High Rates Of Burnout Research Articles

Evaluation of radiology resident well-being at a single institution with a dedicated wellness curriculum

IntroductionIncreasing rates of physician burnout over recent years have resulted in the need for formal tools and programming dedicated to physician well-being. The Accreditation Council for Graduate Medical Education (ACGME) has taken measures to prioritize trainee well-being by revising its common program requirements. Widespread departmental initiatives have been developed in line with these changes. At the authors' institution, a committee was developed to design and implement a holistic wellness curriculum for radiology trainees. ObjectiveThe objective of this study was to assess overall well-being in a cohort of radiology residents at a training program with a dedicated wellness curriculum. MethodsA wellness curriculum for radiology residents was developed and implemented. Over a 3-year period, data was collected using the Maslach Burnout Inventory (MBI), Brief Resilience Scale (BRS). ResultsRates amongst respondents were low, compared to average, for emotional exhaustion (below 17, average 25.2), depersonalization (6, average 10), and of personal accomplishment were moderate to high (37.5, average 32.9). PGY-4 level residents had the highest rates of burnout (p = 0.042 for depersonalization, p = 0.006 for emotional exhaustion). PGY-4 residents also had the lowest rates of resilience based on the BRS, and PGY-3 the highest (p = 0.037). There were no statistically significant differences between gender or differing relationship status for MBI or BRS. The most commonly cited barriers to wellness practices included fatigue, competing responsibilities, and not knowing where to start. ConclusionRadiology residents at a single institution with a dedicated wellness curriculum demonstrated overall lower rates of burnout compared to their peers.

Comparative study of job burnout in Shanghai-based nurses against Maslach norm and Hangzhou norm.

This study aimed to analyze the trend in job burnout among nurses in Shanghai, China. The nursing profession globally faces a significant challenge due to aging populations, causing a human resources crisis. Job burnout notably impacts nurses' enthusiasm for work and their overall well-being. Understanding the trends in job burnout among nurses is crucial for addressing this issue. A cross-sectional study involving 799 nurses from a tertiary-care hospital and 11 community health service centers in Pudong New Area South, Shanghai, was conducted using convenience sampling. Data were collected through a general information questionnaire and the Maslach Burnout Inventory scale, to assess job burnout levels. These data were compared with the established Maslach and Hangzhou norms in China. 74.6% of the participants experienced job burnout. The emotional exhaustion dimension had an average score of 27.27±13.93, indicating high levels of burnout; the depersonalization dimension had an average score of 7.83±6.68, showing moderate levels of fatigue; and the personal achievement dimension had an average score of 26.75±10.26, also indicating moderate fatigue. Notably, nurses aged 32-33 years with 11-12 years of professional experience were the most affected. The findings suggest that job burnout is a significant issue in Pudong New Area South, Shanghai, with a notable increase in severe burnout cases over the past decade. Nurses, particularly during the COVID-19 pandemic, face high rates of burnout, with emotional exhaustion being particularly prevalent. To support and retain the nursing workforce, hospital administrators must implement external reward mechanisms and develop policies that encourage personal growth, career development, and a humanistic approach to care. From our review of the literature, we identified instances where burnout standards are either not assessed or lack uniformity in their application. Therefore, it is imperative to adopt a standardized occupational burnout scale for a nationwide survey, encompassing nurse populations across various levels, including province, region, city, and institution. This approach will facilitate the establishment of a practical norm for occupational burnout within China. This norm would enable conducting regular assessments and comparisons to understand the evolving trends of job burnout among nurses, which could pave the way for the creation of targeted support interventions for the nursing profession.

Positive Leadership within Breast Imaging: Impact on Burnout, Intent to Leave, and Engagement.

Background High rates of provider burnout and turnover, as well as staffing shortages, are creating crises within radiology departments. Identifying ways to support health care workers, such as the Positively Energizing Leadership program, is important during these ongoing crises. Purpose To identify the relationship between leadership behaviors and workplace climate and health care worker outcomes (ie, burnout, intent to leave, and engagement) and to determine whether the positive leadership program could improve workplace climate and health care worker outcomes. Materials and Methods This prospective study involved two parts. First, a web-based survey was administered to faculty and staff in a breast imaging unit of a large academic medical center in February 2021 to identify relationships between leadership behaviors and workplace climate and health care worker outcomes. Second, a web-based survey was administered in February 2023, following the implementation of a positive leadership program, to determine improvement in engagement and reduction of burnout and intent to leave since 2021. Multiple regression, the Sobel test, Pearson correlation, and the t test were used, with a conservative significance level of P < .001. Results The sample consisted of 88 respondents (response rate, 95%) in 2021 and 85 respondents (response rate, 92%) in 2023. Leadership communication was associated with a positive workplace climate (β = 0.76, P < .001) and a positive workplace climate was associated with improved engagement (β = 0.53, P < .001), reduction in burnout (β = -0.42, P < .001), and reduction in intent to leave (β = -0.49, P < .001). Following a 2-year positive leadership program, improved perceptions were observed for leadership communication (pretest mean, 4.59 ± 1.51 [SD]; posttest mean, 5.80 ± 1.01; t = 5.97, P < .001), workplace climate (pretest mean, 5.09 ± 1.43; posttest mean, 5.77 ± 1.11; t = 3.35, P < .001), and engagement (pretest mean, 5.27 ± 1.20, posttest mean, 5.68 ± 0.96; t = 2.50, P < .01), with a reduction in burnout (pretest mean, 2.69 ± 0.94; posttest mean, 2.18 ± 0.74; t = 3.50, P < .001) and intent to leave (pretest mean, 3.12 ± 2.23; posttest mean, 2.56 ± 1.84; t = 1.78, P < .05). Conclusion After implementation of a positive leadership program in a radiology department breast imaging unit, burnout and intention to leave decreased among health care workers, while engagement increased. © RSNA, 2024 See also the editorial by Thrall in this issue.

Healthy educators need healthy schools: Supporting educator work-related well-being through multitiered systems of support.

The COVID-19 pandemic has amplified preexisting challenges for educators as manifested in high rates of work-related stress and burnout, and educators leaving the profession in higher numbers than ever before. In this article, we highlight the urgency for work-related well-being supports for educators, with a particular focus on system changes. Individual self-care is necessary, yet insufficient. To this end, we recommend the use of a multitiered system of support framework to promote a supportive and balanced work environment for all educators, tailored to local needs. We provide a rationale for the use of a tiered model and give specific recommendations for implementation and sustainability of a continuum of supports for school-wide educator well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

A Comprehensive Approach to Addressing the Burnout Crisis Among US Health Care Workers: The Houston Methodist Experience.

Health care workers experience high rates of burnout and psychiatric distress. A large health care system in the southwest United States developed a comprehensive mental health service model for employees. Services offered range from traditional benefits (eg, Employee Assistance Program), resiliency and well-being initiatives, and innovative technology solutions, to access to peer support services for professional practice issues. The latest innovation in services is a free, self-insured outpatient mental health clinic designed exclusively for health care workers and their dependents. In this article, the authors describe the development of expanded mental health programming for health care workers and discuss how this unique service model proactively reduces common barriers to the receipt of high-quality care. This approach to caring for the workforce may serve as a model for other health care organizations across the United States. By providing mental health support to employees, health care organizations are mitigating the risk of burnout and related consequences to the system.

The Association of Psychotherapy With Burnout, Depression, and Measures of Well-Being in Residents and Fellows: A Pilot Study.

Resident physicians experience high rates of burnout and depression but rarely prioritize their well-being or seek mental health care. The Accreditation Council for Graduate Medical Education mandated that training programs prioritize resident wellness and emotional and mental health to ensure readily available and accessible mental health care. To help meet that requirement and circumvent barriers to accessing care, the University of California San Diego Healer Education Assessment & Referral (HEAR) Program offers residents and fellows short-term therapy for coping with challenges that threaten their well-being. This report describes the results of a pilot study designed to evaluate the feasibility and effectiveness of the HEAR Program's resident therapy program. The cohort included residents and fellows who completed at least 1 postbaseline assessment from January to May 2022. Measures of fulfillment, burnout, self-compassion, quality of life, depression, and suicidal ideation were assessed and compared before and up to 12 weeks after enrollment. Of the 39 residents who consented to participation, 30 completed at least 1 postbaseline assessment. Most outcomes improved after therapy, with significant increases in fulfillment (mean [SE] coefficient, 0.24 [0.08]; z score, 2.86; P = .004), self-compassion (mean [SE] coefficient, 0.37 [0.07]; z score, 5.72; P < .001), and quality of life ( P < .001) and significant reductions in burnout (Stanford burnout scale: mean [SE] coefficient, -0.27 [0.07]; z score, -4.01; P < .001; single-item burnout scale: mean [SE] coefficient, -0.34 [0.08]; z score, -4.37; P < .001) and depression severity (mean [SE] coefficient, -1.08 [0.25]; z score, -4.36; P < .001). This pilot study noted improvements in fulfillment, compassion, quality of life, and function, as well as reductions in burnout and depression severity, among resident physicians. Future studies in larger cohorts are needed to validate these findings and inform further optimization of this program.

Trauma Informed Care for Nursing Action Bachelor of Science in Nursing Course.

Nurses commonly experience psychological trauma with high risk for a host of mental health concerns such as suicide, depression, anxiety, and substance use disorders, as well as high rates of burnout and moral injury. Despite rigorous academic preparation, baccalaureate nursing education curricula lack content on the widespread effects of trauma. Using a trauma informed care (TIC) model, an innovative course called Trauma Informed Care for Nursing Action (TIC4NA) was created. This course allows students to safely explore the profession of nursing to transform their learning about trauma related to patient care, the nursing community, and society. TIC curriculum delivery offers supportive strategies to mitigate negative outcomes during nursing school. This content could have positive effects on nurse and nursing student retention as well as mitigating a barrage of negative outcomes for individual nurses and the nursing profession. [J Nurs Educ. 2024;63(4):233-240.].

Group peer mentoring is effective for different demographic groups of biomedical research faculty: A controlled trial.

Improved mentoring of midcareer researchers in medical schools has been identified as an important potential avenue for addressing low vitality and high burnout rates in faculty, and the scarcity of both underrepresented minority (URM) faculty and women in biomedical research. To address the need for widescale effective mentoring, we sought to determine whether a group peer mentoring intervention (C-Change Mentoring and Leadership Institute) for early midcareer research faculty was effective for different demographic groups in a controlled trial. Thirty-five diverse early midcareer faculty and 70 propensity-matched (PM) control subjects matched to intervention subjects on a) study inclusion criteria; b) gender, race, and ethnicity, degree, rank, years of experience, publications, grants; and c) pretest survey outcome variables, participated in the intervention. The C-Change Participant Survey assessed vitality, self-efficacy in career advancement, research success, mentoring others, valuing diversity, cognitive empathy, and anti-sexism/anti-racism skills at pretest and intervention completion. Analysis using multiple regression models included outcome pretest values and indicator variables for intervention, gender, URM status, and MD vs. PhD. Hypotheses regarding differential effectiveness of the intervention by demographic group were tested by including cross-product terms between the demographic indicator variables and the intervention indicator. Missing data were addressed using chained equations to create 100 data sets. The intervention participants had significantly higher (favorable) scores than PM controls for: self-assessed change in vitality; self-efficacy for career advancement, research, and mentoring others; cognitive empathy; and anti-sexism/racism skills. The benefits of the intervention were nearly identical across: gender, URM vs non-URM faculty, and degree MD/PhD, except vitality significantly increased for non-URM subjects, and not for URM faculty. Self-assessed change in vitality increased for URM and non-URM. The intervention worked successfully for enhancing vitality, self-efficacy and cross-cultural engagement across different demographic groups of biomedical research faculty.

Reducing Burnout, Suicide &amp; Wellbeing among Healthcare Professionals:

Recently the lack of well-being, higher rates of burnout and reports of suicide in healthcare professionals have become an area of concern for organisations. Physician and nurse suicides are a worry and subject of increasing ‘professional and public health interest. Despite good resources to help others, healthcare workers are sacrificing their well-being. Moreover, systemic barriers by organisational culture and policy are often preventing self-care or help-seeking actions.

Medical educational study burnout and job satisfaction among general practitioners and occupational physicians during the COVID-19 epidemic

In this narrative review, general practitioners and occupational physicians (GPOPs) are compared in terms of their burnout and job satisfaction. The studies used show an immediate link between burnout and a lack of job satisfaction. However, it is unclear which of these two factors, which will apparently need to be researched and discovered through more research, influences the growth of the other one. High burnout and low satisfaction rates arise because of intrapersonal variables, factors related to the workplace, and factors related to the dynamics of the workplace environment. There is a remarkable rise in burnout among GPOPs during the COVID-19 pandemic. It is critical psychological interventions be made to address burnout and boost job satisfaction levels as it has a detrimental impact and adverse effect on the medical working environment.

Violence against healthcare professionals in intensive care units: a systematic review and meta-analysis of frequency, risk factors, interventions, and preventive measures

BackgroundTo assess the frequency, risk factors, consequences, and prevention of violence against healthcare workers in intensive care units.MethodsPubMed, Scopus, Google Scholar, EMBASE, Cochrane, and Web of Science were searched for studies on violence against healthcare workers in adult intensive care units. Risk factors, patient characteristics, and implications for healthcare workers were collected. Study quality, bias, and level of evidence were assessed using established tools.ResultsSeventy-five studies with 139,533 healthcare workers from 32 countries were included. The overall median frequency of violence was 51% (IQR 37–75%). Up to 97% of healthcare workers experienced verbal violence, and up to 82% were victims of physical violence. Meta-analysis of frequency revealed an average frequency of 31% (95% CI 22–41%) for physical violence, 57% for verbal violence (95% CI 48–66%), and 12% for sexual violence (95% CI 4–23%). Heterogeneity was high according to the I2 statistics. Patients were the most common perpetrators (median 56%), followed by visitors (median 22%). Twenty-two studies reported increased risk ratios of up to 2.3 or odds ratios of up to 22.9 for healthcare workers in the ICU compared to other healthcare workers. Risk factors for experiencing violence included young age, less work experience, and being a nurse. Patients who exhibited violent behavior were often male, older, and physically impaired by drugs. Violence was underreported in up to 80% of cases and associated with higher burnout rates, increased anxiety, and higher turnover intentions. Overall the level of evidence was low.ConclusionsWorkplace violence is frequent and underreported in intensive care units, with potential serious consequences for healthcare workers, calling for heightened awareness, screening, and preventive measures. The potential risk factors for violence should be further investigated.Systematic review registration: The protocol for this review was registered with Prospero on January 15, 2023 (ID CRD42023388449).

Predictors of Job Satisfaction and Association with Psychological Distress Among Academic Medicine Faculty in Kazakhstan.

The growing concern for the faculty's well-being is allied with the emotionally demanding nature of teaching, which has an adverse effect on physical and mental health. There is abundant evidence that academic medicine faculty are subjected to high rates of dissatisfaction, distress, burnout, and turnover among medical educators. This study is dedicated to the exploration of the association between job satisfaction and psychological distress among academic medicine faculty in Kazakhstan. The observational cross-sectional study was conducted among medical educators in Kazakhstan between 1 October and 25 December. The survey was completed by 715 representatives of academic medicine staff. The sample size was calculated by Epi Info Sample Size Calculator, version 7.0. Multinomial logistic regression analysis using the forced entry procedure was applied to identify the factors associated with job satisfaction. The prevalence of job satisfaction, depression, anxiety, and stress was 19.2%, 40.6%, 41.3%, and 53%, respectively. Three variables were significantly associated with job satisfaction: having a partner (AOR=0.79; 95% CI 0.38-1.659), having work experience of 5-10 years (AOR=0.32; 95% CI 0.14-0.74), and holding a Ph.D. degree (AOR=0.40; 95% CI 0.18-0.91). Job satisfaction was significantly associated with depression (p=0.005) and stress (p<0.001). Compared to previous research in this area, our findings reported a higher prevalence of psychological distress and dissatisfaction. Potential reason for higher rates of dissatisfaction may be the global disruption due to COVID-19 pandemic.

Burnout in Neurosurgery

Burnout is a pervasive psychosocial syndrome that manifests as a chronic response to interpersonal stressors encountered in the occupational setting. Neurosurgeons exhibit a high prevalence rate of burnout, ranging from 33% to 67%. The primary objective of this study is to examine the prevalence of Burnout syndrome within the neurosurgical community and identify the contributing factors. A prospective observational study was conducted utilizing an anonymous survey format, incorporating the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) questionnaire. Additional inquiries were made regarding demographic characteristics, occupational factors, lifestyle choices, and the Hospital Anxiety and Depression Scale (HADS) questionnaire. The survey was disseminated between March 23rd, 2023, and April 4th, 2023, utilizing the email registries of the Spanish Society of Neurosurgery (SENEC) and the Latin American Federation of Neurosurgical Societies (FLANC). Descriptive analysis was performed, comparing responses between participants with and without burnout syndrome using cross-tabulation and the Chi-square test to assess the presence of dependency. A total of 282 neurosurgeons completed the survey. The sample comprised 30.1% females and 69.9% males, with a median age within the 30-40 range. Among the surveyed neurosurgeons, 66.7% exhibited a prevalence of burnout, while 23.4% met the criteria for defined burnout. Significantly higher rates of burnout syndrome were observed among residents, specifically those in their fifth year of residency, as well as those whose departments perform a moderate range of surgeries (500-1000), participating in on-call duties, lacking regular physical exercise (at least twice a week), engaging infrequently in social activities with friends, lacking extracurricular hobbies, and obtaining scores exceeding 10 points in any of the HADS subscales. Burnout syndrome affects nearly a quarter of the neurosurgical specialists included in this study. Moreover, a distinct profile associated with defined burnout among neurosurgeons emerges, encompassing characteristics such as being a fifth-year resident, belongs to departments with a moderate number of surgeries, with few extra-occupational distractions and exhibiting symptoms of depression or anxiety.

Do physicians need tragic optimism?

In 2016, as a trainee doctor, I wrote a paper on changing the culture of medicine. I felt the medical system was broken back then, and it seems even less functional now, with higher rates of burnout, dropout and staff shortages nationally. As a result of a lack of resources, it feels impossible to provide the care to our communities expected of us, making our work challenging and disheartening. Until all stakeholders acknowledge the systemic issues faced by our workforce, service outcomes and physician well-being may not improve. We need to collaborate and innovate to reform the healthcare system taking a multifaceted, evidence-based approach, implementing an appropriate balance of systemic change and interventions to support individual well-being. As we collectively work towards these changes, tragic optimism may spur physicians to develop meaning and purpose despite the inevitable challenges. This may serve as the motivation and fuel required to survive and sustain our practice but also thrive working in careers of value.

Abstract WP114: Texas Stroke Program Assessment: Infrastructure, Turnover, and Burnout Implications

Introduction: Unlike state designation for trauma centers, there are no Texas State rules on certain infrastructure requirements for stroke designation and independent stroke center accreditation. To assess the current state of program manager impact, a Texas Stroke Program Survey was administered. Hypothesis: Lack of requirements results in overburdened programs, high turnover, poor mentorship, and burnout. Methods: Electronic survey contained program assessment with link to validated instrument (MBI-HSS), administered by Mind Garden Inc, to assess burnout, well-being, and work-related dimensions for medical personnel. Of the 181 Texas designated stroke facilities, 98% were contacted with each site having one anonymous senior program staff member complete the survey. Results: Survey responses were 105 among which 78 completed MBI-HSS (26% CSC, 1% TCS, 59.6% PSC, 17.3% ASRH). Respondents: 66.7% stroke coordinators, 23.8% stroke program managers/directors, and 9.5% identified as other. Majority (41%) were in current role for 1-2 yrs (19% &lt;1 yr, 20% 3-5 yrs, 13.3% 6-9 yrs, 6.7% &gt; 10 yrs) and 42.9% did not consider resigning. Over 5 yr period, 49.5% reported 2 or more turnovers of their position (none 26.7%, once 21.9%, twice 20%, &gt; twice 29.5%, new role 1.9%). Majority (57.1%) reported serving more than one major role at facility. Reported 67.3% had dedicated stroke coordinators and 49% data collectors. Only 53.3% reported adequate resources and 15.2% felt program was priority with sufficient hospital support. Role on-boarding was reported by 16.2% and 61.9% reported no mentorship. MBI-HSS revealed 74.4% had burnout profile of ineffective, overextended, or burnout. Conclusion: Survey demonstrates variability in infrastructure, reduced support and mentorship, high rates of turnover and burnout in Texas stroke programs. Nearly all respondents (91.4%) felt requirements for infrastructure and support for stroke program development and growth were needed.

Frequency of Burnout and its Factors among Nurses Working at Tertiary Care Hospital Lahore

Nurses experience a high rate of burnout, which may be attributed to the physically and mentally exhausting profession. Consequently, it leads to a decrease in the quality of care. Objectives: The present study was employed to determine the frequency of burnout and its contributing factors among nurses. Methods: A cross-sectional study was conducted at the Mayo Hospital, Lahore. Both male and female nurses and at least one year of job experience were included in the study. Nurses who were working in management posts were excluded from the study. A self-administered, pre-tested, and validated questionnaire “Copenhagen Burnout Inventory” was used to assess burnout. Results: Most of the nurses reported moderate levels of personal, professional, and client-related burnout. Gender was significantly and negatively associated with emotional burnout (β -.182; p=0.004), and rotation of duty was also found to be significantly and negatively related to personal burnout (β -0.271; p˂0.01) among nurses. Similarly, work-related burnout, gender (β -0.198; p=0.002), and rotation (β -0.175 p=0.006) were found to be negatively and significantly associated with burnout, while duty shift was significantly positively (β=0.169; p=0.010) related to work-related burnout. Age was positively associated (β=0.096; p=0.029) with client-related burnout, while residence (β -0.17; p=0.022, and rotation (β -0.617; p=0.004) were found to be negatively and significantly associated with client-related burnout. Conclusions: A high frequency of burnout was recorded among study participants. The long duty shifts and rotations had a significant impact on nurses' burnout in the present study.

Evaluating Systemic Burnout in Medical Oncology Through a National Oncology Mentorship Program.

Mentorship has a positive influence on trainee skills and well-being. A 2022 Pilot Mentorship Program in New South Wales involving 40 participants revealed high burnout rates in Medical Oncology trainees. As part of an Australia-wide inaugural National Oncology Mentorship Program in 2023 (NOMP23), a national survey was undertaken to assess the prevalence of burnout, anxiety, depression, professional fulfilment, and drivers of distress in the Australian medical oncology workforce. NOMP23 is a 1-year prospective cohort study that recruited medical oncology trainees and consultants using e-mail correspondence between February and March 2023. Each participant completed a baseline survey which included the Maslach Burnout Index (MBI), Stanford Professional Fulfilment Index, and Patient Health Questionnaire-4 for anxiety and depression. One hundred and twelve participants (56 mentors, 56 mentees) were enrolled in NOMP23, of which 86 (77%) completed the baseline survey. MBI results at baseline demonstrated that 77% of consultants and 82% of trainees experienced burnout in the past 12 months. Professional fulfilment was noted to be <5% in our cohort. Screening rates of anxiety and depression in trainees were 32% and 16%, respectively, compared with 7% and 2% for consultants. When assessing reasons for workplace stress, two thirds stated that heavy patient load contributed to stress, while almost three quarters attributed a heavy administrative load. Lack of supervision was a key stressor for trainees (39%), as was lack of support from the training college (58%). Trainees and consultant medical oncologists demonstrate high rates of burnout and low professional fulfilment. The NOMP23 program has identified a number of key stress factors driving burnout and demonstrated concerning levels of anxiety and depression. Ongoing mentorship and other well-being initiatives are needed to address these issues.

Burnout in emergency department personnel—A continuing concern post pandemic

AbstractIntroductionHigh incidences of burnout has been reported amongst emergency department (ED) personnel during the COVID‐19 pandemic. Emerging from the pandemic, organisational support for psychological health may dwindle and become secondary to economic priorities. We aimed to ascertain the level of burnout within ED staff at our hospital, identify professional groups, which were more vulnerable and domains, which contributed most towards burnout.MethodsWe conducted a cross‐sectional study approximately 8 months after major moves to remove COVID‐19 restrictions in Singapore. Data was collected via a self‐administered survey employing the Copenhagen Burnout Inventory (CBI). Demographics, occupational details, work satisfaction and motivation to stay in the job were also collected and analysed.ResultsA total of 115 ED staff participated. Overall CBI score was 62.3 ± 22.0. Scores for personal, work‐related and client burnout were 64.9 ± 23.2, 61.6 ± 23.1 and 60.4 ± 26.1, respectively. A total of 44.5% had to take medical leave because of burnout. Nurses had higher overall CBI scores than doctors (67.5 ± 20.5 vs. 54.6 ± 23.0, p = 0.01). Those who were satisfied with their present job had lower overall CBI scores compared to those not satisfied (42.7 ± 17.9 vs. 84.0 ± 14.4, p &lt; 0.001). Overall CBI scores were also lower in those motivated compared with those not motivated to continue in their current job (50.1 ± 16.3 vs. 79.0 ± 15.1, p &lt; 0.001).ConclusionED staff continue to record high rates of burnout as we transit out of the pandemic. Accompanying rates of medical leave and low levels of motivation to remain in the job are serious occupational health concerns. Factors contributing to burnout in at risk groups such as nurses should be further analysed. High mean CBI scores in the personal and work domains indicate that related factors contribute most towards burnout and interventions should be focused accordingly.

Mindfulness Based Interventions for Surgeons: A Scoping Review.

To review the evidence on mindfulness-based interventions (MBIs) for surgeons. Healthcare professionals have alarmingly high rates of burnout, yet little is known about psychological factors that support resilience. MBIs, which involve codified training in specific skills such as self-awareness, emotional regulation, and perspective-taking, have shown benefit to professionals in high stress environments, but have had limited implementation in the healthcare workplace and in surgery. To our knowledge, there has not been a scoping review of MBIs in surgery to date. We conducted a scoping review of the evidence for the feasibility and effectiveness of MBIs for surgeons, including evidence on interventions that explicitly train mindfulness, which spans multiple cohorts and settings, utilizing different methodologies and outcome measures. This scoping review yielded 24 studies, including two mixed method/qualitative studies, nine randomized control trials, three non-randomized interventional studies, and eight single-arm interventional studies. We find that MBIs in surgery 1) are feasible in surgical contexts, with implementation science providing insights on sustainability; 2) increase mindfulness, 3) improve well-being in terms of burnout and both psychological and neurophysiological measures of stress, and 4) enhance performance as measured in executive function, surgical skills, and communication skills. These conclusions are supported by psychometric measures, observations of technical skills, and neurophysiological evidence. Future directions include studying MBIs in larger and more diverse populations, and iteratively tailoring mindfulness-based interventions to other healthcare contexts.

Australian regional cancer nurses’ experiences of burnout during 2019–2021

BackgroundCancer nurses are known to experience high rates of burnout. Despite cancer nurses being critical to providing care for people in rural and remote areas, there is limited research exploring the unique challenges and job demands experienced by regional cancer nurses, and the job demands which may act to buffer these stressors. AimThis study aims to identify antecedents of burnout among Victorian regional cancer nurses over a two-year period, by examining the job demands and resources prevalent in their work. We will build on existing literature by identifying specific job resources that can ameliorate job demands experienced by regional cancer nurses. MethodsA qualitative case study with participants located in regional Victoria, Australia was employed. Semi-structured interviews were conducted both prior to and during the COVID-19 pandemic. FindingsPatient aggression, emotional demands, unsupportive peers and management, and resource constrained work environments were reported as distinct job demands; while job significance, supportive peers and leadership, and connection to community were reported as job resources. ConclusionIn regional settings, patient aggression, workforce shortages, hazardous work environments and inconsistent digitisation of patient management systems are common characteristics of under-resourced workplaces. Despite these challenges, participants reported a strong desire to remain in the profession, mostly due to their commitment to their communities. Supportive peers and colleagues were also reported as an important job resource, particularly during the pandemic. Summaryof relevance Problem or issueCancer nurses in rural and regional areas experience unique job demands. There is limited existing literature on the stressors experienced by regional cancer nurses resulting from these job demands. What is already knownCancer nurses require specialised knowledge and skills to undertake emotionally demanding work. Nurses providing care to people with cancer in regional areas experience the additional pressure of dual relationships with patients, because of living and working in close-knit communities. What this paper addsThis study identifies the unique job demands experienced by cancer nurses in regional areas of Victoria, Australia. The findings identify several site-specific demands characteristic of an under resourced workplace, including the inconsistent digitalisation of medical records are new. Positive job factors that enable regional cancer nurses to manage their roles in a highly demanding work environment were attributed to the culture of rural communities. Understanding the importance of local culture to retention provides healthcare leaders with insights to improve staff health and wellbeing through increasing local engagement and connection, and buffer challenges associated with burnout in cancer nurses practicing in regional areas of Victoria.