Job Burnout, Stress, and Satisfaction among Emergency Nursing Staff after Health System Transformation Plan in Iran.

To describe the study design of the COPE Staff cohort study on working conditions for maternal and neonatal healthcare workers (MNHCWs), and present baseline data regarding job satisfaction, work-life conflicts, stress, and burnout. Between January and April 2021, 957 MNHCWs (administrative and medical staff) completed a baseline survey. Average levels of job satisfaction, work-life conflicts, stress, and burnout, and associations to perceived workload were assessed. The average levels of job satisfaction, work-life conflicts, stress, and burnout were 68.6 (95% confidence interval [CI] 64.3-72.8), 42.6 (95% CI 37.3-48.0), 42.0 (95% CI 37.7-46.3), and 1.9 (95% CI 1.6-2.2), respectively. The respondents scoring above critical values indicating clinical burnout ranged between 3% and 18%, respectively, for the four burnout sub-dimensions. Women reported significantly higher levels of stress and burnout. Younger participants had lower job satisfaction and higher levels of work-life conflicts, stress, and burnout. Higher perceived workload was significantly associated with lower job satisfaction levels and higher levels of work-life conflicts, stress, and burnout. Our results indicate associations between MNHCWs perceived workload and job satisfaction, work-life conflicts, stress, and burnout during the COVID-19 pandemic. Eighteen percent scored above critical values for exhaustion.

To establish the best available evidence regarding the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings. Electronic databases (CINAHL, Medline, Scopus, ScienceDirect, PsycInfo, PsycArticles, Web of Science, The Cochrane Library, Proquest and Mednar) were searched using a three-step strategy in order to identify published and unpublished studies conducted between 1990 and 2010. Grey literature was excluded in the review. The identified studies were evaluated using standardised critical appraisal instruments from the Joanna Briggs Institute-Meta Analysis of Statistics Assessment and Review Instrument (JBI-MAStARI). A total of seven descriptive and descriptive-correlational studies published in English were included and data were presented in a narrative summary. Findings revealed a positive bidirectional relationship between the nursing shortage and oncology registered nurses' (RNs') job dissatisfaction, stress and burnout. The extent of the job dissatisfaction, stress and burnout experienced by the oncology RNs and their perception of staffing inadequacy differed according to their demography and work settings. Particularly, nurses who had higher qualifications and positions, who worked full-time and who worked in inpatient settings and non-Magnet hospitals were more likely to attribute staffing inadequacy as one of the main contributing factors for their job dissatisfaction, stress and burnout. This led to a rise in the number of oncology RNs leaving the speciality. Within the constraints of the study and the few quality papers available, it appears that oncology RNs who worked in substandard staffing units often express job dissatisfaction, stress and burnout, which prompt them to seek new employment out of the oncology specialty. This entails a pressing need for organisations to ensure sufficient staffing in oncology/haematology settings, in order to ensure that quality patient care is provided. Limited studies that examine the relationship between the nursing shortage and oncology RNs' stress and burnout have been conducted. Also, no studies in the Asian context have previously been conducted. Organizations need to customize their strategies for the recruitment and retention of oncology nurses. The strategies should take into consideration the specific demographic characteristics of oncology nurses or those of work settings that are experiencing staffing inadequacy and negative nursing outcomes. The strategies should also aim to replicate features of other institutions that are attractive to oncology nurses, and also include training that help oncology nurses better manage their emotions. Future research needs to examine the relationship between the nursing shortage and oncology nurses' job satisfaction, stress and burnout in bone marrow transplant units, paediatric oncology settings and Asian oncology settings. The characteristics of oncology nurses or workplaces that are more likely to experience negative nursing outcomes due the nursing shortage should also be identified.

See the article "Job Stress and Job Satisfaction among Health-Care Workers of Endoscopy Units in Korea" in Volume 49 on page 266.

Nursing shortage is a global issue that which affects oncology nursing. Oncology nurses are more prone to experience job dissatisfaction, stress and burnout when they work in units with poor staffing. There is thus a need for greater understanding of the relationship between the nursing shortage and nursing outcomes in oncology/haematology settings. This review aimed to establish the best available evidence concerning the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings; and to make recommendations for practice and future research. Types of participants: This review considered studies that included oncology registered nurses (RNs) who were more than 18 years of age and worked in either inpatient or outpatient oncology/haematology wards or units for the adult or paediatric patients.Types of intervention: This review considered studies that evaluated the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings.Types of outcomes: This review included studies that measured job satisfaction, stress and burnout levels using different outcomes measures. Job satisfaction was determined by the Measure of Job Satisfaction scale, the Misener Nurse Practitioner Job Satisfaction Scale and the Likert scale, stress by the Pediatric Oncology Nurse Stressor Questionnaire and burnout by the Maslash Burnout Inventory scale.Types of studies: This review included descriptive/descriptive-correlational studies which were published in English. The search strategy sought to identify published and unpublished studies conducted between 1990 and 2010. Using a three-step search strategy, the following databases were accessed: CINAHL, Medline, Scopus, ScienceDirect, PsycInfo, PsycArticles, Web of Science, The Cochrane Library, Proquest and Mednar. Two independent reviewers assessed each paper for methodological validity prior to inclusion in the review using standardised critical appraisal instruments from the Joanna Briggs Institute-Meta Analysis of Statistics Assessment and Review Instrument (JBI-MAStARI). Disagreements were resolved through discussion, or with a third reviewer. Data were extracted using standardised data extraction tool adapted from the JBI-MAStARI. Data synthesisDue to the heterogeneous nature of the included papers, a meta-analysis was not possible. Hence, a narrative summary was presented for the studies. This review encompassed seven descriptive/descriptive-correlational studies. Findings revealed a positive bidirectional relationship between the nursing shortage and oncology nurses' job dissatisfaction, stress and burnout. In addition, the extent of oncology nurses' job dissatisfaction, stress and burnout, and their perception of staffing inadequacy also differed according to nurses' demography and work settings. The nursing shortage, coupled with an increasing number of patients diagnosed with cancer, entail a pressing need for organisations to ensure sufficient staffing in oncology/haematology settings, in order to provide quality patient care. This then requires interventions that target both the recruitment and retention of nurses. Organisations need to customise their strategies for the recruitment and retention of oncology nurses. The strategies should take into considerations the specific demographic characteristics of oncology nurses or characteristics of work settings that are experiencing staffing inadequacy and negative nursing outcomes. The strategies should also aim to replicate features of other institutions that are attractive to oncology nurses; and also include training that help oncology nurses better manage their emotions. Future research need to examine the relationship between the nursing shortage and oncology nurses' job satisfaction, stress and burnout in bone marrow transplant units, paediatric oncology settings and also Asian oncology settings. Characteristics of oncology nurses or workplaces that are more likely to experience negative nursing outcomes due the nursing shortage should also be identified.

This study was conducted to identify differences in job characteristics, and levels of job burnout and job satisfaction of medical tourism coordinators. It also aimed to discover a relationship among variables, and to identify impacting factors on job satisfaction. 102 subjects participated in this study. They were employees at domestic medical organizations which are officially certified to treat overseas patients in South Korea. The findings of this study were as follows. The mean scores were 3.84 out of 5 for job characteristics, 2.98 out of 7 for job burnout, and 3.46 out of 5 for job satisfaction. The levels of medical tourism coordinators’ job burnout (p=.042) and satisfaction (p=.039) were discovered to be different according to their work locations. However, job characteristics did not differ according to general characteristics. In this study, a positive correlation between job characteristics and job satisfaction (p=.008) along with a negative correlation between job burnout and job satisfaction (p<.001) was discovered. Moreover, it was found that job characteristics and burnout were impacting factors on job satisfaction accounting for 38.4% of job satisfaction. Thus, it is important not only to define job characteristics more clearly through job analysis, but also to analyze the factors likely to result in job burnout in order to increase job satisfaction.

Background:Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries.Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction.Design:A cross-sectional, descriptive survey study was conducted.Methods:By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data.Results:With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’.Conclusion:The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.

BackgroundCommunity pharmacists have an important role in ensuring safe and effective use of medicines. However, poor job satisfaction and high stress levels may negatively affect job performance.AimThis study evaluated job satisfaction and job stress levels, and associated factors, among community pharmacists in Klang Valley, Malaysia.MethodsA cross‐sectional survey was conducted to assess job satisfaction and stress among community pharmacists. A sample of 286 respondents was selected using stratified‐random clustered sampling. Levels of and factors affecting job satisfaction and stress, as reported by community pharmacists, were analysed.ResultsThere was a moderate level of job satisfaction among pharmacists (mean (±SD) score 3.39 ± 0.42; range 1–5). Job characteristics that provided the highest satisfaction were work environment and interpersonal relationships with coworkers. Stress levels among pharmacists were below the scale mid‐point (mean (±SD) score 1.86 ± 0.44; range 1–4). Responsibility for patient care was perceived to contribute most to job stress. Ethnicity (p = 0.026) and average number of prescriptions filled daily (p = 0.016) significantly affected job satisfaction, whereas job stress was significantly affected by age (p &lt; 0.001), years of experience (p = 0.003) and number of working hours/week (p = 0.003).ConclusionsThis study demonstrates the effects of various demographic and job‐related variables on community pharmacists’ job satisfaction and stress. Further research is required to gain a better understanding of factors affecting job satisfaction and stress among pharmacists across Malaysia, and their effects on professional practice and patient care.

ABSTRACTBackgroundBurnout is among the most common problems faced in the veterinary profession, which is in constant contact with animals and people. It is already known that job satisfaction is the leading factor that affects professional burnout.ObjectivesThe present study aimed to determine the job satisfaction and burnout levels of veterinarians working in Türkiye, to uncover the factors that might affect job satisfaction and burnout levels and to understand whether there is a relationship between job satisfaction and burnout levels.MethodsThis cross‐sectional study was conducted with 2276 veterinarians using the Maslach Burnout Inventory and the Minnesota Satisfaction Questionnaire.ResultsIt was found that participants who were older, who had more years of experience in the profession, who were parents and who had higher incomes had lower burnout levels. Job satisfaction was mainly influenced by income level. Working in academia was found to be associated with lower levels of burnout, whereas working in a municipality was associated with higher levels of burnout. It was also found that having chosen the profession willingly and thinking of wanting to be a veterinarian again if given the chance was associated with lower levels of burnout and higher job satisfaction.ConclusionIt has been concluded that job satisfaction and burnout levels in veterinarians affect each other.

The purpose of the present study is to evaluate the relationship between the job satisfaction and burnout levels of general practitioners. The study was designed with the screening model and was conducted on seventy-one general practitioners. To evaluate general practitioners' job satisfaction levels, Minnesota Job Satisfaction Survey was used; and to evaluate their burnout levels Maslach Burnout Inventory was used. According to the study results, the intrinsic satisfaction and burnout levels of female physicians are higher than male physicians. In addition, with regards to marital status, it was confirmed that the intrinsic satisfaction scores of married physicians are higher than single physicians. Finally, although the Pearson Correlation Analysis indicated a significant relationship between the general satisfaction and personal accomplishment levels of general practitioners; there were no signs of a significant relationship between the emotional exhaustion and depersonalization dimensions of general practitioners.

Background: The nursing profession is not only physically demanding which deal with the function and human health, but also involve the use of mental energy and contribute to mental exhaustion when one is continuously exposed to stressful events and circumstances. This inevitably lead to burnout and with job dissatisfaction. Objectives: This study aims to identify the levels of job satisfaction and burnout issue among registered nurses and to determine the relationships between demographic variable, job satisfaction and burnout among registered nurse in a private hospital in Kajang, Malaysia. Methods: A cross-sectional descriptive with convenient sampling method was used on 167 respondents. The questionnaire consists of Section A: sociodemographic data 6 items, Section B: 22 items on the level of burnout and Section C: 20 items on the level of job satisfaction. Result: The result showed that the level of job satisfaction and burnout among nurses are at high level with mean value are 4.06 and 4.07 respectively. Conclusion: There is moderate to high level of job dissatisfaction and burnout reported by the registered nurses. The findings of this study will provide significant findings to the nursing administrative in addressing the expectation and needs of their registered nurses.

Objective: This study aims to establish how Covid-19 affected the burnout and job satisfaction levels among the health care Provider in Jordan hospitals. Methods The online survey questionnaire was distributed to 160 nurses, doctors, medics, and specialists, and only 152 responses were filed in the Google form from healthcare workers from Jordan hospitals. The survey questions wanted answers related toestablishing job satisfaction and burnout levels during the COVID-19 pandemic. The questionnaire also contained questions investigating the nurses' and doctors' demographic, work-related variables, and personal experiences. Additionally, the basic needs at the workplace were investigated, and the world Health Organization-5 well-being index was established through the questionnaires. Different statistics measurements were used. Descriptive statistics were used to summarize both the background information about the healthcare providers and burnout levels. Results from the 152 healthcare professionals filed their responses, 32.6% were males, and the rest were females. Approximately48%.13% and 16% were nurses, doctors, and pharmacists. Burnout was caused by exhaustion, depression, anxiety, and overtime working time. 7% of the nurses were satisfied with the work, while 72.5% were not satisfied. Approximately 24% of the male healthcare providers demonstrated resilience in employment, while 5% of the female healthcare professionals demonstrated burnout and total withdrawal due to the scourging effects of covid-19 (Abujilban et al., 2021). The healthcare providers that received psychological support from their families seemed strong and suffered lower burnout levels. The fear of infection created anxiety that led to stress, and finally, the burnout levels shot high. Conclusions Covid -19 led to increased levels of burnout and lack of job satisfaction. The hospitals in Jordan were not prepared, and the fear of nurses and doctors getting infected created more anxiety. The healthcare motivation and energy to work reduced to a bare minimum.

الملخص: تمثل الهدف الرئيسي للدراسة في التعرف على مستوي الاحتراق والرضا الوظيفي من وجهة نظر الاداريين في مستشفى عسير المرکزي بأبها ، وتحديد نوع وقوة العلاقة بين أبعاد الاحتراق والرضا الوظيفي ، ولتحقيق أهداف الدراسة استخدمت الباحثة المنهج الوصفي التحليلي، ولجمع البيانات استخدمت الاستبيان التي أعدت خصيصا لهذا الهدف بعد أن تأکدت الباحثة من صدقها وثباتها بالطرق العلمية الصحيحة ، باستخدام عينة قدرها 354 مفردة من الاداريين ، واستخدمت البرنامج الاحصائي SPSS للتحليل، وقد أظهرت نتائج الدراسة الميدانية أن : مستوي الاحتراق الوظيفي کان مرتفعا لبعد الاجهاد الوظيفي وتبلد المشاعر وقلة الشعور بالإنجاز ، وجود اختلافات ذات دلالة إحصائية في أبعاد الاحتراق الوظيفي والرضا الوظيفي لدي الاداريين في مستشفى عسير وفقا لاختلاف النوع والدرجة العلمية وعدد سنوات الخبرة ، وجود ارتباط طردي قوي ذو دلالة إحصائية بين أبعاد الاحتراق الوظيفي وأبعاد الرضا الوظيفي ، قدمت الدراسة توصيات عده لکل من المسئولين والعاملين بالمستشفى ABSTRACT: The study aims to determining the level of their job burnout, in addition the Job Satisfaction, And determining the type and strength of the relationship between the determinants of Job Satisfaction and the job burnout, To achieve the aim of the study, the researcher used the analytical descriptive method, and she used a questionnaire for data collection after this questionnaire had been tested satisfactorily for validity and reliability by proper scientific methods. the study sample (354) , and SPSS was used for data analysis, The results of the field study showed that: The level of job burnout was high for the emotional exhaustion, depersonalization and lack of personal achievement , there is a significant differences in the level of job burnout and Job Satisfaction for administrative staff Asser Hospital ,according to the difference in gender, scientific degree, and the number of experience years ,And there is a strong statistically significant relationship between the dimensions of job burnout and Job Satisfaction , The level of Job Satisfaction was very low , The study provide several recommendations for officials and administrative staff Asser Hospital.

The aim of this study is to examine the level of mobbing experienced by primary and secondary school teachers and to determine how and to what extent this affects their job satisfaction and burnout levels. This research used a relational survey model. As a result of the study, it has been determined that there is a negative and medium-level relationship between the teachers' level of exposure to mobbing towards their profession or social relationships and their job satisfaction levels; a positive and medium-level relationship between the teachers' level of exposure to mobbing towards their profession or social relationships and their burnout levels; and a negative and low-level relationship between their internal and external job satisfaction levels and their burnout perceptions. According to the results of the path analysis, the teachers' job satisfaction level decrease in line with an increase in their mobbing experiences related to their profession and social relationships, and thus, their burnout levels also increase. However, it has also been determined in the study that in line with an increase in the internal and external job satisfaction levels of teachers, their burnout perceptions decrease. Accordingly, it has been concluded that mobbing towards their profession and social relationships is a stronger predictor of burnout level in comparison to job satisfaction.

Burnout associated with stress has been documented in healthcare professionals including nurses and is considered as one of the potential hazards occurring among individuals who do “people work” (Cherniss, 1980). This study aimed to determine the level of job satisfaction and burnout among nurses in three government hospitals of Samar, Philippines. Descriptive-correlational method of research was utilized to all (48) regular nurses in three Government Hospitals of Western Samar, Philippines. Job Satisfaction Survey (JSS) by Pul E. Spector, and Maslach Burnout Inventory (MBI) by Cristina Maslach were administered to the respondents. Findings indicated that respondents experienced a moderate level of burnout and claimed to be slightly unsatisfied with their job. The highest scored subscale on the JSS was the Nature of the Work (m = 3.97) while the lowest scored subscale was the Fringe Benefit (m = 2.40). Findings revealed that the highest ranked subscale on the MBI was the Emotional Exhaustion (m = 3.28). On the other hand, Depersonalization subscale was the lowest scored subscale with a mean of 2.74. Analyses also showed that there is a significant relationship between the respondent’s level of burnout and their level of Job Satisfaction. The result showed a statistically significant relationship between the nurse-respondents level of burnout and their level of job satisfaction which may affect on the quality of care given to their patients. Thus, proper measures must be made to prevent and manage nurses’ burnout. Furthermore, it proposed a job enrichment program to increase the level of job satisfaction and prevent burnout.

The aim of this research is to determine the job satisfaction levels and burnout levels of teachers who are involved in teaching Turkish as a foreign language. For this purpose, the job satisfaction and burnout levels of the teachers working in the teaching of Turkish as a foreign language will be examined and evaluated according to the variables of gender, age, marital status. In the research, “Exploratory Correlation Model which is among the correlational research types is used. This model has been selected to analyze the relationships between variables and to understand the effect of these variables on job satisfaction and burnout levels of teachers. The sample of the study consists of 115 teachers working in various institutions and teaching Turkish as a foreign language. 11-item personal information form and Minnesota Job Satisfaction scale with Maslach Burnout level scale were used in the study. The analysis of the quantitative data of the study was made by using SPSS 21.0 statistical package program. The data of the study were analyzed by using Mann-Whitney and Kruskal-Wallis Test. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; age, occupational choice, marital status, gender, workplace variables were not found to show a statistically significant difference. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; there is a statistically significant difference between the variables of seniority and income level in terms of external satisfaction points. It was determined that on the opinions of teachers working in Turkish teaching as a foreign language; there is a statistically significant difference in terms of total satisfaction and burnout level in the facilities and educational status in the institution.