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Copy of Nursing research burnout
Transcript of Copy of Nursing research burnout
bring to light the problems that nurse burnout cause by examining literature and research on the subject
expose solutions and interventions that have been implemented to reduce or prevent the occurrence of nurse burnout in nurses of different fields and varying experience levels
express hypothesis for future research on this topic Nursing Patients Healthcare The Recession
Nurses postponed retirement
Part-time nurses are now working full-time to make ends meet
Hospitals have instituted hiring freezes to help keep costs down
Nurses with experience hired before new grads (costs less) Implications What is Burnout? Purpose When "results, rewards, recognition, and relief are not forthcoming the groundwork is being laid for burnout."
(Barrett, 2002) Causes &
Risk Factors Work Environment Demographics
Younger age (more idealistic)
Early in career (first 1-5 years)
Lack of life partner or children
Higher level of education
(higher expectations) Symptoms Exhaustion,
Lack of energy
Inability to concentrate
Lack of motivation
Addictive behavior (Alexander, 2009)
Identify and maintain priorities
Maintain Sense of humor
Seek emotional support from family
Maintain network of friends
Engage in spirituality
Professional therapy Set realistic goals
Impersonalize negative interactions/situations
Take breaks (even short ones)
Ask for help
Become an advocate
Build work relationships
Enhance communication skills Stress Management
to Prevent Burnout (Alexander, 2009) Personal Professional How often do you:
1. find yourself with insufficient time to do things you really enjoy?
2. wish you had more support/assistance?
3. lack sufficient time to complete your work most effectively?
4. have difficulty falling asleep because you have too much on your mind?
5. feel people simply expect too much of you?
6. feel overwhelmed?
7. find yourself becoming forgetful or indecisive because you have too much on your mind?
8. feel powerless to improve work conditions?
9. feel you have too much responsibility for one person?
10. feel exhausted at the end of the day?
almost always- 4 often- 3 sometimes- 2 almost never- 1 Psychological Assess your stress A survey of 120,000 nurses who left the profession found that 45% left from stress and burnout (Health Resourches and Human Services, 2007). The rates of stress and burnout among nurses have been found to be higher than the rates among other healthcare professionals, with approximately 40% of hospital nurses having burnout levels that are higher than the norm for healthcare workers (Lori, 2012). When nurses perceive that their work institution supports professional practice, they are more likely to be engaged in their work, which has been shown to create safe and high-quality patient care (Halbesleben et al, 2008). Nurses with higher levels of burnout rated their quality of patient care as poor. Adequate nurse staffing levels were significantly related to lower patient fall rates, better pain control, decreased medication errors, and fewer nosocomial infections. The cost of hiring and orienting a newly licensed registered nurse is estimated to be between $42,000 and $64,000 (Manojlovich, 2007). Despite the current easing of the nursing shortage due to the recession, the U.S. nursing shortage is projected to be anywhere from 300,000 to 800,000 RN's by 2020 (Buerhaus et al, 2009). The average annual turnover rates for RNs employed by hospitals is 14% (Trinkoff, 2010). A study found that 13% of newly licensed RNs had changed primary jobs after one year, and 37% reported that they felt ready to change jobs (Van Bogaert, 2010). Physical Working shifts can be an irritating problem for many nurses; therefore, considering shift preferences for working schedules can help foster a working atmosphere characterized by caring, respect, warmth, and consideration. Managers should be encouraged towards the idea of ‘life–work balance’ not ‘work–life balance’ (e.g. life comes first), and accordingly, nurses’ shift preferences for working schedules should be met as far as possible (Lei, at al, 2010). You can't always influence what happens to you but you can influence your choices, actions, & reactions. When the going gets tough,
the tough plan a vacation 25 to 40 points indicates a high risk for burnout. Work overload: Limited staff, time, equipment, and other resources Lack of control: Lack of autonomy, powerless to make changes, unable to influence decisions that affect nursing. Insufficient reward: Absence of acknowledgment, appreciation, or lack of opportunities to advance Absence of community: Lack of peer cohesion, difficulties with nurse-physician interactions, and inadequate administrative support Lack of fairness :
Inequality in workload, salary, or professional respect Lack of respect:
Poor nursing image,
not being treated as professionals by others A look at Burnout How could this
burnout? Conflicting values:
When job responsibilities
conflict with personal beliefs Olha Ejedoghaobi
Darryl Staten The term burnout refers to expending
all of an individual’s energy early
in their task or before their task
is complete. Therefore, nursing burnout refers
to expending all of one’s energy
in their tasks as a nurse. Why Should we care? (Lori, 2012) Solutions Future implications •Restriction on work visa
•Understaffed nursing schools
•Increasing population growth
•Average age of nurses The burnout rates among nurses are higher than what is considered normal for other healthcare workers. According to an article that looked at Nurses’ reports on hospital care in five countries, nurses who work in hospitals have a 40% higher rate of burnout than other healthcare workers. This rate is even higher for nurses working in stressful settings like oncology and mental health nursing units (Aken, 2001). Emotional exhaustion: is described
as a feeling of being overextended Depersonalization: is an unfeeling
or impersonal response toward
recipients of care Reduced personal accomplishment:
describes feelings of incompetence
and unsuccessful achievement in duty Numerous studies have linked empowerment directly
and indirectly to job satisfaction and commitment.
Our results add to this knowledge by demonstrating
the positive effect of working in collegial work settings
in which employees treat each other respectfully and
refrain from uncivil behaviors in their day to day
work (Laschinger et al, 2009). Organizational commitment entails feeling that one is
part of family and a desire to remain in the organization until retirement (Laschinger, 2010) . The significant impact of empowerment and incivility
on nurses experiences of burnout suggests that managerial strategies that empower them for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.
Research in nursing has shown that when work environments are structured in this way, nurses experience lower levels of burnout, which, in turn, result in greater job satisfaction and fewer adverse patient events (Leiter & Laschinger 2006,
Laschinger & Leiter 2006, Manojlovich & Laschinger
2007) Advanced and well-planned facilities should be established, such as a central delivery system and nursing aid centre, thereby freeing up the time of nurses from carrying out non-professional tasks (Lei et al., 2010). Advocating positive coping strategies and providing certain
facilities is essential, such as a relaxation centre or gym (Lei et al., 2010) In nursing, burnout can be a regular occurrence. Many nurses have lost energy at some point and it can be due to different factors. Some of these factors include the unit they work in, whether they work night or day shift, the amount of hours and days they work, lack of time management and inexperience in the acute care setting. Nurse burnout always has a negative effect on the nurse, family, and healthcare setting in general. Problem statement