Burnout rate and related factors among midwives who work in sanandaj

Background. One of the important factors affecting human health that may reduce their efficiency and effectiveness in various organizations, including academic libraries, is job burnout. This negative phenomenon may deprive libraries of experienced manpower, disrupting the educational and information needs of library users, ultimately leading to the failure of the library and its organization in achieving the intended goals and missions. This study, with the aim of optimizing the performance of human resources, set out to identify the relationship between work-related musculoskeletal disorders and burnout in an effort to help in planning to reduce the rate of burnout. Methods. The study is descriptive in nature and correlational and applied in terms of purpose. It was done by census method on 126 librarians of Ahvaz public universities (Jundishapur and Chamran universities). The Cornel questionnaire was used to measure the amount of physical injury caused by work and the Maslach questionnaire was used to measure the degree of burnout. Data analysis was performed in two parts: descriptive statistics and inferential statistics. The significance level is considered to be equal to 5 percent. Results. The findings indicated that the total rate of musculoskeletal disorders (32.96) and total job burnout (1.72) were lower than the population average. The highest rate of musculoskeletal disorders was in the neck area (78.9%) and the lowest rate was in the lower leg (37.8%). No significant difference was observed between male and female librarians of Ahvaz public universities in the variables of musculoskeletal disorders caused by work and job burnout. Conclusion. In general, musculoskeletal disorders have a positive relationship with all dimensions of job burnout except for individual performance, and there is an increase in musculoskeletal disorders, there is also a corresponding rise in the rate of job burnout.

To evaluate job burnout and its impacts on mental health among clinical residents in a 3-year standardized residency training program in China.This cross-sectional study was conducted among all residents in the Department of Internal Medicine of the Peking Union Medical College Hospital in August 2017. Job burnout and depressive symptoms were assessed using the Maslach Burnout Inventory-General Survey and the Center for Epidemiological Survey, Depression, respectively.Among the 159 residents who completed the survey, comprising 69 who had graduated from 8-year medical schools and 90 from 5-year schools, the rate of job burnout was 62.2% (100/159) and the rate of depression was 28.3% (45/159). Rates of job burnout and depression in residents completed different years of training showed no significant difference. Rate of job burnout was significantly higher among graduates of 5-year medical schools (76.7%) than among those of 8-year schools (44.9%, P < .001). Pearson chi-squared test revealed a significant correlation between depression and job burnout (P < .001). Multiple logistic regression revealed a significant correlation between job burnout and attendance at 5- or 8-year medical schools (P = .044).Job burnout may be more frequent among graduates from 5-year medical schools than among those from 8-year schools.

Objective: To investigate job burnout and related influencing factors in community medical staff in Nanchong, China. Methods: From June to July, 2015, cluster random sampling was performed to select 181 medical staff members in Nanchong Community Health Service Center as study subjects. The Chinese Maslach Burnout Inventory (CMBI) was used to measure the level of job burnout. Results: The overall detection rate of job burnout in community medical staff in Nanchong was 95.0%, and among these staff members with job burnout, 119 (65.7%) had mild job burnout, 44 (24.3%) had moderate job burnout, and 9 (5.0%) had severe job burnout. There were significant differences in the scores of emotional exhaustion and reduced sense of personal accomplishmentbetween the medical staff members with different ages (F=5.820 and 3.180, both P<0.05) . There was a significant difference in the score of emotional exhaustion between the medical staff members with different working years (F=2.909, P<0.05) . There was also a significant difference in the score of reduced sense of personal accomplishment between the medical staff members with different types of work (F=5.797, P<0.05) , and the nurses had the lowest score. Conclusion: The medical staff members in Nanchong have a high incidence rate of job burnout, with the feature of reduced sense of personal accomplishment. An old age, long working years, and nursing occupation are major risk factors for job burnout.

Burnout: A Call to Action From the AUA Workforce Workgroup.

Objective: To explore the effect of training program based on service-oriented leadership theory on alleviating the degree of job burnout of clinical nurses, and provide reference for improving the situation of job burnout of nurses. Methods: From January to December 2023, 10 head nurses of a Grade A general hospital were selected by random number table method for training, and 5 nurses were selected from the department of each head nurse by random number table method, a total of 50 nurses were selected as research objects. Through the training program based on the service-oriented leadership theory, the selected head nurses were trained on the service-oriented leadership theory, job burnout and burnout mitigation methods and passed the examination. The training period was 2 months. The general data of 50 nurses were collected, and the job burnout of nurses was investigated by using the Maslach Burnout Inventory before and 6 months after the training of head nurses, and the changes of scores of each dimension were compared by paired t-test. Results: The nurses were (30.4±5.5) years old and their working life was (8.1±6.1) years. The total detection rate of job burnout before training was 100% (50/50), the detection rate of moderate to severe emotional exhaustion was 60% (30/50), and the detection rate after training was 36% (18/50). The detection rate of moderate to severe depersonalization was 72% (36/50) and 40% (20/50) after training. The detection rate of moderate to severe lack of job accomplishment was 86% (43/50) and 54% (27/50) after training. After 6 months of head nurses training, the scores of emotional exhaustion and depersonalization of nurses were significantly lower than those before training, while the scores of personal achievement were significantly higher than those before training, with statistical significances (P<0.05) . Conclusion: The training program based on service-oriented leadership theory can scientifically prevent and alleviate nurses' job burnout after receiving training of administrators, which is helpful to improve the current situation of nurses' job burnout and reduce the degree of nurses' job burnout, and can play a positive role in promoting nurses' physical and mental health.

ObjectiveThis study evaluated job burnout among primary healthcare workers (PHCWs) in China during the COVID-19 pandemic, explored its influencing factors, and examined PHCWs' preferences for reducing job burnout.MethodWe conducted a multicenter cross-sectional study in Heilongjiang, Sichuan, Anhui, Gansu, and Shandong Provinces. An electronic questionnaire survey was conducted through convenience sampling in communities from May to July 2022. We collected sociodemographic characteristics, job burnout level, job satisfaction, and preferred ways to reduce job burnout among PHCWs.ResultsThe job burnout rate among PHCWs in China was 59.87% (937/1565). Scores for each dimension of job burnout were lower among PHCWs who had a better work environment (emotional exhaustion OR: 0.60; depersonalization OR: 0.73; personal accomplishment OR: 0.76) and higher professional pride (emotional exhaustion OR: 0.63; depersonalization OR: 0.70; personal accomplishment OR: 0.44). PHCWs with higher work intensity (emotional exhaustion OR: 2.37; depersonalization OR: 1.34; personal accomplishment OR: 1.19) had higher scores in all job burnout dimensions. Improving work environments and raising salaries were the preferred ways for PHCWs to reduce job burnout.ConclusionStrategies should be developed to improve job satisfaction among PHCWs, enhance their professional identity, and alleviate burnout to ensure the effective operation of the healthcare system, especially during periods of overwork.

1. Paria M. Wilson, MD, MEd* 2. Maneesh Batra, MD, MPH† 3. Kathi J. Kemper, MD, MPH‡ 4. John D. Mahan, MD‡,§ 5. Betty B. Staples, MD¶ 6. Janet R. Serwint, MD** 1. *Division of Emergency Medicine, Children’s Hospital of Pittsburgh of University of Pittsburgh Medical Center, Pittsburgh, PA 2. †Department of Pediatrics, Division of Neonatology, Seattle Children’s Hospital and the University of Washington, Seattle, WA 3. ‡The Ohio State University, Columbus, OH 4. §Department of Pediatrics, Division of Nephrology, Nationwide Children’s Hospital and The Ohio State University, Columbus, OH 5. ¶Department of Pediatrics, Duke University Medical Center, Durham, NC 6. **Department of Pediatrics, Johns Hopkins University School of Medicine, Baltimore, MD * Abbreviations: EHR: : electronic health record OR: : odds ratio SMART: : Stress Management and Resiliency Training > Every once in a while in Pediatrics in Review , Editors-in-Chief Bob Haggerty and Larry Nazarian would advise readers to care for themselves. They offered commentaries on such subjects as how to transition to retirement or part-time practice, taking time to reflect on the joy of pediatrics, and stepping out of the office to partake in community events. In the spirit of Dr Haggerty’s and Dr Nazarian’s hope that readers take care of themselves, Pediatrics in Review offers the following review. > > —JZ Clinicians and trainee physicians should be aware of the components of wellness and how to foster them in their daily practice. Interventions have been aimed at the individual and organizational levels. After …

5. DO WELLNESS INTERVENTIONS IN A LARGE PEDIATRIC RESIDENCY PROGRAM IMPACT RESIDENT BURNOUT?

In case the individual is not capable of resisting stressful conditions, s/he would be exposed to psychologicalphysical- behavioral symptoms and effects. One of the most important outcomes resulting from the long-lasting psychological pressures is the job burnout. The present study’s objective is to survey the job burnout rate among Zahedan University of Medical Sciences staff. The present study is a descriptive-analytical cross-sectional research which has been conducted on 172 individuals among Zahedan University of Medical Sciences staff. To collect the required information a two-part questionnaire was used. Data were analyzed by the use of SPSS 19 software and descriptive statistics, Pearson correlation, variance analysis, and independent t-test. The individuals’ average age was 36.49 6 9.85; 106 individuals were women, and 146 individuals were married. The job burnout mean score was 58.46 6 10.17, and the mean scores for emotional exhaustion, depersonalization, and reduced personal accomplishment were 23.21 6 4.92, 10.30 6 3.56, and 21.51 6 4.68, respectively. The relationship between gender and marital status with job burnout and each of its indicators and components was not statistically significant (p i€® 0.05). The relationship between age and job burnout (p 5 0.005) and emotional exhaustion (p 5 0.05), depersonalization (p 5 0.04), and reduced personal accomplishment (p 5 0.003) was statistically significant. The existence of varied levels of job burnout in Zahedan University of Medical Sciences staff makes it necessary to pay careful attention to staff health and the creation of supporting-system facilities to reduce job weariness and exhaustion.

Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors—male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants—explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028–0.634; p < 0.05), job tenure of 10–20 years (OR = 0.632, 95% CI: 0.359–0.989; p < 0.05), and low-job strain (OR = 0.657, 95% CI: 0.052–0.698; p < 0.05) were all associated with significantly lower odds of chronic disease. The risk of chronic disease was higher in civil servants with high-job burnout scores and mental fatigue scores compared with civil servants with lower scores (OR = 1.139, 95% CI: 1.012–3.198; OR = 1.697, 95% CI: 1.097–2.962). These data provide evidence for the effects of job strain on job burnout, mental fatigue and chronic diseases among civil servants.

Primary care physicians (PCP) experience high rates of professional burnout. These symptoms may be magnified in underserved populations. This study explores relationships between clinic capacity to address patients' social needs (SN) and PCP burnout. We conducted a cross-sectional survey of PCPs from three delivery systems in San Francisco. Surveys included three components of burnout, measured by the Maslach Burnout Inventory (MBI) and a four-item instrument exploring attitudes, confidence, individual skills and organizational capacity to address patients' SN. Provider perception of higher clinic capacity to address patients' SN was the strongest independent predictor of lower burnout. Providers who perceived high clinic capacity and resources to address SN reported significantly greater professional efficacy (p &lt;.01), lower emotional exhaustion (p &lt;.05), and lower cynicism (p &lt;.05). Provider perceptions of greater clinic capacity to address SN are significantly associated with lower burnout. Devoting organizational resources to address SN may reduce PCP burnout.

Background:Anesthesiology may be stressful and most anesthesiologists develop mechanisms for coping. However, inexperienced trainee anesthesiologists seem to be vulnerable. We studied stress perception and job burnout in trainee anesthesiologists.Methods:Responses to perceived stress scale (PSS) and Maslach Burnout Inventory (MBI) were evaluated in 159 trainee anesthesiologists.Results:In our results, when perceived stress was increased, emotional exhaustion and depersonalization increased but personal accomplishment decreased, as expected. Perceived stress was very high in the early years of training. There was a negative correlation between age and emotional exhaustion and depersonalization, but positive correlation with personal accomplishment. Female anesthesiologists had higher personal accomplishment, but lower depersonalization points than male anesthesiologists in our study. There was no statistical association between marital status, PSS, and MBI; ≥2 children group had a significant high personal accomplishment but low depersonalization and emotional exhaustion scores. Line regression analysis showed a statistically significant relationship between PSS and emotional exhaustion and between age and depersonalization.Conclusions:Social factors such as gender and number of children affect the work life of our trainees.

Objective To investigate of the status quo of head nurses' professional practice environment and job burnout in classⅢ hospitals, and to discuss the influence of professional practice environment on job burnout. Methods From June to July 2016, a total of 335 head nurses from classⅢ hospitals of Hu'nan province were selected by cluster sampling method. All the participants were investigated by the Chinese version of Professional Practice Environment Scale for Head Nurses and Maslach Burnout Inventory. SPSS 18.0 software was applied to establish a database and to carry out statistical analysis. The influencing factors were analyzed by single factor analysis of variance and linear regression analysis. Results A total of 335 questionnaires were distributed, including 331 valid questionnaires. The total score of 331 head nurses professional practice environment score was (214.72±22.64) . In the Maslach Burnout Inventory, the emotional exhaustion (EE) score was (26.02±11.03) , depersonalization (DP) score was (9.31±4.30) and personal accomplishment (PA) was (34.66±12.98) . Single factor analysis showed that the differences of EE score and DP score in head nurses in different age stages were statistically significant (F=6.429, 4.652; P<0.01) . There was statistical significance in the difference of EE score of head nurses in different marital status (F=3.787, P<0.05) . There were statistical significance in the differences of EE score and DP score of head nurses with different nursing management years (F=2.448, 2.670; P<0.05) . The differences of EE score in head nurses in different departments, the highest education and the professional titles were statistically significant (F=3.951, 3.047, 3.256; P<0.05) . The results of linear regression analysis showed that the 4 dimensions of cultural heritage, organization culture construction, relationship with doctors and relationship with nurses were the key variables influencing job burnout scores. Conclusions The status quo of professional practice environment is not optimistic, the tendency of job burnout is obvious, and the professional practice environment has an impact on the job burnout of head nurses. Key words: Nursing, supervisory; Occupational burnout; Professional practice environment

This study is to investigate the prevalence of work-related musculoskeletal disorders (MSDs) and the influencing factors among coal mine workers employed in on-site operations. The job burnout scale and MSD scale were implemented to investigate a random sample of 1,500 coal mine workers working in on-site operations in Xinjiang, China. In total, 1,325 valid questionnaires were collected, with a recovery rate of 88.33% (1,325/1,500). The rate of job burnout was 90%, of which 39.8% were categorized as mild burnout, 43.8% as moderate burnout, and 6.4% as severe burnout; the average job burnout score was 50.77 ± 11.93. The annual prevalence of MSDs was 65.6%, with the highest annual prevalence in the waist (50.7%), followed by the neck, shoulder, and knee, and the lowest prevalence in the elbow (18.8%). Of the areas of the body affected by work-related MSDs, the highest proportion of requests for leave of absence was related to the waist, accounting for 25.7% of requests, while the lowest proportion (13.4%) was related to the wrist. In addition, the incidence of MSDs increased with the years of service. The lowest incidence of MSDs was associated with the two-shift and three-group working pattern. The prevalence of MSDs in the neck and waist was higher in women than in men. The prevalence of MSDs in various body parts increased with the years of service. Moreover, multiple logistic regression indicated that three shifts with four groups (OR = 1.096, 95% CI: 0.832-1.445), working more than 10 years (OR = 3.396, 95% CI: 2.369-5.748), working more than 20 years (OR = 3.008, 95% CI: 1.419-6.337), significant bending (OR = 2.062, 95% CI: 1.400-3.038), forward neck tilting (OR = 1.572, 95% CI: 1.071-2.281), maximum force operation within a short period of time (OR = 1.7222, 95% CI: 1.164-2.547), repeated movement of upper arms or fingers (OR = 1.495, 95% CI: 1.034-2.161), slip or fall incidents (OR = 1.124, 95% CI: 1.039-1.216), work under conditions of cold or temperature variations (OR = 1.911, 95% CI: 1.342-2.720), mild burnout (OR = 1.492, 95% CI: 1.016-2.191), moderate burnout (OR = 1.852, 95% CI: 1.267-2.708), and severe burnout (OR = 2.001, 95% CI: 1.145-3.496) were risk factors for MSDs. In conclusion, there is a high annual prevalence of MSDs among the coal mine workers employed in on-site operations in Xinjiang, China. Measures to reduce this prevalence are required.

Objective To explore the influence of emotional intelligence training on the clinical communication ability and job burnout of nurses in Cardiology, and to guide the administrative direction of nursing managers and provide effective management methods. Methods Using the convenient sampling method, a total of 89 nurses from the department of Cardiology of Wuxi Second People's Hospital from September to November 2018 were selected as the subjects. According to the random number table method, they were divided into the experimental group (44 nurses) and the control group (45 nurses) . The experimental group were given 8 emotional intelligence training sessions, and the control group received regular training. The Emotional Intelligence Scale (EIS) , the Maslach Burnout Inventory (MBI) , and the Clinical Communication Ability Scale were used to evaluate the difference before and after the training. Results After the training, the experimental group nurses' EIS total scores and scores in all dimensions were higher than those in the control group (P<0.05) ; the MBI scores of emotional exhaustion, and cynicism dimensions of experimental group were significantly lower in the control group, the scores of personal accomplishment were significantly higher in the control group, and the difference was statistically significant (P<0.05) ; the scores of Clinical Communication Ability Scale in the experimental group were higher than those in the control group, and the difference was statistically significant (P<0.05) . Conclusions Emotional intelligence training for clinical Cardiology nurses can effectively improve their emotional intelligence, clinical communication ability, and reduce their level of job burnout and it is worth promotion. Key words: Nurses; Emotional intelligence; Inservice training; Communication ability; Job burnout