A Journey to Construct an All-Encompassing Conceptual Model of Factors Affecting Clinician Well-Being and Resilience

Brigham, Timothy P.; Barden, Connie; Dopp, Anna Legreid; Hengerer, Art; Kaplan, Jay; Malone, Beverly; Martin, Christina M; McHugh, Matthew D.; Nora, Lois Margaret

doi:10.31478/201801b

Cited by 194 publications

(140 citation statements)

References 21 publications

(34 reference statements)

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“…A strength of this survey is the inclusion of ‘efficiency of practice’ as an interdependent domain within the concept of wellbeing . Scepticism and cynicism from staff may result if ‘hospitals operate under the framework that burnout and professional satisfaction are solely the responsibility of the individual physician’ and ‘solutions to these issues are focussed solely at the individual or “cultural” level, for example, stress management workshops, “kindness” initiatives, or resilience training’ .…”

Section: Discussionmentioning

confidence: 99%

“…Our survey was a pragmatic attempt to measure and, crucially, provide usable ideas and impetus to act on items identified by staff as being important locally. Other tools are more complex or require significantly more monetary resources . However, although parts have been validated (e.g.…”

Section: Discussionmentioning

confidence: 99%

“…This is common sense to those who work at the frontline of healthcare. How else can we achieve the best for our patients if we ourselves are not at our best?…”

Section: Introductionmentioning

confidence: 99%

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Workplace wellbeing in an urban emergency department in Aotearoa New Zealand

Kumar

Pio

Brewer

et al. 2019

Emerg Medicine Australasia

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Objectives: Staff wellbeing is important for individuals and considered integral to the development and maintenance of high performing health systems. Unless baseline parameters of wellbeing are known, the effects of any interventions to improve staff wellbeing will remain uncertain. By clarifying staff perceptions and objective measures of important factors related to wellbeing, our primary goal was to assess the baseline wellbeing of staff in our central city ED. Methods: A survey template, the WoWe@AED (Workplace Wellbeing at the Adult Emergency Department) was developed from several sources. Burnout was measured using the Copenhagen Burnout Inventory. Inclusion in the survey required that participants worked in our ED, all staff groups were eligible. The electronic survey was conducted between 22 January and 5 February 2018. Quantitative and qualitative data were analysed. Results: Two hundred and seventy (71.1%) of 380 potential participants participated. All staff groups were represented. About 72.4% agreed/ strongly agreed that Adult Emergency Department was an excellent place to work, 80.7% found their work meaningful. About 42.0% felt well informed regarding important decisions. One hundred and eightythree (48.2%) out of 380 completed the Copenhagen Burnout Inventory. Overall, personal burnout was 42.1% (n = 77), work-related burnout was 35% (n = 64) and clientrelated burnout was 27.9% (n = 51). Females were significantly (<0.05) more likely to have burnout in some or all domains. Four key themes were identified: supportive teamwork and relationships; providing high quality patient care; resourcing; and workload issues. Conclusions: Baseline indices of wellbeing of the frontline staff in a central city ED have been documented. These have informed wellbeing interventions. Future measures can be compared against these data.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Workplace wellbeing in an urban emergency department in Aotearoa New Zealand

Kumar

Pio

Brewer

et al. 2019

Emerg Medicine Australasia

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“…Organizational support for clinicians can impact well‐being (Brigham et al, ). Organizational support and betrayal (i.e.…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying among nurses and organizational response: An online cross‐sectional study

Brewer

Kitsantas

et al. 2020

J Nurs Manag

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Aims To examine prevalence of bullying among nurses and explore associations of organizational betrayal and support with well‐being among nurses exposed to bullying. Background Bullying is a problem in many nursing workplaces, and organizations have an obligation to support nurses who are bullied. Support or betrayal after bullying could affect nurse well‐being, including burnout. Methods In this cross‐sectional study among U.S. nurses, data were collected in a survey using the Negative Acts Questionnaire‐Revised for Nursing, the Institutional Betrayal Questionnaire for Health, the Well‐Being Index, a job satisfaction scale and demographic questions. Results Prevalence of weekly/daily bullying was 31% (N = 242). Among nurses exposed to any bullying (N = 173), organizational betrayal increased odds of burnout (OR 2.62, p = .02), job dissatisfaction (OR 2.97, p = .04) and absenteeism (OR 6.11, p < .001). Organizational support decreased odds of job dissatisfaction (OR 0.30, p = .001) and absenteeism (OR 0.50, p = .04). Conclusion Analysis of study findings suggests organizational betrayal increases likelihood of burnout, job dissatisfaction and absenteeism, and support decreases likelihood of dissatisfaction and absenteeism. Implications for Nursing Management Nurse leaders should be aware of the issue of organizational betrayal and support in relation to well‐being. Future studies can further explore the concepts of betrayal and support to provide additional evidence.

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“…With clinician burnout reaching near‐epidemic levels, medical schools need to shift from a treatment‐based model for mental health care to a preventive and public health‐based approach to improving well‐being . Schools should take proactive steps to build a culture of well‐being that benefits everyone, using strategies directed at both the individual and organisational levels, when providing targeted treatment to those in distress . These efforts must take into account how race, ethnicity, gender and sexuality affect life experiences and mental health outcomes.…”

mentioning

confidence: 99%