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BURNOUT AMONG ER NURSES
Transcript of BURNOUT AMONG ER NURSES
the psychological combination of emotional exhaustion, cynicism, and inefficiency (Maslach's theory of job-related burnout)
25 sources utilized; the issue is evident!
emphasis on risk identification and problem-solving
“Don’t worry about anything; instead, pray about everything. Tell God what you need, and thank him for all he has done. Then you will experience God’s peace, which exceeds anything we can understand. His peace will guard your hearts and minds as you live in Christ Jesus”
BIBLICAL APPLICATION: Ambition vs. Stewardship
National Burnout Rates
ER Burnout Rates
experienced after dealing with long-term emotional and interpersonal stressors in the work environment
often exhibited among nurses who work in high-stress environments
results in apathy, job dissatisfaction, role strain, lateral violence and bullying, nurse turnover and nurse shortage
a negative cycle
Wednesday, April 29, 2015
Vol MMXV, No. 911
The "Issues" Paper
Nursing Shortages Nationwide
Baby Boomers Retire
Poor personal coping methods
Lack of autonomy
FACTORS CONTRIBUTING TO JOB DISSATISFACTION AND BURNOUT
Bureau of Labor Statistics
predict 526,800 vacant nursing positions in the United States by 2022 (BLS, 2014)
Is this good news for new grad nurses, or a herald of future stress in hospitals?
STRESS AND BURNOUT AMONG ER NURSES
Examine burnout rates among nurses both nationally and in the emergency department (ED) specifically
Learn the signs and symptoms of burnout
Identify intervention measures to reduce burnout on extrapersonal, interpersonal, and intrapersonal levels
Burnout Contributes to Nursing Shortages
Consider the stress of being hired into an understaffed nursing unit as a new grad RN:
Burnout has been linked to
poor physical health
among nurses, as well as
poor patient outcomes
and increased nurse turnover in hospitals (Peterson et al., 2008; Aiken et al, 1994)
For every nurse lost, hospitals must pay between
to recruit, hire, and train a replacement nurse (Jones & Gates, 2007)
by Sarah Wittenberg
Questions for Discussion:
How would you define "burnout"?
..or what words or phrases do you associate with this term?
Where have you seen this in practice?
..a particular setting? a personal experience with a nurse?
Outline of Content
- Significance to practice
- Biblical Leadership Application
What can hospitals do to minimize stress for their nurses?
What can WE do as nurse leaders to help?
(Maslach, Schaufeli, & Leiter, 2001)
One study found that 34% of nurses nationally report burnout and job dissatisfaction
In the same study examining 5 different countries, the U.S. was highest for emotional exhaustion and burnout (41%)
Most at-risk group: Americans under 30 years planned to leave their jobs within the next year
Up to 13% of new graduate RNs leave their positions within the first year because of negative work conditions
(Aiken et al., 2001; Kovner et al., 2007)
Research emphasizes burnout is heavily associated with workplace 'flow' or pace
Few current studies that were large-scale enough to be representative of all emergency nurses
All studies, however, suggest ED nurses are at a high risk for burnout, and are at greater risk than nurses from other departments
(Hooper et al., 2010; Dominguez-Gomez & Rutledge, 2009; Hunsaker, Chen, Maughan, & Heaston, 2015)
(Hayes, Bonner, & Pryor, 2010)
Negative co-worker interactions
Negative patient/family interactions
Negative workplace atmosphere
Poor unit structure
Few educational opportunities
Philippians 4:6-7 (New Living Translation)
Proverbs 13:4 vs. Psalm 127:2
MASLOW'S HIERARCHY OF NEEDS
Assurance of adequate salary
Sufficient orientation to the unit
Adequate meal breaks during work
Fair and satisfactory working hours
Paid time off or vacation time
Physical safety within the workplace
Resources for the employees that include health, education, and stress relief
Quality and safety improvement
(Brunges, & Foley-Brinze, 2014)
When healthcare organizations invest in nursing human capital, they demonstrate to the nurses that they are valued for the work and knowledge they provide (Covell & Sidani, 2013)
Belonging, Esteem, Self-Actualization:
Mentorship associated with decreased bullying (Frederick, 2014)
Orientation is a key phase!
Community support promotes positive coping skills and decreases job dissatisfaction (Breen & Sweeney, 2013)
Standardized communication methods (SBAR)
Appropriate conflict management - discretion and professionalism should be expected!
Nurse leaders play a significant role in shaping the culture of a workplace by influencing the beliefs of individual nurses through one-on-one relationships (Cumming et al. 2010; Laschinger, Wong, & Grau, 2013)
Authentic, transformational and relational leadership is key to developing happy and committed employees (Cumming et al. 2010)
Routine one-on-one meetings with nurses/staff
Promote positive coping methods
Be a living example of love, patience, and compassion
Aiken, L. H., Clarke, S. P., Sloane, D. M., Sochalski, J. A., Busse, R., Clarke, H., ... & Shamian,
J. (2001). Nurses’ reports on hospital care in five countries. Health affairs, 20(3), 43-53.
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Aiken L.H., Smith H.L. & Lake E.T. (1994) Lower Medicare mortality among a set of hospitals
known for good nursing care. Medical Care 32(8), 771–787.
American Nurses Association. (2014). How to Cope with Stress on the Job. Nursing World.
Retrieved April 12, 2015.
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Love, Belonging, Esteem: