Moderate Levels Of Burnout Research Articles

Occupational burnout in nuclear medicine technologists working in Australia and New Zealand - results of a multi-national survey.

Occupational burnout can be associated with negative feelings about the workplace and feeling that a person's efforts are of little consequence. Within a healthcare setting, occupational burnout can be attributed to a high workload or a non-supportive work environment. Higher levels of burnout are associated with increased absenteeism and turnover, increased medical errors and decreased patient care. The aim of this study was to investigate the levels of occupational burnout within nuclear medicine technologists (NMTs) working in Australia and New Zealand. An online questionnaire was distributed via QuestionPro. The questionnaire consisted of four sections, including the Professional Quality of Life Scale (ProQOL) Version 5 (2009) measuring compassion satisfaction, burnout and secondary traumatic stress in the workplace. For this study, only the burnout component of this scale is reported. There were 162 survey responses. Of the 18 New Zealand participants, 10 (56%) reported moderate levels of burnout. Of the 144 Australian participants, 114 (79%) reported moderate levels of burnout. No NMTs reported high levels of burnout. All states of Australia were represented in the survey, with Queensland, Western Australia and Victoria having the highest number of participants reporting moderate levels of burnout. This study revealed that more than half of New Zealand participants and three quarters of Australian participants reported moderate levels of burnout. It is imperative to address the wellbeing needs of NMTs working in Australia and New Zealand at an individual and organisational level to support NMTs to be more engaged in their work and help organisations retain staff.

Nurses’ resilience and burnout during COVID-19 pandemic: A cross-sectional study

Background and aims: Nurses are exposed to a variety of stresses that can cause mental health problems and lead to burnout. However, the severity of these problems in nurses also depends on their resilience. Therefore, this study aimed to investigate the correlation between nurses’ resilience and burnout levels during the COVID-19 pandemic. Methods: In this cross-sectional study, 328 nurses from four hospitals in Hilla city, Babylon province, Iraq, were enrolled in August and September 2021. Data collection tools included a demographic information form, the Anxiety, Stress, and Depression Scale (DASS-21), the Connor-Davidson Resilience Scale (CD-RISC), and the Copenhagen Burnout Inventory (CBI). The collected data were analyzed using SPSS-16 software at a significance level of 0.05. Results: The mean resilience score among nurses was 68.05±17.04, and the majority (77.4%) had a moderate level of burnout. There was a significant and inverse correlation between depression (r=-0.27, P<0.001), anxiety (r=-0.12, P<0.001), stress (r=-0.180, P<0.001), and resilience of nurses. Also, there was a significant correlation between nurses’ burnout and resilience. Conclusion: Enhancing nurses’ resilience is crucial for improving their mental health and sustaining healthcare quality during crises. Future studies should explore interventions to boost resilience and examine their long-term effects on burnout and mental health. These findings help develop strategies to support nurses, ensuring better healthcare outcomes during challenging times.

Professional quality of life among Israeli social workers in hospitals and a health maintenance organization (HMO) during the COVID-19 pandemic.

We examined differences between social workers in hospitals versus social workers in community health services regarding levels of professional quality of life (ProQoL), proximity to COVID-19, resilience, perceived social support, and preparedness for the next pandemic during waves 3-5 of the COVID-19 pandemic in Israel (December 2020-December 2021, the main COVID-19 variants were Alpha and Delta). We also examined the moderating role of resilience, social support, preparedness for the next pandemic, and health care service type in the association between proximity to COVID-19 and ProQoL. Participants were 163 social workers from four hospitals and 98 social workers from a major health maintenance organization in the community. Social workers in both settings revealed moderate-high levels of compassion satisfaction and moderate levels of burnout and secondary traumatic stress. The study's model indicated that after controlling for the effects of the covariates, higher levels of self-reported-resilience and greater perceived organizational support were associated with higher compassion satisfaction and lower burnout and secondary traumatic stress. Furthermore, a stronger sense of preparedness for the next pandemic was related to lower levels of burnout. The model indicated that the effects of organizational support, informal social support, and preparedness on compassion satisfaction were dependent on the study group (i.e., working in hospital or community settings). Findings indicate that intervention programs should be implemented to help increase compassion satisfaction and prevent/reduce burnout and secondary traumatic stress among social workers in health care settings during health care crises. Enhancing resilience and preparedness should focus not only on the social workers as individuals but also on the institutions for which they work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Characterizing engagement and burnout among Certified Child Life Specialists: a mixed methods study

ABSTRACT Certified Child Life Specialists (CCLS) are healthcare professionals susceptible to burnout given the psychosocial nature of their role. Job engagement and motivation are highly related to burnout in many populations, yet few have explored this relationship among CCLS. Therefore, this convergent, mixed-methods study described engagement, motivation, and burnout among CCLS. A sample of 117 CCLS completed an online demographic survey and validated measures of job engagement and burnout; thirty participants completed a semi-structured follow-up interview about their experiences. Overall, participants were emotionally engaged in their work and planned to remain working as a CCLS. Helping patients and families was identified as an important engagement factor; however, participants also reported moderate levels of burnout as emotional exhaustion. Feelings of burnout were related to low compensation, lack of respect from colleagues, and ineffective leadership. CCLS participants noted motivation to stay in the profession was related to supportive leadership that provided resources and opportunities to cultivate and recognize individual strengths. These findings provide guidance on the type of supports and resources CCLS need to remain engaged and motivated in their work, including skilled and knowledgeable leaders, recognition for their role in patient care, professional growth opportunities, and increased compensation.

Resilience in the face of pandemic: exploring the influence of psychological flexibility on turnover intentions and burnout among critical care nurses in COVID-19 hospitals

AimAssess the levels of psychological flexibility, burnout, and turnover intention among critical care nurses and assess the impact of psychological flexibility on burnout, and turnover intention among critical care nurses.BackgroundBurnout and turnover intentions among critical care nurses are rapidly increasing because of the challenges of COVID-19. There is a need for evidence-based interventions like psychological flexibility to be addressed in research to overcome those challenges.MethodsA descriptive correlational research. A convenient sample of 200 critical care nurses working in COVID-19 hospitals from two governorates in Egypt. The sociodemographic and clinical data sheet, the work-related acceptance and action questionnaire, the Copenhagen burnout inventory, and the adopted version of the staff nurses’ intention to leave the nursing profession questionnaire were used.ResultsThe majority of critical care nurses reported a moderate level of psychological flexibility (75.5%, Mean = 31.23), a moderate level of burnout (65.5%, Mean = 59.61), and low to moderate levels of intention to leave (73%, Mean = 5.95). Psychological flexibility has a statistically significant negative correlation with burnout (PC = -0.304, Sig = 0.000) and the intention to leave (PC = -0.258, Sig = 0.000). In addition, psychological flexibility has a predictable effect on decreasing burnout (R2 = 0.232) and intention to leave (R2 = 0.127) among critical care nurses.Conclusioncritical care nurses in COVID-19 hospitals reported varied levels of burnout and an intention to leave that must be considered. The effect of psychological flexibility on burnout and intention to turnover highlighted the importance of improving it among critical care nurses by applying acceptance and commitment therapy as a management intervention.

Predictors of Stress and Burnout Among Pharmacy Faculty in the United States

ObjectiveStress and burnout may impact pharmacy faculty’s well-being, quality of life, and productivity. This research study aimed to assess pharmacy faculty’s overall burnout and stress levels in the United States and identify the characteristics associated with these 2 constructs while controlling for faculty characteristics. MethodsA total of 5245 faculty members were invited to participate in a survey between November 2021 and February 2022. Burnout was assessed using the Oldenburg Burnout Inventory. Stress was assessed using the Perceived Stress Scale. Bivariate analyses were used to identify potential predictors of pharmacy faculty–perceived burnout and stress. The relationships between time allocation across different academic responsibilities and faculty’s perceived burnout and stress were assessed using linear regression analyses. ResultsOut of 5139 delivered invitations, responses were collected from 774 pharmacy faculty members (response rate = 15.1%). Faculty exhibited moderate levels of burnout, with an average score of 40.1 on a scale from 16 to 64. Additionally, they displayed moderate perceived stress levels, with an average score of 18.2 on a scale from 0 to 40. Faculty displayed significantly more burnout and stress if they were unmarried, nontenured, younger, female, had lower academic rank, or worked in pharmacy practice departments. Higher stress and burnout were associated with spending more time on teaching, whereas lower burnout and stress were associated with spending more time on administration. ConclusionThis study found that US pharmacy faculty experience moderate levels of stress and burnout. Some demographic factors and time allocation for teaching and administrative tasks influence these levels.

Evaluation of Burnout among Medical Officers and Dental Surgeons in State Health Services using Maslach's Burnout Inventory during COVID-19: A Cross Sectional Study.

The Coronavirus disease 2019 (COVID-19) pandemic became a worldwide public health crisis. It leads to raised levels of burnout and anxiety among the people of the medical and dental fraternity, especially those involved in various duties related to COVID-19. The present research focused on evaluating the prevalence and predictors of burnout among medical officers and dental surgeons in Haryana's state dental health services. A cross-sectional study was conducted to assess burnout among medical officers and dental surgeons involved in COVID-19-related duties in state health services. Maslach's burnout scale was used to evaluate burnout. It is a prevalidated and self-administered questionnaire with three domains, that is, emotional exhaustion (EE), personal accomplishment (PA) assessment, and depersonalization (DP). The Chi square test, Student's t test (unpaired), and analysis of variance (ANOVA) with post hoc analysis were done wherever applicable. Pearson's correlation analysis was used to check the relationship among EE, DP, and PA. A total of 200 study participants responded to the online survey. Nearly half of them (51%) were aged 25-34 years. The majority had service experience of up to 20 years (90%). Almost three-fourths (72%) of study participants performed duties for >8 h a day. Up to 86% reported that the second wave of COVID-19 caused increased burnout. Moderate-to-high degrees of occupational exhaustion (OE) and DP were reported among approximately 42% of study participants. Medical officers were reported to have statistically significantly higher levels of burnout compared to dental surgeons (P < 0.05). Moderate levels of burnout were reported among half of the study participants, suggestive of the need to address the issues related to mental health of healthcare providers.

Role of leadership behaviours in mitigating physician burnout in Pakistan.

Dear Sir / Madam. Respectable Editor, Physician burnout is the reality of the modern-day world that influence the quality of patient care, physician turnover, and long-term patient satisfaction. Several components become a part of this unfortunate phenomenon which includes emotional exhaustion and decreased level of productivity. These features lead to a sense of negativity and depersonalization from the reality which in turn results in the overall reduced sense of personal accomplishments and efficacy. For the most part these constituents effect the working environment in the hospital settings in way that leads to deleterious impact on work healthcare output.1 Worldwide physician burnout has reached global epidemic levels, with recent studies conducted in local hospital settings in Pakistan showing a prevalence of high burnout in 13.5% and moderate level of burnout in 62.2% among the physicians. An eye opening data of 33% doctors desired to quit their jobs.2 Current scenarios after the post-pandemic era and now the hazardous economic destabilization of Pakistan is playing a role of catalyst for the dissatisfaction, mental and physical anguish among the physicians hence leading to an increased burnout. In relation to this matter, the most important factor playing a significant role in amelioration of this grim situation is the role of leadership staff. A recent study has identified that the leadership behaviour ratings of physicians’ supervisors are negatively associated with burnout and are positively linked with a sense of professional fulfilment. In the same study, they have rightly pointed out that physicians are more likely to depart from a place where they are not acknowledged enough.3 Another similar study conducted by James et al. using the Full Range of Leadership Model (FRLM) has successfully reported that transformational leadership behaviours that include idealized influence, and individualized consideration cultivate a sense of higher-order values, purpose, and individualized development to achieve performance that is beyond expected from the usual scenarios.4 Keeping that in mind, the present distressing burnout situation calls for an emergent need to take immediate appropriate actions to mitigate the prevalent situation with involved and supportive leadership qualities like the provision of comprehensive support groups, a humane number of working hours, improved salary packages, de-stressing activities like sports on department level etc. to ameliorate the mental health of physicians and enhance their overall productivity.5 To conclude, physician burnout is reparable with minimum efforts in the form of improved supervision and management qualities of the leadership staff. ---Continue

Burnout, Resilience and Job Satisfaction in Acute Care Nurse Practitioners.

Emerging from a pandemic only to enter a nursing shortage has placed a strain on the health human resources of the healthcare system. Little attention has been given to nurse practitioners' (NPs') burnout, resilience and job satisfaction. In this quantitative cross-sectional study using the Maslach Burnout Inventory, Misener NP Job Satisfaction Scale and the Connor-Davidson Resilience Scale, an alarming level (80.9%) of NPs reported high to moderate levels of burnout (emotional exhaustion), on average, minimal job satisfaction and high levels of resilience. Hospital leaders play a major role in NP role optimization, NP recruitment and retention and quality of work-life issues.

Individual factors as predictors of secondary traumatic stress and burnout in forensic inpatient staff.

Secondary traumatic stress (STS) is the indirect traumatisation of a person through the stress of helping or knowing about other's trauma. Burnout is gradual exhaustion in response to long-term work-related stress. Both have negative psychological, physiological and/or organisational consequences; however, the existing research in forensic health care professionals (FHCPs) is limited. One study explored STS in FCHPs and found that lower psychological flexibility (ability to adapt) was a predictor of greater STS. Existing research on burnout in FHCPs suggests that individual differences, such as the ways in which we cope (talking to people vs. using substances), may predict burnout levels. Prevalence findings add to the recent evidence base, which also found moderate levels of burnout. However, this study is the first to find high levels of secondary traumatic stress in FHCPs. Similar to existing literature, the study's findings suggest that FHCP's with lower levels of psychological flexibility and more maladaptive coping strategies may experience greater STS and burnout symptoms, while staff who use more adaptive coping strategies may experience less burn-out. Unexpectedly, staff who reported a more anxious attachment style were burnt-out; however, there are limitations to this finding. Policies and practices in forensic settings should reflect the risk of STS and burnout. Practices or interventions should enhance adaptive coping strategies and psychological flexibility, such as Resilience Enhancement Programmes or Acceptance and Commitment Therapy (ACT). INTRODUCTION: Secondary traumatic stress (STS) and burnout literature in inpatient forensic health care professionals (FHCPs) is limited, despite the psychological, physiological and organisational consequences. This study aimed to further this limited evidence base, investigating predictors of STS and burnout in FHCPs. 98 healthcare professionals working in two UK forensic inpatient settings completed measures assessing: burnout, STS, psychological flexibility, coping style, attachment style and a demographic questionnaire recording length of service and the sex of staff. Results indicated high STS and moderate burnout levels. The main predictors of STS and burnout were poorer psychological flexibility and greater maladaptive coping styles, whereas lower burnout was predicted by greater adaptive coping styles and an anxious attachment style. This study has contributed towards a limited evidence base and indicates poorer psychological flexibility and greater maladaptive coping may be risk factors for STS and burnout in FHCPs, whereas greater maladaptive coping may be a protective factor. The findings suggest that interventions such as Acceptance and Commitment Therapy (ACT) and coping skills interventions, may offer protective benefits to inpatient forensic healthcare professionals.

Teacher psychopathology, burnout, secondary traumatic stress, and compassion satisfaction during COVID-19: Resilience and risk factors.

Teaching staff have been especially vulnerable to experiencing psychopathology and compassion fatigue during COVID-19, given the significant demands they have experienced. Yet, research on risk and resilience factors is scant. We assessed the psychological status of Israeli teaching staff during COVID-19, focusing on psychopathology (depression, anxiety, somatization), compassion fatigue (burnout, secondary traumatic stress), and compassion satisfaction. We also examined the role of transdiagnostic risk and resilience factors-mentalizing, self-compassion, self-criticism, social support, and specialized trauma training-in predicting psychological status and mitigating the link between COVID-19-related distress and psychological status. An online questionnaire was completed by 350 teaching staff. Analyses included outlining the distributions of psychological status outcomes and running a series of moderation models using hierarchical robust regression. While 48% of the participants exhibited moderated-to-high levels of anxiety and 28.27% had no somatization, only 13% exhibited moderate-to-severe levels of depression; 60% had moderate levels of burnout, 48% had moderate levels of secondary traumatic stress, and 52% had low levels of compassion satisfaction. COVID-19-related distress, self-criticism, prementalizing modes, low socioeconomic status, and being in an intimate relationship emerged as key risk factors positively associated with psychological status, while self-compassion, general mentalizing, interest and curiosity about mental states, and social support were negatively linked with these outcomes. Teacher's mentalizing about students' mental states and social support moderated the link between COVID-19-related distress and psychological status. The findings highlight the importance of risk and resilience factors for assessing and preventing teaching staff's psychopathology and compassion fatigue during COVID-19. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Burnout among Nurses and Doctors Working at a Tertiary Care Government Hospital: A Descriptive Cross-sectional Study.

Work environment related feelings of dissatisfaction, exhaustion, decreased interest and isolation is common. Burnout among health professionals has been on rise at every stage of professional growth affecting wellness of service providers, patient care and health care organizational efficiency. Assessment of burnout among health care workers from government setup in the current context in this post COVID era in our socio-geographical context has become essential. The aim of this study was to find the prevalence of burnout among nurses and doctors working at a tertiary care government hospital in Nepal. This descriptive cross sectional study was conducted among nurses and doctors working at a tertiary level government hospital from 10th May 2022 to 9th Nov 2022 after approval from Institutional Review Committee of the same institute. Nurses and doctors available on duty, from all ages were included. Trainees and students, those unable to participate due to their illness, on leave, known cases of mental illness were excluded. The point estimate was calculated at 95% Confidence. Among 180 participants, the prevalence of moderate burnout was 94 (52.22%) (44.92-59.51, 95% Confidence Interval). Among nurses 72 (50%), while in doctors 22 (61.11%) had moderate burnout. Out of those with moderate levels of burnout, the majority of 66 (52.80%) were in the age group 26-50 years. The prevalence of burnout among nurses and doctors is high, similar to other studies done in similar settings.

Burnout among Nurses and Doctors Working at a Tertiary Care Government Hospital: A Descriptive Cross-sectional Study.

Work environment related feelings of dissatisfaction, exhaustion, decreased interest and isolation is common. Burnout among health professionals has been on rise at every stage of professional growth affecting wellness of service providers, patient care and health care organizational efficiency. Assessment of burnout among health care workers from government setup in the current context in this post COVID era in our socio-geographical context has become essential. The aim of this study was to find the prevalence of burnout among nurses and doctors working at a tertiary care government hospital in Nepal. This descriptive cross sectional study was conducted among nurses and doctors working at a tertiary level government hospital from May 2022 to Nov 2022 after approval from Institutional Review Committee of the same institute. Nurses and doctors available on duty, from all ages were included. Trainees and students, those unable to participate due to their illness, on leave, known cases of mental illness were excluded. The point estimate was calculated at 95% Confidence Interval. Among 180 participants, the prevalence of moderate burnout was 94 (52.22%) (44.92-59.51, 95% Confidence Interval). Among nurses 72 (50%), while in doctors 22 (61.11%) had moderate burnout. Out of those with moderate levels of burnout, the majority of 66 (52.80%) were in the age group 26-50 years. The prevalence of burnout among nurses and doctors is high, similar to other studies done in similar settings.

Navigating the High Seas of Mental Health: Exploring the Prevalence of Depression, Stress, Anxiety, and Burnout Among Indian Seafarers

The primary objective of this study is to investigate the extent to which depression, stress, anxiety, and burnout in Indian seafarers. The study collected data from 109 Indian seafarers through Google Forms from March 2023 to April 2023. Descriptive statistics and inferential statistics were used to summarize the data based on selected demographic factors. The results showed that Indian seafarers suffered from mild depression (Mean =13.54) Seafarers also suffer from moderate levels of anxiety (Mean= 10.81). The levels of stress are found to be of normal level (Mean=13.28). The average scores for the components of burnout, namely Disengagement, and Exhaustion, among seafarers are 20.03 (SD= 3.673) and 20.43 (SD= 4.051) respectively. These findings suggest that seafarers exhibit moderate levels of burnout. Also, the correlational analysis shows a positive moderate correlation between total scores of depression, anxiety, stress, and components of Burnout with a value of 0.392 at a 1 % level of significance. The study highlights the need for mental health interventions and support services for seafarers to prevent and manage mental health issues in this population.

Burnout, Personal, and Occupational Factors as Predictors of Physician Assistant Faculty Intent to Leave After the COVID-19 Pandemic.

This study addressed whether burnout, personal, or occupational factors predicted physician assistant (PA) faculty intent to leave and established a new postpandemic national benchmark for PA faculty burnout and intent to leave. In spring 2023, a nonexperimental, cross-sectional survey was emailed to 2031 PA faculty drawn from program faculty listings and the PA Education Association member database. Descriptive statistics were used to describe the sample, and a multiple regression analysis was conducted to analyze the predictive ability of the independent variables on intent to leave. The response rate was 30% (609 of 2031), with 496 responses (24.4%) included in the analysis. The sample reflected the population of PA faculty. The regression model significantly predicted intent leave ( P < .001). The adjusted R2 was 0.46, indicating the combination of independent variables predicted 46% of the variance in PA faculty intent to leave. Significant predictors included emotional exhaustion and identifying as multiracial ( P < .001), control and values ( P < .01), and depersonalization, fairness, rewards, and clinical year faculty role ( P < .05). The sample had moderate levels of burnout and experienced burnout at higher rates than in prepandemic studies. Physician assistant faculty in administrative leadership roles had the highest levels of burnout and intent to leave. Despite this, PA faculty intent to leave measures were similar to prepandemic levels. Several of the predictive variables were related to well-being and social-emotional aspects of the workplace. These findings have implications for institutional policies and practices that support faculty well-being and workplace culture to enhance retention.

Professional quality life of psychiatry residents in Tunisia

IntroductionThe professional quality of life for psychiatry residents is a complex and multifaceted aspect of their careers. However, the demanding nature of their work can place significant stress on their own psychological well-being. Balancing the need to care for patients while also managing personal and professional responsibilities can be challenging. Nevertheless, psychiatry residents have the opportunity to make a profound impact on the lives of their patients and find fulfillment in their work.ObjectivesTo assess the prevalence of burnout (BO) and secondary traumatic stress (STS) among psychiatry residents.MethodsWe conducted a descriptive online cross-sectional survey in January 2022 among psychiatry residents practicing at Hedi Chaker University Hospital in the Sfax region in Tunisia. Professional life quality was evaluated using The Professional Quality of Life Scale - 5 “ProQOL-5”.ResultsThe total number of residents was 34, of which 91.2% were female. Their mean age was 27.94 years±2.43. They were single in 67.6%. They were residents in adult psychiatry in 61.8% and in child psychiatry in 39.2%. For 91.2% of them, the specialty of adult or pediatric psychiatry was their own choice. The individuals had been practicing psychiatry for an average of two years. They reported a personal medical or surgical history, a personal psychiatric history, and a family history of psychiatric disorders in 32.4%, 8.8%, and 50%, respectively.On the ProQOL-5 scale, we found that 88.2% of the residents had a moderate level of compassion satisfaction, 67.6% had a moderate level of burnout, and 52.9% had a moderate level of secondary traumatic stress.ConclusionsOur study showed a moderate professional life quality among psychiatry residents, hence the importance of implementing intervention strategies.Disclosure of InterestNone Declared

Nurses' Experience After First Wave of COVID-19: Implications for a Trauma-Informed Workforce.

The COVID-19 pandemic impacted nurses worldwide, increasing their risk of burnout and compassion fatigue. Although the literature on nurse deployment has been limited, this study describes nurses' experience and assesses their professional quality of life after the first phase of the pandemic and redeployment efforts. In 2020, nurses returning from their deployment to COVID-19 treatment units were invited to complete the Professional Quality of Life Survey and gather for debrief sessions, referred to as campfires, in which semistructured questions about their experiences were administered among clinical nurses and nurse leaders. Employing a mixed methods design, the authors conducted descriptive statistics for survey responses and inductive thematic analysis to identify emergent themes from open-ended questions. A total of 19 campfires were held with 278 nurse participants. Of the 278 participants, 220 completed surveys. Of these, 194 (88%) represented 30 nurse leaders and 164 staff nurses. The majority of surveyed nurses in both groups reported compassion satisfaction despite reporting moderate levels of burnout and secondary traumatic stress. Qualitative themes from campfires with clinical nurses and nurse leaders revealed similarities, such as concern for safety and lack of choices and transparency, although each group faced unique challenges. Findings related to post deployment and adverse psychological health suggest that a trauma-informed approach (ie, staff autonomy, physical and psychological safety, transparency, offering choices, leveraging voices, and collaboration) by leaders could enhance a culture of wellness, build resilience, and mitigate empathic burnout and also proactively and strategically thinking about preventive measures for future catastrophic events.

Prevalence of and factors associated with burnout in pediatric urology fellows

The 2016 AUA census found 39% of practicing urologists experienced burnout. Burnout is a syndrome of emotional exhaustion, depersonalization, and decreased feelings of personal accomplishment due to workplace stress. Despite the demands of training, little is known about the prevalence of burnout in pediatric urology fellows. To determine the prevalence of burnout in pediatric urology fellows and factors associated with higher levels of burnout. The Maslach Burnout Inventory (MBI) and an anonymous survey of personal and training characteristics were distributed electronically to pediatric urology fellows in April 2023. The MBI is a standardized and validated 22-item questionnaire used to quantify burnout and is comprised of three subscales: Emotional Exhaustion (EE), Depersonalization (DP), and Personal Accomplishment (PA). As per prior literature, higher scores in EE (>27) or DP (>10) were defined as high burnout. Demographic and training characteristics were compared between fellows with high and low to moderate levels of burnout with t tests and Fischer's exact tests. The survey response rate was 85% (29/34); 48% clinical fellows, 52% research fellows. Mean age of respondents was 31.4 years (SD 2.6), 59% female, 70% married, and 37% a parent. Mean scores for EE, DP, and PA were 15 (SD 10.2), 4 (SD 4.0), and 39 (SD 10.3), respectively, with no significant difference between year in fellowship. Nineteen percent of fellows met criteria for high burnout and 41% met criteria for moderate to high burnout based on EE or DP scores. Factors significantly associated with high burnout included number nights of call per month and number of projects required to complete in fellowship. Strategies fellows used most to combat burnout included quality time with family and friends, sleep, exercise, and watching TV/movies. Nearly 20% of pediatric urology fellows scored for high levels of burnout and over 40% scored for moderate to high levels of burnout. There appears to be an association with increased call and project workload requirements with increased levels of burnout, and efforts to combat burnout could specifically address these factors. Fellows with more children at home had lower levels of burnout, and many trainees described quality time with family and friends as their preferred strategy to prevent burnout. This survey-based study identifies risk factors for burnout in pediatric urology fellows. Fellows can use the information presented to consider personalized strategies to prevent burnout through training and into their careers.

A comparison between veterinary small animal general practitioners and emergency practitioners in Australia. Part 2: client-related, work-related, and personal burnout.

Burnout is reported to be common among veterinarians. However, there is limited research investigating the relationship between specific types of veterinary practice and burnout. A previous study found significant differences in work exposures between veterinary general practitioners (GPs) and emergency practitioners (EPs). The primary aim of this study was to investigate whether Australian veterinary EPs suffer from a higher level of burnout compared to veterinary GPs. The secondary aim of this study was to explore if the previously reported differences between GP and EP groups were positively associated with burnout. An anonymous, online survey incorporating the Copenhagen Burnout Inventory (CBI) was administered to veterinary GPs and EPs practicing in metropolitan regions of Australia. In total, 320 responses were analysed (n = 237, 74.2% GPs and n = 83, 25.9% EPs). Both groups suffered from moderate levels of burnout, but there were no significant differences in the severity of CBI burnout scores between the two groups. From the multivariable analysis four investigated factors were found to be significantly associated (p < 0.05) with the work-related CBI subscale: frequency of finishing work on time; adequate staffing; work satisfaction and seriously considering leaving their principal area of practice. Five factors were significantly associated (p < 0.05) with the client-related CBI subscale: position in practice; frequency of client adherence; work satisfaction; frequency of interacting with emotionally distressed clients and seriously considering leaving their principal area of practice. Four factors were significantly associated (p < 0.05) with the personal burnout CBI subscale: gender; seriously considering leaving their principal area of practice; frequency of interacting with emotionally distressed clients and the workplace environment. The total burnout score was also significantly associated (p < 0.05) with four factors: position in practice, workplace environment, appropriate staffing in the past week and client adherence. Future studies should focus on investigating effective strategies to mitigate these risk factors for both GPs and EPs, to reduce career attrition.

How Mental Health Nurses Report Their Compassion Fatigue and Compassion Satisfaction: A Cross-Sectional Study and the Implications for Healthcare Leaders

Compassion fatigue is the cost of caring for others in emotional pain where the helping professional absorbs the trauma of those they help and cannot detach emotionally at the end of the day. Stressful and perceived unsupportive work environments may leave the caregiver at a heightened risk for compassion fatigue. To study the level of compassion fatigue and compassion satisfaction experienced by mental health nurses. A descriptive, cross-sectional, electronic survey design was utilized. The Professional Quality of Life Scale-5 was used. The study was conducted at a large, urban hospital that exclusively treats patients with mental health and addiction issues located in Ontario, Canada. The sample included all nurses who were listed on the hospital’s Email list. All nurses who are displayed on this list are mental health nurses. Analyses were conducted to assess for differences between the characteristics and the subscales of professional quality of life. One hundred and forty-eight mental health nurses completed a questionnaire. The response rate was 21%. Seventy-six percent reported moderate levels of burnout, 59% reported moderate levels of secondary traumatic stress, and 21% reported high levels of compassion satisfaction. Predictors were seen for the characteristics of gender, ethnicity, marital status, area, exposure to violence and support felt. Compassion fatigue has clear implications. Organizations willing to invest in reducing it, have the potential to improve patient outcomes and the well-being of nurses. The majority of mental health nurses reported moderate levels for each of the subscales.