Search results

Nurses are one the essential health-care providers within society, seeking the employment of authentic leadership approaches to reduce the burnout and stressors established within the emergency departments. Burnout has been vitally documented as a psychological impulse that emerges due to the prevalence of chronic job stressors. Authentic leadership approaches will act as an affirmative organizational resource that could help to minimize burnout in the work environments. Therefore, this study aims to evaluate the role of authentic leadership in stress and burnout among nurses in emergency departments.

This study used a quantitative, cross-sectional design. A package of surveys was distributed to nurses working in emergency departments using standardized questionnaires that measured the study variables. A total of 188 nurses participated in the study. SPSS was used to analyze data.

The study’s results supported the hypotheses and found that authentic leadership significantly and negatively influenced nurses’ job stress R = –0.169, p = 0.0205. Also, the results of this study found that the relationship between authentic leadership and burnout was significant and negative R = –0.245, F (1,186) = 11.8, p = 0.0007.

Nurse leaders can introduce flexible working hours and develop coordination and cooperation among nurses, and management of the hospitals needs to focus on improving the structure and enhancing nurses’ outcomes that could affect patients’ and organizations’ outcomes.

The purpose of this study was to assess burnout, resilience and the association with safety culture in nurses working in mental health institutions in Jazan government Hospital.

A cross-sectional survey using convenience sampling, with 119 nurses from the Jazan hospital between June and August 2018 was used.

The results of this study showed that 45.6% of the participants experienced a high level of emotional exhaustion, 36.5% reported a high level of depersonalisation and 15.9% reported high personal achievement. The high level of burnout and its dimensions have a negative effect on patient safety and resilience.

It is particularly important to assess burnout among mental health nurses, resilience and its association with safety culture. Although this study will add to a small body of knowledge, it will also be able to provide policymakers with evidence as how best to reduce burnout among nurses delivering mental health care in Saudi Arabia.

This study aims to see the role of life satisfaction in the relationship between burnout and depression among nurses to highlight the human rights norms for institutions, as well as practitioners within the health sector to improve life satisfaction among nurses.

This was a survey-based study. Data was collected by using well-established questionnaires. The sample (N = 250) comprising nurses taken from different public and private hospitals of Islamabad. Participants were both male (n = 125) and female nurses (n = 125), with age range 20–51 (M = 29.95, SD = 4.95) years. The data was collected by using the convenient sampling technique from different government and private hospitals of Islamabad from September 2017 to December 2017.

Bivariate correlation analysis revealed that burnout was positively associated with depression and negatively associated with life satisfaction. Moreover, depression was negatively associated with life satisfaction. Moderation analysis demonstrated that life satisfaction moderated the relationship between burnout and depression. Female nurses scored high on burnout as compared to male nurses.

The use of self-report measures and the cross-sectional nature of the study design are the limitations of the study. The findings contribute by recognizing the various factors affecting the performance of nursing staff specifically in developing countries such as Pakistan.

This study demonstrated the vital implication of factors reducing depression among nursing staff through life satisfaction. Health care organizations should take measures to condense the level of burnout, make and boost a caring and fair working atmosphere to improve the level of life satisfaction, and therefore, reduce the negative emotions associated with burnout. It is concluded that life satisfaction may buffer the effect of burnout and subsequent depression.

This study has extended the prevailing literature by recognizing the moderating role of life satisfaction in the relationship between burnout and depression among nursing staff specifically highlighting their human rights in the Pakistani context.

This research examines effects on emotional burnout among “maternity support workers” (MSWs) that support women in labor (labor and delivery (L&D) nurses and doulas). The emotional intensity of maternity support work is likely to contribute to emotional distress, compassion fatigue, and burnout.

This study uses data from the Maternity Support Survey (MSS) to analyze emotional burnout among 807 L&D nurses and 1,226 doulas in the United States and Canada. Multivariate OLS regression models examine the effects of work–family conflict, overwork, emotional intelligence, witnessing unethical mistreatment of women in labor, and practice characteristics on emotional burnout among these MSWs. We measure emotional burnout using the Professional Quality of Life (PROQOL) Emotional Burnout subscale.

Work–family conflict, feelings of overwork, witnessing a higher frequency of unethical mistreatment, and working in a hospital with a larger percentage of cesarean deliveries are associated with higher levels of burnout among MSWs. Higher emotional intelligence is associated with lower levels of burnout, and the availability of hospital wellness programs is associated with less burnout among L&D nurses.

While the MSS obtained a large number of responses, its recruitment methods produced a nonrandom sample and made it impossible to calculate a response rate. As a result, responses may not be generalizable to all L&D nurses and doulas in the United States and Canada.

This research reveals that MSWs attitudes about medical procedures such as cesarean sections and induction are tied to their experiences of emotional burnout. It also demonstrates a link between witnessing mistreatment of laboring women and burnout, so that traumatic incidents have negative emotional consequences for MSWs. The findings have implications for secondary trauma and compassion fatigue, and for the quality of maternity care.

Preventing burnout and promoting psychological well-being in nurses are of great importance. In this study the effect of an online, stand-alone individualized preventive program for nurse burnout based on cognitive behavioral therapy (CBT) is described and explained.

A mixed method study with an explanatory sequential design was applied. Quantitative data were collected from September 2015 to March 2016 during an intervention study with a pretest-posttest wait-list control group design within a population of hospital nurses in the Dutch speaking part of Belgium. Consecutively, 13 nurses from the intervention group who fully completed the program were interviewed.

All interviewed participants experienced some sort of effect due to working with the program. Emotional exhaustion remained stable in the intervention group and increased in the control group. However, this difference was not significant. Personal accomplishment decreased significantly within the intervention group when compared to the control group. This might be explained by the self-awareness that was created through the program, which confronted participants with their weaknesses and problems.

This study adds to the understanding of online individual burnout prevention. The results suggest the feasibility of an online program to prevent nurse burnout. This could be optimized by complementing it with organizational interventions, introducing refresher courses, reminders and follow-up. Furthermore, additional attention should be devoted to preparing the implementation in order to minimize attrition rates.

As the world becomes a global labour market, attention must be directed to integrating persons of different cultures and values into the work environment of the host country. Nursing is a profession that involves significant socialization during the training process, and different cultural values. Nursing is also a profession subject to burnout, resulting in decreased personnel effectiveness. Examines the work environment of Philippine nurses in their native country and a comparison sample of American nurses in the USA. Identifies several significant differences. Burnout was also assessed in both countries, with results indicating significant differences. Discusses results with respect to the different social‐work environments, national value systems, integration of Philippine nurses into US hospitals, and management for reduced burnout. Although this study used nurses from the Philippines and the USA as subjects, the methods are applicable across other cultures. The results of the study indicate several areas for beneficial future research.

Healthcare is recognized as a fertile field for service research, and due to the fact that nurses are stressed physically and emotionally, reducing burnout among frontline healthcare staff is an emerging and important research issue. The purpose of this paper is to explore the possible antecedents and consequences of nurses’ burnout and to examine the moderating effects of personal trait and work-environment issue.

Drawing on Bagozzi’s (1992) reformulation of attitude theory (appraisal→emotional response→behavior), data from a survey of 807 nurses working in a major hospital in Taiwan were analyzed using the structural equation modeling technique and hierarchical regression analysis.

The results reveal the positive causality between job stressors and nurses’ burnout, whereas supervisor support negatively relates to burnout. In addition, the full moderating effects of leadership effectiveness and partly moderating effect of emotional intelligence on the relationships among job demands, job resources, and burnout are confirmed.

The findings provide practical insight regarding how supervisors play an essential role in alleviating nurses’ burnout. The supportive attitude and leadership effectiveness are recommended to be effectual managerial strategies.

The empirical results support the job demands-resources model by applying reformulation of attitude theory. The work-environment issue surpasses the personal trait in moderating the relationships among job demands, job resources, and burnout.

Quality of care and health professional burnout are important issues in their own right, however, relatively few studies have examined both. The purpose of this paper is to explore quality of care and health professional burnout in hospital settings.

The paper is a narrative literature review of quality of care and health professional burnout in hospital settings published in peer-reviewed journals between January 2000 and March 2013. Papers were identified via a search of PsychInfo, PubMed, Embase and CINNAHL electronic databases. In total, 30 papers which measured and/or discussed both quality of care and health professional burnout were identified.

The paper provides insight into the key health workforce-planning issues, specifically staffing levels and workloads, which impact upon health professional burnout and quality of care. The evidence from the review literature suggests that health professionals face heavier and increasingly complex workloads, even when staffing levels and/or patient-staff ratios remain unchanged.

The narrative literature review suggests that weak retention rates, high turnover, heavy workloads, low staffing levels and/or staffing shortages conspire to create a difficult working environment for health professionals, one in which they may struggle to provide high-quality care and which may also contribute to health professional burnout. The review demonstrates that health workforce planning concerns, such as these, impact on health professional burnout and on the ability of health professionals to deliver quality care. The review also demonstrates that most of the published papers published between 2000 and 2013 addressing health professional burnout and quality of care were nursing focused.

The present study aims to examine the moderating effect of burnout between intellectual capital and innovative work behaviour of professional nurses.

Mixed-method approach was followed that involves conducting both quantitative surveys and qualitative semi-structured interviews. Quantitative data was collected from 844 staff nurses. Interviews were conducted with a total of 20 participants including director of nursing, chief nursing officer, general manager operation, professor cum principal, doctors, nurse educators, ward in charges and staff nurses working with multi, super speciality private and charitable trust hospitals in Mumbai (India).

Intellectual capital and burnout (intellectual capital*burnout) interaction increased the proportion of innovative work behaviour from 0.09 to 0.15, an increase of 66.67%. The results also reveal a significant and negative (−0.09) moderating effect of burnout between intellectual capital and innovative work behaviour of nurses. Qualitative findings also could confirm and support that human, structural and relational capital help nurses to be innovative. However, whenever nurses feel a loss of energy, enthusiasm, motivation and exhaustion, they tend to become less innovative and continue only with the routine works.

This study provides a new implication for multi, super speciality private and charitable trust hospitals management to relook at and reduce the level of burnout to mitigate its adverse effect.

To the best of the authors’ knowledge, this is the first study and findings related to professional nurses working in multi, super speciality private and charitable trust hospitals in India.

Anecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study investigated two forms of passion, harmonious and obsessive passion, as resources that may indirectly predict two forms of burnout, disengagement and exhaustion, through the mediator of job stress.

The authors tested their hypotheses in a mediation model using a sample of nurses surveyed at three timepoints during the COVID-19 pandemic.

As hypothesized, harmonious passion indirectly decreased disengagement and exhaustion by decreasing job stress. Contrary to authors’ hypotheses, obsessive passion also indirectly decreased (rather than increased, as hypothesized) both disengagement and exhaustion by decreasing job stress. Harmonious, but not obsessive, passion, was significantly negatively directly related to disengagement and exhaustion.

Data were collected during the COVID-19 pandemic, which may have impacted nurses’ work environments and their willingness to respond.

This study extends conservation of resources theory to conceptualize harmonious and obsessive passion as resources with differing outcomes based on their contrasting identity internalization, per the Dualistic Model of Passion. This study also operationalizes burnout more comprehensively by including cognitive and physical exhaustion along with emotional exhaustion, as well as disengagement. By collecting responses at three timepoints, this study provides a more robust test of causality than previous work examining passion and burnout.