. Hierarchical regression analyses were used to test a model for predicting burnout, engagement and perceived service quality using work-related factors, including collaboration as predictors. Both burnout and engagement were predicted by job demands and resources after controlling for demographic variables and participation in the project. Service quality was mostly predicted by collaboration. Increasing collaboration seems possible by introducing practice-based changes; however, this intervention did not have the desired effect on perceived service quality.     

Relationships among leadership practices, work environments, staff communication and outcomes in long-term care

tourangeau a., cranley l., laschinger h. & pachis j. (2010) Journal of Nursing Management 18, 1060–1072
Relationships among leadership practices, work environments, staff communication and outcomes in long-term care Aim To examine the role that work relationships have on two long-term care outcomes: job satisfaction and turnover intention. Background It is easy to overlook the impact that human relations have in shaping work environments that are conducive to organizational effectiveness. Employee job satisfaction and retention are important organizational outcomes. Methods Six hundred and seventy-five nursing and other staff from 26 long-term care facilities were surveyed about their work environments, work group relationships, observed leadership practices, organizational support, job satisfaction and turnover intention. Results Higher job satisfaction was associated with lower emotional exhaustion burnout, higher global empowerment, higher organizational support, higher psychological empowerment, stronger work group cohesion and higher personal accomplishment. Higher turnover intention was associated with lower job satisfaction, higher emotional exhaustion burnout, more outside job opportunities, weaker work group cohesion, lower personal accomplishment and higher depersonalization. Conclusions No relationship was found between leadership practices and job satisfaction or turnover intention. Stronger work group relationships, stronger sense of personal accomplishment and lower emotional exhaustion have direct effects on increasing job satisfaction and lowering turnover intention. Implications To retain long-term care staff, attention should be paid to fostering positive work group cohesion, supporting and acknowledging staff accomplishments and minimizing staff burnout.     

Job Satisfaction of Rural Public and Home Health Nurses

Abstract Based on Vroom's expectancy theory, this study was conducted to identify differences in job satisfaction between nurses working in public health settings, and staff nurses and administrators working in both settings. Questionnaires containing an adaptation of a job satisfaction scale were mailed to all 258 registered nurses practicing in public health and home health settings (response rate 57%) in a rural midwestern state. Respondents were asked to rate their satisfaction with various dimensions of their jobs, as well as how important each aspect was to them. Although both groups of nurses reported low satisfaction with salary, public health nurses were significantly less satisfied with their salaries than were home health nurses (F = 32.96, P≤0.001); home health nurses, however, were significantly less satisfied with benefits/rewards (F = 11.85, P≤0.001), task requirements (F = 8.37, P≤0.05), and professional status (F = 5.30, P≤0.05). Although administrators did not differ significantly from staff nurses on job satisfaction, they did perceive organizational climate (F = 4.50, P≤0.05) to be an important feature of satisfaction. These differences may be partially explained by divergent salaries, roles, and responsibilities between public health and home health nurses.     

Study on the Relationships between Nurses' Job Burnout and Subjective Well-being

Objective:To study factors influencing nurses' job burnout and their subjective well-being and to explore the relationships between these two phenomena.Methods:A total of 250 nurses from three hospitals in Shandong were evaluated with the Maslach Burnout Inventory and a subjective well-being scale.Results:Nursing staff showed significantly different levels of job burnout(P 0.05) according to the following characteristics:age,marital status,educational background,technical title,years of nursing experience,monthly income,manning quotas and parental status.Level of burnout is higher for nursing staff who are under the age of 30 years,are unmarried,had secondary education,had unofficial manning quota status,are childless,hold a primary title and whose years of nursing experience are less than five years.Statistical significance was found for life satisfaction(P0.05) with differences in age;marital status;technical title;years of nursing experience;monthly income;manning quota status;and parental status in positive emotion,negative emotion and degree.There is a significant negative correlation between every dimension of job burnout and life satisfaction and positive emotions for subjective well-being.Every component of job burnout was significantly positively correlated with negative emotions.(P 0.05)Conclusions:Age,marital status,educational background,technical title,years of nursing experience,monthly income,manning quotas and parental status have different influences on occupation burnout and subjective well-being.Dimensions of occupation burnout have functions of predicting subjective well-being.     

A pilot study to evaluate mindfulness as a strategy to improve inpatient nurse and patient experiences

The purpose of the Mindful Nursing Pilot Study was to explore the impact of mindfulness training for nursing staff on levels of mindfulness, compassion satisfaction, burnout, and stress. In addition, the study attempted to determine the impact on patient satisfaction scores. The pilot was designed as a quasi-experimental research study; staff on one nursing unit participated in the 10-week mindfulness training program while another, similar nursing unit served as the control group. The intervention group showed improvement in levels of mindfulness, burnout, and stress as well as patient satisfaction while the control group remained largely the same. This pilot provides encouraging results that suggest that replication and further study of mindfulness in the workplace would be beneficial.     

Telephone support for Canadian nurses in HIV/AIDS care.

An assessment study was conducted with Canadian nurses (N = 177) in HIV/AIDS care to determine how social support influences the relationship between job stress and health (job satisfaction and burnout). The assessment study revealed that social support and coping both moderate the effects of these stressors on nurses' health and functioning outcomes (i.e., job satisfaction and burnout). Accordingly, the follow-up study tested the effectiveness of an intervention designed to enhance social support, promote the use of certain coping strategies for managing occupational stress, and prevent burnout in nurses. Telephone support groups, co-led by an expert facilitator and an expert AIDS nurse, were tested in a demonstration project for nurses in HIV/AIDS care (n = 30). The nurse participants reported that the intervention enhanced their coping, confidence, relationships, client care, and connections to the HIV/AIDS nursing community.     

Job satisfaction among nurses: a predictor of burnout levels

OBJECTIVE: This study assessed the impact of differential levels of job satisfaction on burnout among nurses, hypothesizing that higher levels of job satisfaction predict lower levels of burnout. BACKGROUND: Social environmental factors of the workplace arising from organizational restructuring cost containment strategies, diminishing resources, and increasing responsibilities, cause highly stressed, burned out nurses to leave the profession. METHODS: This study used the Maslach Burnout Inventory (MBI) to measure emotional exhaustion, depersonalization, and personal accomplishment. The job satisfaction scale of Katzell et al was used to measure overall job satisfaction. Statistical tests for significance used were Confirmatory Factor Analysis, Structural Equation Modeling, the chi statistic, Root Mean Square Error of Approximation, Goodness of Fit Index, and Comparative Fit Index. RESULTS: The findings show that job satisfaction has a significant direct negative effect on emotional exhaustion, whereas emotional exhaustion has a direct positive effect on depersonalization. A significant indirect effect was seen of job satisfaction on depersonalization via exhaustion. The path coefficient shows that job satisfaction has both direct and indirect effects on burnout, confirming job satisfaction as a significant predictor of burnout. IMPLICATIONS: Collaborative efforts between nurses, administrators, and educators to research and test practical models to improve job satisfaction may work as an antidote to burnout.     

军队文职人员护士职业倦怠与工作满意度现状及其相关性

目的调查研究军队文职人员护士职业倦怠与工作满意度现状,分析其相关性,以期为促进文职护理人才队伍健康、稳定发展提供理论依据。方法 2012年9-10月,便利抽样法选取在某大学参加培训的83名军队文职人员护士为调查对象,采用一般情况调查表、护士职业倦怠调查表(nursing burnoutscale,NBS)和护士工作满意度量表进行调查。结果军队文职人员护士总体工作满意度得分为(3.08±0.35)分,其中与同事关系满意度最高,对工资与福利满意度最低;护士职业倦怠得分偏高,情绪疲惫、人格解体及个人成就感降低3个维度中情绪疲惫得分最高。工作满意度与人际关系紧张、角色模糊、把复杂的工作视为对个人能力的一种挑战、产生更换职业的想法呈负相关,与认为护理工作是一项有意义的工作呈正相关。结论军队文职人员护士及其管理者都应重视职业倦怠的预防及改善,采取切实可行的措施降低职业倦怠,提高工作满意度,以稳定护理队伍、促进护理质量的提高。     

Predictors of Job Satisfaction and Burnout Among the Direct Care Staff of a Community Learning Disability Service

This study examined occupational stress amongst direct care staff in an NHS community service for people with learning disabilities. A questionnaire was designed to investigate which characteristics of work had an effect on job satisfaction and burnout. Payne's (1979) model of occupational stress was tested. Payne posits that stress is a function of the interaction between demands, supports and constraints. Empirical support for Payne's model was found and five important demand factors were highlighted: role conflict, role ambiguity, role overload, resident characteristics and non-participation in decision-making. The results suggest that occupational stress amongst staff caring for people with learning disabilities is best reduced by increasing support, since the job is likely to remain demanding. Suggestions are made concerning how support may be increased.