...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...
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...Registered nurses are in a position of authority where they are held accountable for the health and wellbeing of the patients under their care. It is known that you cannot take care of another person before you take care of yourself, which is what nurses are expected to do. These high expectations are beginning to take a toll on the overall health of today’s registered nurses. Burnout is often considered synonymous to stress; however, the two differ in very important ways. If experienced for long periods of time, stress may lead to or increase the feeling of burnout but being stressed does not mean being burnt out. Stress can be seen as a positive physical response in emergency situations because it raises our awareness in an attempt to save...
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...Burnout has severe negative consequences on nurses. (Cimoitti et al., 2012). Therefore creating coping strategies and solutions to this problem is urgent and necessary through nursing management, organization and leadership at all levels, development of nurse practice environment, stress reduction interventions, lifestyle, emotional intelligence and self-awareness and problem focused and emotion focused coping strategies (Ndawula, 2016). Nursing management, organization, and leadership at all levels Good leadership and management have been shown to alleviate stress in the health care system (Wright, 2014). Nursing managers and organizations have the responsibility for reviewing the high requirements for nurses and providing resources...
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...Throughout the country there is a shortage of nurses in the (ICU) Intensive Care Unit. ICU nurses must possess strong critical thinking skills and provide critical care, treatment, and monitoring for people who are in a critically ill or unstable condition. All of which could led to nurse burnout. According to the US National Library of Medicine, “Critical care nurses are particularly vulnerable to developing burnout due to the chronic occupational stressors they are exposed to, including high patient acuity, high levels of responsibility, working with advanced technology, caring for families in crisis, and involved in morally distressing situations, particularly prolonging life unnecessarily”. It is also important the nurse recognize warning signs and prevent the nurse burnout syndrome from becoming more complicated....
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...Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction Grand Canyon University: NRS-433V 06-04-2016 PROBLEM STATEMENT: The broad research problem leading to this study is the belief that nursing shortage in facilities leads to patient safety issues. The review of available literature on this topic shows strong evidence that lower nurse staffing levels in hospitals are associated with worse patient outcomes. Some of these outcomes include very high patient to nurse ratio, fatigue for nurses leading to costly medical mistakes, social environment, nursing staff attrition from the most affected facilities. The study specifically attempts to find a way to understand how nurse staffing levels has an impact on patient outcomes and nurse retention in hospital practice. Purpose d Research Questions: With one of the most critical steps being the determination of the problem that will be studied in the research process. (Nieswiadomy, 2008, p.45). Linda H. Aiken et al states the research question as 1. Determine the association between patient-to-nurse ratio and patient mortality 2. Determine the association between patient-to-nurse ratio and failure-to-rescue (deaths following complications) among surgical patients 3. Determine the association between patient-to-nurse ratio and nurse retention/attrition. 4. Determine the association between patient-to-nurse and the facts that contributed to the stress that lead to nurse burnout The...
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...Nursing Burnout Ashley A. Dean University of Louisiana at Lafayette STRESS REDUCTION 2 Stress Stress is our body’s reaction to a stimulus that triggers our primal “fight or flight” response. This response causes a hormonal dump of adrenaline and cortisol into the bloodstream that enables our bodies to react quickly to perceived danger. These hormones cause us to become more aware of our surroundings and able to make quick decisions and movements. This “acute-stress” reaction is a good thing but continued or chronic stress over long periods of time can cause detrimental effects to your body as the body never returns to homeostasis. Chronic high levels of cortisol and other corticoids can cause a decline of your immune system, making you more susceptible to illnesses. Additionally, they increase your body’s resistance to adrenaline that is also at higher levels under chronic stress (Bryant). If we do not reduce stress then there is a very great danger of becoming burned out. First described in the 1970s by the American psychologist Herbert Freudenberger as the consequences of severe stress and high ideals experienced by people working in “helping” professions (Informed Health Online. (2013). Burnout is a special kind of job related chronic stress that results in a state of physical, emotional and mental exhaustion where you derive little or no enjoyment in your career and begin to doubt your competence. The increased levels of stress and burnout among nurses...
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...Patient Services/Intensive Care Nurses/Compassion Fatigue Intervention/BESt 173 Best Evidence Statement (BESt) Date: July 17, 2013 Title: Decreasing Compassion Fatigue* among Pediatric Intensive Care Nurses Using Self-Care Skills* and Compassion Fatigue Training* Clinical Question: P (Population/Problem) I (Intervention) C (Comparison) O (Outcome) Among pediatric intensive care nurses does functional knowledge of compassion fatigue and the practice of self-care skills, compared to not, demonstrate less compassion fatigue? Definitions for terms marked with * may be found in the Supporting Information section. Target Population for the Recommendation: Nurses working in pediatric intensive care settings who provide direct patient care Recommendation: It is recommended that nurses working in pediatric intensive care settings receive training that includes compassion fatigue awareness, coping strategies, stress management, relaxation techniques and self-care interventions to decrease the level of compassion fatigue experienced in the work environment (Marine, Ruotsalainen, Serra, & Verbeek (2009) [1a]; Gunusen, & Ustun (2010) [2a]; Kravits, McAllister-Black, Grant, & Kirk (2010) [4a]; Meadors & Lamson (2008) [4a]). Discussion/Synthesis of Evidence related to the recommendation: The evidence referred to a variety of concepts related to the manifestation of compassion fatigue, including burnout, emotional exhaustion, and workplace stress. The concepts...
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...Abstract Millions of nurses everyday are struck by initiating and rendering empathetic care to patients and families. Daily, nurses are also subject to a multitude of crises, high acuity sets and increased workloads. The psychological demands of a nurse, under incomprehensible amounts of stress, has yet to be addressed in depth. Compassion fatigue is a label stuck to the caregiver who becomes victim to continued strain in meeting the needs of patients and families suffering from critical, traumatic, or end-of-life needs. Because of compassion fatigue, the emotional, mental, and physical health of the nurse is at stake. Little has been done to prevent compassion fatigue in the workplace. However, voices are beginning to advocate for nurses who are in the trenches day in and day out by initiating compassion fatigue interventions. These include mentorship programs, educating healthcare staff on compassion fatigue symptoms, and speaking to state legislators who are able to enact change in the healthcare setting. The implications of personal health, patient satisfaction, job satisfaction, and joyfulness are in jeopardy. Keywords: compassion fatigue, empathetic care, psychological demands, compassion fatigue interventions, compassion fatigue prevention, compassion fatigue symptoms, patient satisfaction, job satisfaction, mentorship programs A new nurse and her preceptor have a seven patient assignment. The preceptor is called away to attend to another matter, leaving...
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...s. McShane Case Study 4.1 1. Each one of the medical staff has different ways of dealing with the stress that they have to deal with. Each has found their own way of dealing with the emotions that go along with a position that deals with patients that need that extra emotional support. They accomplish their emotions by focusing on the task at hand which is taking care of the patient and letting them know that they are there for them to help them both mentally and physically. Most medical staff employees, who deal with the type of trauma that these three individuals deal with every day, have to find their own way to deal with their emotions. You can’t go to work and look at your patients and show emotions, because those patients rely on you for support to help get them through every day by knowing that you are there for them. I believe that they do effectively manage their emotions, because none of them show their emotions in front of their patients. I know from experience that if you are someone who shows emotions easily and a situation arises and your emotions come out, it can make the situation difficult to get through. They keep their emotions to themselves and then let them out when they are not around the patients. People feel off of other people’s emotions, so you have to learn to separate your emotions. 3. Stress occurs when situations arise that challenges or threatens you and you have to find ways to handle those situations. Stress is something that can...
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...Information Systems, Jones College of Business, Middle Tennessee State University, MTSU Box 45, Murfreesboro, TN 37132 U.S.A. {nita.brooks@mtsu.edu} Cynthia K. Riemenschneider Management Information Systems Department, Hankamer School of Business, Baylor University, 1 Bear Place #98005, Waco, TX 76798-8005 U.S.A. {c_riemenschneider@baylor.edu} 1 While the U.S. economy is recovering slowly, reports tell us that the supply of information systems (IS) professionals is declining and demand is once again on the rise. With organizations challenged in their efforts to hire additional staff, IS professionals are being asked to do even more, often leading to burnout, turnover, and turnaway intentions. Building on Ahuja et al.’s (2007) work on turnover intentions and using the job demands– resources model of burnout as an organizing framework for the antecedents to exhaustion from IS career experience (EISCE), this illustrative research note draws attention to exhaustion in IS professionals that spans an individual’s professional career. Findings indicate that IS professionals’ perceived workload (demand) was associated with higher levels of EISCE, whereas fairness and perceived control of career (resources) were associated with lower levels of EISCE. The influence of EISCE on affective commitment to the IS profession (ACISP) was found to be negative and, ultimately, ACISP fully mediated the effect of EISCE on the intention to turn away from an IS career. The results...
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...suffering and is accompanied by the expression of a desire to ease or end that suffering.” (Van der Cingal, 2009, p. 124) This is a fundamental characteristic usually found in health care workers and nurses especially. In one twelve hour shift, a nurse’s job can change from taking vitals and administering medications to performing life saving measures or even holding a dying patient’s hand as they transition from this world to the next. And in that same few hours, a myriad of emotions can flood the soul with such force it leaves one drained and exhausted. This would be a very difficult roller coaster of emotions for anyone, but multiply that times three or four days per week for many years. It is no surprise that health care workers are extremely susceptible to emotional and physical fatigue, also known as compassion fatigue. Compassion fatigue is that fatigue brought on by giving so much of one’s self for an extended period of time without taking time to revive or replenish one’s own physical, emotional and spiritual needs. This paper will explore the nature and causes of five major concepts of compassion fatigue. It will also address the physical, emotional, and spiritual needs of the caregiver, giving examples of coping strategies and resources to be utilized by the nurse and/or caregiver. Concepts of Compassion Fatigue The five major concepts of compassion fatigue discussed in this paper are: 1. Physical Exhaustion 2. Emotional...
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...Occupational Therapy and Compassion Fatigue: How to help the caregiver get care By Randi Johnson Hanson MSRS, OTR/L The topic of “Compassion Fatigue” has been a hot topic within the caregiving profession of nursing in the past decade. Joinson (1992) defines compassion fatigue as “a unique and expanded form of burnout in which the environmental stressors of the workplace coupled with the patient’s physical and emotional needs contributes to the caregiver becoming tired, depressed, angry, ineffective, apathetic and detached”. Given the psychosocial demands of occupational therapy as a hands-on caregiving profession, it is my proposal that we look at compassion fatigue within the realm of O.T. and how to help prevent it and how to refresh and renew ourselves in order to best meet our patient’s needs. As an occupational therapist, part of our practice involves helping our patients determine what their optimal level of function is given any underlying deficits. We may see people with psychological deficits (TBI, DD, and mental illness), physical deficits and age related deficits and it is our job to get them “back to the highest level of independence possible”. As with any caring profession, as OT’s we may take on the burdens and issues of our patients as our own. Under normal circumstances, this can be helpful in planning goals and treatment modalities, but if we start to experience compassion fatigue, we may be actually internalizing the traumas of our patients to the point...
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...employees' efforts. Workers are better able to cope with heavy workloads if management is sympathetic, understanding and encouraging. | 4 | Recognize and reward employees for their accomplishments and contributions. Ignoring employees' accomplishments can lower morale and provoke talented and experienced employees to seek work elsewhere. | 5 | Talk openly with employees. Giving employees opportunities to air their concerns to management also is important. | 6 | Give employees adequate control over how they do their work. Workers are more productive and able to deal with stress better if they have some control over and flexibility in how they perform their work. | 7 | Reduce the amount of red tape for employees. Employers can lower burnout rates if they ensure that employees' time isn't wasted on unnecessary paperwork and procedures. | 8 | Do hard work. Strive to achieve your goals but do not do it to the harm of family, health, or peer. | 9 | The employees should have emotional intelligence at workplace. They should have self-awareness, self-confidence and self-control at workplace. | 10 | Find a fun way to release stress, such as, cracking jokes, playing tennis, golf, etc. |...
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.... If there is a change in the Subject/Title/Supervisor/Co-supervisor of the ongoing thesis, please use other relevant forms. Please fill in the form completely and submit the Printed Copy, which has the approval of the Department Chair to the Institute of Graduate Studies and Research (IGSR). Incomplete application forms will be returned to the Department. The Institute of Graduate Studies and Research will finalize the application. Part I. Student & Thesis Information [To be completed by the Supervisor] |Student No | | | |Student Name and|Rita Anumbose Nkendong of stressors in the workplace. Dysfunctional customer behaviors are among| | |these stressors (Boyd, 2002). Since frontline employees have intense face-to-face or voice-to-voice interactions with customers, | | |they seem to be faced with aggressive behaviors of customers (Karatepe, Yorganci, & Haktanir, 2009). | | |Customer-related social stressors are composed of four dimensions: disproportionate customer expectations, customer verbal | | |aggression, disliked customers, and ambiguous customer expectations (Dormann & Zapf, 2004). Disproportionate customer | | |expectations refer to “situations in which customers tax or challenge the service that they want to receive from the service | ...
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...Causes and Prevention of Burnout in Human Services Staff • Burnout Burnout is “a state of physical, emotional, and mental exhaustion resulting from involvement with people in emotionally demanding situations” (Lewis, Packard, & Lewis, 2007, p. 132). Another definition of the term “burnout” is coined by a psychologist named Herbert Freudenthal. Freudenthal states that burnout is a psychological condition caused by unrelieved work stress that results in: lacking physical energy and emotional exhaustion, more susceptible to illnesses, interpersonal relationships become impersonal, dissatisfaction and pessimism abound, absenteeism and work inefficiency are noticeable (Hatfield & Gray, n.d.). • Describe individual, cultural, organizational, supervisory, and social support factors that cause burnout Individual factors that cause burnout are personalities such as a “Type A or Type B” personality profiles or possessing unrealistic career goals or expectations, such as wanting to become president of a company after one year may result in burnout (Lewis, Packard, & Lewis, 2007, p. 133). Some cultural factors that cause burnout are the aspects of culture that include a feeling of disconnect with the community, the frustration that comes with not meeting the expectations of maximizing one’s work potential, and dealing with widespread competition (Lewis, Packard, & Lewis, 2007, p. 134). Organizational factors that cause burnout are a lack of flexible management philosophies, lack...
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