Older Professionals Research Articles

Psychological impact of COVID-19 on a sample of Spanish health professionals

IntroductionAfter the outbreak of the COVID-19 was considered a global pandemic in March 2020, the state of alarm was declared in Spain. In this situation, health professionals are experiencing high levels of stress due to the overload of work the pandemic is generating and the conditions in which they are working. The aim of this study was to evaluate the factors that can destabilize the mental health of these professionals in our context. Materials and MethodsThe sample was composed of 421 health professionals. The data were gathered by an online questionnaire sent to them by e-mail. The DASS-21 was used to assess anxiety, stress and depression, and the EAI to measure sleep difficulties. In addition, other descriptive variables that could be related to psychological symptomatology were collected from the sample. ResultsThe results show that the COVID-19 pandemic has generated symptoms of stress, anxiety, depression and insomnia among health workers, with higher levels among women and older professionals. Some factors such as having been in contact with the virus or fear at work, triggered greater symptomatology. ConclusionsIn this critical situation, professionals are in the front line and therefore, are directly exposed to certain risks and stressors. This contributes to the development of diverse psychological symptoms. Consequently, it is recommended to offer them psychological help in order to reduce the emotional impact of the COVID-19, and thus, to ensure not only the mental health of our health professionals, but also the adequate care they provide.

The Brazilian nursing workforce faced with the international trends: an analysis in the International Year of Nursing

Abstract The article analyzes the condition of the Brazilian Nursing workforce when confronted with international trends. Diagnoses in publications by international organizations marked the confrontation of international trends with the reality of Brazilian Nursing, based on secondary research data. The analysis allows asserting that the Brazilian Nursing workforce follows international trends, essentially, because the social and sexual division of work and the foundations of the origin of Nursing as a capitalist occupation are maintained. At the same time, the historical-structural assumption of female proletarianization is based on the following: the disparities between men and women in pay and access to prominent positions in the market; combined inequalities across nations and regions in the supply of the labor market, which stimulates immigration of professionals; exploitation of older professionals, in the context of restricted access to retirement and labor rights; and exposure to violence and harassment, associated with the potential for overload and work intensification, which result in workers contracting diseases. In summary, it is observed that the pillars of female proletarianization and professionalization of Nursing remain in today's differentiated forms of workforce exploitation, being configured depending on the intersections of gender, racial-ethnicity, and regional-nationality.

Understanding teaching professionals' digital competence: What do PIAAC and TALIS reveal about technology-related skills, attitudes, and knowledge?

In an ever-evolving technological landscape that challenges teaching professionals' digital competence, this study complements previous studies by providing an overall picture of teaching professionals' digital competence. We employed regression models on two large-scale assessment data sets on teachers from 11 countries—namely, the Teaching and Learning International Survey (TALIS; n = 50,800) and the Programme for the International Assessment of Adult Competencies (PIAAC; n = 2590)—to investigate through the theoretical lens of digital competence how teaching professionals' skills, attitudes and knowledge distribute and relate, and how they are associated with personal and contextual factors. Our results found notable variation in teaching professionals' skills and knowledge but less variety in attitudes. The respondents generally recognised the importance of digital technologies in teaching regardless of their background. Older professionals often showed weak skills, but they also recognised the need for professional development in using digital technologies. An important result of this study is a better understanding of digital competence from the teaching professional's perspective. Our findings contribute to further developing theories and practices related to teaching professionals' skills, attitudes and knowledge.

A percepção de egressos da Pós-Graduação em Administração sobre o curso e seu Impacto sobre a empregabilidade e a carreira

O presente estudo teve por objetivo investigar as motivações e os impactos da pós-graduação em Administração sobre a carreira e a empregabilidade de egressos de cursos lato sensu e stricto sensu. Além disso, também foi conduzida uma análise comparando esses resultados segundo o tipo curso (lato sensu e stricto sensu) e o perfil sociodemográfico do egresso. A pesquisa, de caráter quantitativo, contou com a participação de 629 respondentes que concluíram a pós-graduação em uma instituição de ensino superior privada. Os dados foram analisados por meio de estatísticas descritivas e análises de variância. Os resultados mostraram que adquirir conhecimentos, crescer na carreira e incrementar o currículo foram os principais fatores que motivaram os egressos a cursar uma pós-graduação. Além disso, os participantes identificaram reflexos positivos em sua carreira, tanto na percepção de maior empregabilidade quanto em medidas de sucesso objetivo e subjetivo, mas com diferenças significativas em função de gênero e faixa etária. Por fim, verificou-se que a pós-graduação stricto sensu tem sido procurada por profissionais mais velhos e em posição mais destacada na carreira, relativamente aos que cursaram a pós-graduação lato sensu.

Psychological impact of COVID-19 on a sample of Spanish health professionals.

IntroducciónTras declararse en marzo del 2020 el brote por el virus de la COVID-19 pandemia mundial, se decretó el estado de alarma en España. En esta situación, el personal sanitario está viviendo altos niveles de estrés por la sobrecarga de trabajo y las condiciones de este. El objetivo del presente estudio fue evaluar los factores que pueden desestabilizar la salud mental de dichos profesionales en nuestro contexto.Materiales y métodosLa muestra estuvo compuesta por 421 profesionales de la salud. Los datos se recogieron mediante un cuestionario online que se les envió a través del correo electrónico. Se empleó el DASS-21 para evaluar las variables de ansiedad, estrés y depresión, y la EAI para medir las dificultades con el sueño. Además, se recogieron otras variables descriptivas de la muestra que podrían estar relacionadas con estos niveles de sintomatología psicológica.ResultadosLos resultados muestran que la pandemia de la COVID-19 ha generado entre el personal sanitario síntomas de estrés, ansiedad, depresión e insomnio, con mayores niveles entre las mujeres y profesionales de más edad. Variables como haber estado en contacto con el virus o el miedo en el trabajo desencadenaron una mayor sintomatología.ConclusionesEn esta situación crítica, el colectivo de profesionales se sitúa en primera línea, por lo que está expuesto directamente determinados riesgos y estresores. Esto contribuye a que desarrollen sintomatología psicológica diversa. Consecuentemente, se recomienda ofrecerles ayuda psicológica para reducir el impacto emocional del COVID-19 y asegurar así no solo su salud mental, sino también el adecuado cuidado que dispensan.

Clinical Factors, Preventive Behaviours and Temporal Outcomes Associated with COVID-19 Infection in Health Professionals at a Spanish Hospital

The novel coronavirus disease (COVID-19) outbreak has quickly spread around the world, with Spain being one of the most severely affected countries. Healthcare professionals are an important risk group given their exposure. The aims of this study were to determine the prevalence of symptoms, main concerns as patients, preventive behaviours of healthcare professionals, and the different temporal outcomes associated with the negativization of PCR results. A total of 238 professionals were analysed and follow-up was conducted from 11 March to 21 April 2020 through clinical records, in-depth surveys, and telephone interviews. Symptoms, concerns, and preventive measures were documented, and temporal outcomes (start and end of symptoms, first positive PCR, and negativization of PCR) were analysed through survival analyses. A high prevalence of gastrointestinal symptoms (especially in women and older professionals), fever, cough, and fatigue were reported. The main concern was contagion in the work and home environment. Professionals (especially men) reported low use of face masks before the pandemic. Our analysis indicates that the median times for the negativization of PCR testing to confirm the resolution of infection is 15 days after the end of symptoms, or 25 days after the first positive PCR test. Our results suggest that these times are longer for women and for professionals aged ≥55 years, therefore follow-up strategies should be optimized in light of both variables. This is the first study we are aware of to report factors associated with the time to negativization of PCR results. We present the first rigorous estimates of time outcomes and hope that these data can be valuable to continue feeding the prediction models that are currently being developed. Similar studies are required to corroborate our results.

Problems of training specialists for trade in the conditions of digitalization

The article considers the problems of staff training for trade in connection with the main modern trends in the economy of developed countries. On the one hand, information processes are rapidly developing in all areas of economic activity. On the other hand, the labor market has undergone structural changes related to the aging of the population. For successful competition, modern retail chains require qualified specialists of secondary education and skilled workers with digital technology skills. At the same time, there are large number of older professionals work in the trade, who do not have skills of using of digital equipment and plan to improve their skills. In addition, modern Russian technical schools and colleges do not train special skills of working with digital equipment for trading. The article suggests ways to transform the training system for trade in accordance with the requirements of the digital environment.

Dimensions of Work-Related Age Stereotypes and In-Group Favoritism.

Age stereotypes in the context of work take effect in management decisions and leadership behavior. We aimed to comprehensively measure main dimensions of work-related age stereotypes, namely, performance, adaptability, reliability, and warmth, and explored how they vary across age groups, thereby testing predictions of social identity theory and associations with social contact. Three hundred and eighty German nurses aged between 19 and 63 years participated in this study. Older nurses were seen as more competent, less physically strong, and less adaptable, whereas younger nurses were seen as less reliable and less warm. In-group bolstering was observed for both age groups, however, much stronger for older professionals. Besides age, contact quality, the number of very close older colleagues, the perception of aging, and the perception of older people in general were associated with age stereotypes about older nurses. We conclude with a discussion of measures to reduce age stereotypes at work.

Should I stay or should I go? A study of IT professionals during a national crisis

PurposeThe purpose of this paper is to discuss two important behaviors related to job mobility in the IT profession, namely, changing jobs to move to another organization (turnover) and changing the profession entirely (turnaway), during a national crisis. Based on the theoretical foundation of the push–pull–mooring perspective, a research model is developed that includes professional self-efficacy (PSE), job insecurity (JI) and job satisfaction (JS) as important antecedents.Design/methodology/approachUsing a positivist approach and a survey method, the authors analyzed data from IT professionals from different economic segments in Brazil. Data collection occurred in two distinctive moments of the largest crisis in modern Brazilian history – a pre-awareness moment (first half of year 2015) and a crisis-conscious moment (first half of year 2016).FindingsThe findings reveal that PSE negatively influences JI and positively influences JS, JI positively influences turnaway intention, and JS negatively influences both turnover intention and turnaway intention. The effect of the national crisis was observed in that it further accentuated the intention of IT professionals to leave the profession. Another effect was related to age, as older professionals are less willing to turn over but more willing to turn away.Research limitations/implicationsBesides developing a parsimonious model to study both the intention to leave the organization and the intention to leave the profession, the study sheds light on how IT professionals react to economic crises and how the reaction varies by age.Practical implicationsThe study puts to question the common belief that IT professionals are secure in the job market due to high demand for their skills and investments made by organizations to keep them on the job. Employers must pay attention to JI and turnover/turnaway intentions.Originality/valueThis study is among the few to study JI and aspects of the theory of human migration in IT. It is also possibly the first to discuss the effects of a national crisis on the mobility patterns of IT professionals.

Knowledge, attitudes and preventive practices of primary health care professionals towards alcohol use: A national, cross-sectional study.

IntroductionPrimary care (PC) professionals' knowledge about alcohol use has been identified as one of the barriers PC providers face in their clinic. Both PC professionals’ level of training and attitude are crucial in the clinical practice regarding alcohol use.ObjectiveTo evaluate the knowledge, attitude, and preventive practices of Spanish PC physicians and nurses towards alcohol use.DesignAn observational, descriptive, cross-sectional, multi-center study.MethodologyLocation: PC centers of the Spanish National Health System (NHS). Participants: PC physicians and nurses selected randomly from health care centers, and by sending an e-mail to semFYC and SEMERGEN members. Healthcare providers completed an online survey on knowledge, attitude, and follow-up recommendations for reducing alcohol intake. A descriptive, bivariate, and multivariate statistical analysis was conducted (p<0.05).ResultsParticipants: 1,760 healthcare providers completed the survey (75.6% [95% CI 73.5–77.6] family physicians; 11.4% [95% CI 9.9–12.9] medical residents; and 12.5% [95% CI 10.9–14.1] nurses), with a mean age of 44.7 (SD 11.24, range: 26–64, 95% CI: 47.2–48.2). Knowledge was higher in family physicians (p<0.001), older professionals (Spearman's r = 0.11, p<0.001), and resident trainers (p<0.001). The PC professional most likely to provide advice for reducing alcohol use was: a nurse (p <0.001), female (p = 0.010), between 46 and 55 years old (p <0.001).ConclusionsPC providers’ knowledge and preventive practices regarding alcohol use are scarce, hence specific training strategies to increase their knowledge and improve their attitude and skills with regard to this health problem should be considered a healthcare policy priority.

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals.

The “aging population” implies an increased proportion of older professionals and a growing demand for healthcare services. Healthcare professionals are often highly committed to their work which can be reflected in high levels of workaholism, being a double-edged sword that can prompt both positive and negative mechanisms, differently affecting younger and older healthcare workers. The present study aims to gain insights into the relationships between healthcare professionals' age, workaholism and job satisfaction, by estimating the sequential mediating roles of workload perceptions and emotional exhaustion. We used original survey data, including information on 750 healthcare professionals. Overall, the negative relationship between workaholism and job satisfaction was shown to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. Multi-Group SEM analyses revealed differences across three age groups (under 35; between 35 and 50; over 50). Only in the two younger age groups, we found a direct and positive relationship between workaholism and job satisfaction. In all age groups, we found the negative relationship between workaholism and job satisfaction to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. The indirect effects were relatively stronger in the younger age group. Workaholism can prompt both a “gain spiral” and “a loss spiral” among healthcare professionals. The first reflects workaholism to function as a job resource fostering job satisfaction (only for the two younger age groups). The second reflects workaholism to function as a job demand reducing job satisfaction. This mechanism was shown to be stronger with an increasing age.

Alcohol consumption in Spanish primary health care providers: a national, cross-sectional study

AimTo estimate the prevalence of alcohol consumption and analyse the drinking patterns among primary healthcare (PHC) providers.DesignObservational, cross-sectional, descriptive study.SettingPHC centres in the Spanish National Health System (SNHS).ParticipantsDoctors and nurses...

Lifelong learning among older professionals: How competence strategies and perceptions of professional learning affect pastors’ participation

AbstractOne of the challenges of keeping older employees up to date and ensuring their continued involvement in the workplace is to provide them with relevant learning opportunities. This article aims to understand the usefulness of the concept of LLL for a group of older employees (50+). This is done using interviews and a document study on the Church of Norway (CofN) to understand how the concept of LLL is interpreted and acted upon by employers and older pastors. We assume that changes occurring outside the Church provoke the need for new knowledge and new ways of working. We ask how these older professionals perceive their learning opportunities and try to ascertain how the concept of LLL is helping them to tackle the ongoing changes. The article adds to the research on the interplay between competence strategies of employers and attitudes of older employees in a well‐established profession. Results of our study show that new strategies open up for greater participation. However, older pastors’ greatest motivation for learning seems to be their ordination vows, which include a commitment to continued learning through personal studies. This influences the kind of activities in which they participate, their expectations concerning the recognition of their learning and their views on the Church as a learning organisation. We conclude that older pastors do benefit from LLL initiatives in the workplace, but they also benefit from belonging to a profession with a conscious commitment to learning.

Factors associated with preschool workers' willingness to continue working.

In industrialized countries, the turnover rate of preschool workers is extremely high and now represents a social problem. Consequently, it has become important to promote stable early care and educational environments for this population. Several factors related to working environments are known to affect turnover intention; however, the specific factors related to turnover intention among preschool workers have not yet been identified. Considering this, the objective of the present study was to determine factors associated with preschool workers’ willingness to continue working.The participants of this study were 1137 preschool workers based in Nagasaki Prefecture, Japan. Multivariate logistic regression analysis was used to analyze the participants’ data, with willingness to continue working for 5 years or more set as the dependent variable.Analysis of the results for all subjects clearly showed that male sex, older age, good mental health, high number of social supports, and good work engagement have a positive effect on willingness to continue working. Further, stratifying the participants in terms of age revealed that for preschool workers under 39 years, male sex, good mental health, high number of social supports, and good work engagement act positively in regard to willingness to continue working. Meanwhile, for those over 40 years, it was found that permanent employment and good work engagement act positively in this regard. Thus, work engagement was the only common factor between preschool workers under 39 and over 40.The findings of this cross-sectional study demonstrate that the factors associated with willingness to continue working among preschool workers differ between younger and older professionals. These findings underline the importance of considering age categories when attempting to maximize such professionals’ willingness to continue working.

Health information exchange in Finland: Usage of different access types and predictors of paper use

IntroductionTimely, complete and accurate patient data is needed in care decisions along the continuum of care. To access patient data from other organizations, there are three types of regional health information exchange systems (RHIS) in use In Finland. Some regions use multiple RHISs while others do not have a RHIS available. The recently introduced National Patient Data Repository (Kanta) is increasingly used for health information exchange (HIE). ObjectivesThe purpose of this study was to assess usage of paper, RHISs and Kanta by context in 2017; evolution of paper use over the years; and predictors of paper use in 2017 among Finnish physicians for HIE system development. MethodsData from national electronic health record (EHR) usage and user experience surveys were taken from 2010 (prior to ePrescription system implementation), 2014 (prior to implementation of Kanta) and 2017 (Kanta was in full use in the public sector and in large private organizations). The web-based surveys were targeted to all physicians engaged in clinical work in Finland. ResultsKanta was the most frequently used means of HIE in 2017. Paper use had reduced significantly from 2010 to 2014. The trend continued in 2017. Still, up to half of the physicians reported using paper daily or weekly in 2017. There were great variations in paper use by healthcare sector, available RHIS type and EHR system used. In multivariable analysis (with all other variables constant), predictors of more frequent use of paper than electronic means for HIE were: private sector or hospital, access to Master Patient Index RHIS (type 1), multiple RHIS (type 4) or no RHIS (type 5), two particular EHR systems, older age, less experience, operative, psychiatric or diagnostic specialties, and male gender. ConclusionsUsability of HIE systems including EHRs as access points to HIE need to be improved to facilitate usage of electronic HIE. Usage ensures more timely and complete patient data for safe, coordinated care. Specialty-specific needs and requirements call for more user participation in HIE design. Especially older professionals need training to better exploit HIS for HIE.

Empathy and Burnout in Slovenian Family Medicine Doctors: The First Presentation of Jefferson Scale of Empathy Results.

BackgroundStudy aimed to assess the burnout prevalence and level of empathic attitude in family medicine doctors (FMDs) and its associations with demographic factors, working conditions and physician health, using the Jefferson Scale of Empathy – Health Professional version (JSE-HP).MethodsSlovenian FMDs (n=316, response rate 56%) completed an online socio-demographic questionnaire, with questions on working conditions, physician health, and the Slovenian versions of the Maslach Burnout Inventory (MBI) and the JSE-HP. Univariate and multivariate analyses were used, applying linear regression to calculate associations between demographic variables, factors of empathy and burnout dimensions, P<0.05 was set as a limit of statistical significance.ResultsOf the 316 participants, aged 40±10.2 years, 57 (18%) were men. The FMDs achieved mean scores on the JSE-HP (JSEtot of 112.8±10.2 and on the MBI 27.8±11.6 for EE, 10.8±5.5 for D and 33.5±6.0 for PA. High burnout was reported in one dimension by 24.8% of participants, in two by 17.2%, and by 6% in all three dimensions. Multivariate analysis revealed a higher EE and D and lower PA in specialists as opposed to trainees. Higher EE was also identified in older physicians having longer work experience, working in a rural setting, dealing with more than 40 patients/day and having a chronic illness. The latter was also associated with higher JSEtot. JSEtot was negatively associated with D, while PA was positively associated with JSEtot and Perspective Taking.ConclusionThe incidence of burnout warns both physicians and decision-makers against too heavy workload, especially in older professionals.

Workplace authenticity as an attribute of employer attractiveness

PurposeThe purpose of this paper is to investigate the relevance of authenticity as a possible attribute of employer attractiveness. Additionally, the study compares authenticity to other factors of attractiveness, such as economic, development, social, interest and application values.Design/methodology/approachA survey was conducted with a total of 937 respondents. The questionnaire consisted of the employer attractiveness scale developed by Berthon, Ewing, and Hah (2005) and an adapted version of the authentic living scale (Wood et al., 2008).FindingsThe results show that workplace authenticity is equally valued as an attractiveness attribute as having opportunities for economic and personal development, and that it is significantly more highly valued than other attractiveness dimensions of the work environment, such as interest value, social value, and application value. The results also show that authenticity matters more as an attribute of attractiveness for top management, older professionals as well as women.Practical implicationsThe findings suggest that firms become more competitive in attracting talent if their recruitment strategies place more emphasis on authenticity as a psychological benefit that can be obtained through working in the company. The use of social media (e.g. employee testimonials, chats, and blogs) can help to this end.Originality/valueThe subject of workplace authenticity has been receiving increasing attention in the academic literature, and the studies reveal the benefits that it may entail for both developing and retaining a more engaged and productive workforce. However, previous research has not considered how perceptions of workplace authenticity may also help organizations become more attractive in the eyes of potential job applicants.

After Years, ‘Big Crew Change’ Has Passed, But Learning, Training Challenges Remain

As the exploration and production (E&amp;P) industry continues to face the challenges of the collapse in oil prices and the disruptions it has wrought, one long-awaited milestone has passed almost unnoticed. For all practical purposes, the “big crew change” has happened. In the global E&amp;P professional workforce, the high concentration of individuals in mid- to late-career stage has all but disappeared. The proverbial hump in the workforce age distribution, which resulted from waves of retirements after the last major price collapse in the mid-1980s and a long subsequent period of low hiring, has been on the industry’s radar for at least 2 decades. Concern arose in the late 1990s, as the workforce reflected a preponderance of experienced professionals ages roughly 40 to 50 and a dearth of younger individuals ready to replace them when they retired. The industry used the term “big crew change” to characterize the demographic challenge and began to prepare, focusing on new technology and other innovations in training resources that could smooth the transition. Change Clearly Evident Visually, the crew change is clearly evident in the accompanying age-distribution graph of SPE professional membership, a close proxy for global E&amp;P professional employment. In a comparison of 2006 and 2016 membership by age, the 2006 curve displays an obvious hump in the mid-40s to mid-50s ages with a peak age between 45 and 49. The 2016 curve displays a smaller hump in the late-20s and 30s age range, with a peak age between 30 and 34, and a modest decline into the mid-40s range. Additionally, the number of professionals in the 55–59 group has barely declined from the 2006 curve, when they were 45 to 49. This suggests that individuals who have left companies are remaining in the industry, whether working as consultants or making job transitions. From 2006 to 2014, the crew change continued to proceed gradually, with the industry tracking the change and focusing on technology innovations in learning and training that could more rapidly prepare younger professionals and new hires for larger responsibilities. But when oil prices began a precipitous downfall in late 2014, a steady outflow of older professionals became a wave as job losses and retirements multiplied over the following 2 years.

Brief Report: Knowledge and Confidence of Emergency Medical Service Personnel Involving Treatment of an Individual with Autism Spectrum Disorder.

In order to best respond to an emergency situation, professionals need to have an understanding about Autism Spectrum Disorder (ASD) and techniques that will ensure proper care. The purpose of this study was to determine the knowledge and confidence of EMS personnel on interacting and treating an individual with ASD. Emergency Medical Technicians (EMT), and Paramedics were surveyed on their knowledge of ASD; familiarity or experience with ASD, and level of comfort responding to emergencies involving an individual with ASD. The results found that autism-specific training and resources were associated with higher comfort levels, but not knowledge. It was also determined that newer and younger professionals had higher knowledge and comfort when compared to the more experienced and older professionals.

The relationship between trust in work colleagues, impact of boundary violations and burnout among staff within a forensic psychiatric service

Purpose – The purpose of this paper is to examine the relationship between trust and burnout among mental health professionals working within a forensic psychiatric setting. The association between these factors and boundary violations was also examined. Design/methodology/approach – Mental health professionals (n=117) completed the Maslach Burnout Inventory and a measure of their trust in co-workers. A series of 12 vignettes was also designed to assess the frequency and impact of boundary violations by clients. Findings – Propensity to trust was found to be predictive of personal accomplishment. A higher propensity to trust others was associated with lower levels of emotional exhaustion and depersonalisation. It was also associated with greater cooperative behaviour. Higher frequency of boundary violations reported by professionals was associated with lower levels of perceived trust and cooperative behaviours among colleagues, and increased depersonalisation. In addition, professionals reporting more of a perceived impact of boundary violations, reported higher emotional exhaustion and depersonalisation. The results also indicate that younger professionals reported higher levels of emotional exhaustion and depersonalisation, whereas older professionals were more positive regarding their competence and sense of accomplishment. Research limitations/implications – The results are discussed in terms of the development of trust within teams as an effective strategy to reduce the development of burnout. Implications are made for the importance of reflective practice and clinical supervision in developing positive working relationships with clients, and providing a safe environment to discuss professional conflict. The importance of supporting younger professionals has also been highlighted. Originality/value – This is the first research paper to explore the relationship between trust within teams and the development of burnout within forensic psychiatric services.