Burnout syndrome in nurses working in palliative care units: An analysis of associated factors

Rizo-Baeza, Mercedes; Mendiola-Infante, Susana Virginia; Sepehri, Armina; Palazón‐Bru, Antonio; Gil-Guillén, Vicente Francisco; Cortés‐Castell, Ernesto

doi:10.1111/jonm.12506

Cited by 76 publications

(102 citation statements)

References 26 publications

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“…Physical overload measured as overtime clearly distinguished respondents on all measures; those with less overtime reported lower levels of burnout, intragroup conflict, job insecurity and perceived aggression. These results are not different from other investigators’ observations (Grigorescu et al, ; Hudek‐Knezević et al, ; Pisanti et al, ; Rizo‐Baeza et al, ). Therefore, one conclusion of this paper is that current organisation of health and nursing care around the traditional, rigid shift system as well as nurse staffing ratios should be revisited to reduce work overload on nurses.…”

Section: Discussionsupporting

confidence: 48%

“…A variety of studies addressed personality traits as explanatory variables of burnout. Neuroticism, negative self‐esteem, negative emotionality and affectivity, sociability and satisfaction with work, quality of life and self‐care deficit and being a single parent all showed different levels of success in explaining and predicting burnout (Grigorescu, Cazan, Grigorescu, & Rogozea, ; Rizo‐Baeza et al, ; Rouxel, Michinov, & Dodeler, ). However, personality traits display great individual variations.…”

Section: Introductionmentioning

confidence: 99%

“…Also, when compared to organisational and work‐related characteristics, personality traits appeared to stay significant but weaker predictors of nurse burnout (Hudek‐Knezević, Kalebić Maglica, & Krapić, ). Workload, departmental stress and satisfaction with the quality of professional life emerged as underlying factors and predictors of job‐related burnout (Grigorescu et al, ; Rizo‐Baeza et al, ). Job demands, job control and emotional display rules as well as role conflict were also cited as important determinants of nurse burnout (Hudek‐Knezević et al, ; Rouxel et al, ).…”

Section: Introductionmentioning

confidence: 99%

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Discriminating low‐, medium‐ and high‐burnout nurses: Role of organisational and patient‐related factors

et al. 2019

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Aim To discriminate low/medium/high burnout in nurses by work and patient‐related indicators and explore what factors characterize these categories best. Methods Cross‐sectional, online survey with a representative sample of nurses. Measures assessed burnout, intragroup conflict, job insecurity, overt aggression and impact of patient aggression on nurses. Results Top nurse managers experienced more burnout than middle managers or staff, middle managers also reported greater burnout than staff. Those who had never suffered aggression experienced greater burnout but less intragroup conflict and job insecurity. Staff differed on job insecurity from top and midlevel managers. The first discriminant function differentiated high burnout from medium and low; this function was characterized by exhaustion, aggression and intragroup conflict. The second function differentiated medium burnout from others; job insecurity, years worked, over aggression and overtime dominated this function. Conclusions Burnout affects managers and staff differently; top managers may be more susceptible to burnout than reported before. Low, medium and high burnout groups require tailored interventions because of their different characteristics. Implications for Nursing Management In the future, burnout assessment should focus on both organisational and care related factors. Determining levels of burnout will guide managers to improve the right aspects of practice and work environment.

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Section: Discussionsupporting

confidence: 48%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Discriminating low‐, medium‐ and high‐burnout nurses: Role of organisational and patient‐related factors

et al. 2019

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“…Conversations about DD can be enriching but might also cause emotional stress. 46 It is therefore important for HPs to develop a sensitive grasp of their own feelings and to protect themselves from emotional overload. 46 In order to manage discussions of DD appropriately, HPs should also be aware of own values, norms and their personal stance concerning death wishes.…”

Section: Self-protection and Self-carementioning

confidence: 99%

The Desire to Die in Palliative Care: A sequential mixed methods study to develop a semi-structured clinical guideline

Kremeike

Frerich

Romotzky

et al. 2020

Preprint

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Objective: Although desire to die (DD) of varying intensity and permanence is frequent in patients with advanced cancer and those receiving palliative care, uncertainty exists concerning appropriate therapeutic responses to it. To support health professionals in dealing with patients´ potential DD, a training program and a semi-structured clinical interview guideline was developed. This study aimed for a revision of and consensus building on the clinical guideline to support proactively addressing DD and routine exploration of death and dying distress. Methods: Within a sequential mixed methods design, we invited 16 palliative patients to participate in semi-structured interviews and 377 (inter-)national experts to attend a two-round Delphi process. Interviews were analyzed using qualitative content analysis and an agreement consensus for the Delphi was determined according to predefined criteria. Results : 11 (69%) patients from different settings participated in face-to-face interviews. As key issues for conversations on DD they pointed out the relationship between professionals and patients, the setting and support from external experts, if required. A set of 149 (40%) experts (132/89% from Germany, 17/11% from 9 other countries) evaluated ten domains of the clinical guideline. There was immediate consensus on nine domains concerning conversation design, suggestions for (self-)reflection, and further recommended action. The one domain in which consensus was not achieved until the second round was “proactively addressing DD”. Conclusions : We have provided the first semi-structured clinical guideline to identify and address DD and to respond therapeutically – based on evidence, patients’ views and consensus among (inter-)national professional experts. Trial registration: German Clinical Trials Register (No. DRKS00012988).

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“…Ashtari, Farhady, and Khodaee () investigated 100 nurses and other mental health professionals and found that burnout significantly correlated with job performance, with a high level of burnout (45.6%) and a low level of job performance (20%). Rizo‐Baeza et al () indicated that nurses who experienced a high level of burnout (emotional exhaustion 37.3% and depersonalization 35.1%) had poor job performance (37.8%). Referred to as a crucial indicator for clinical care, job performance significantly affects patient outcomes and their satisfaction with care (Ling, ).…”

Section: Introductionmentioning

confidence: 99%

A WeChat‐based “Three Good Things” positive psychotherapy for the improvement of job performance and self‐efficacy in nurses with burnout symptoms: A randomized controlled trial

et al. 2020

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Aim To evaluate the effects of a WeChat‐based “Three Good Things” on job performance and self‐efficacy of clinical nurses with burnout symptoms. Background Few studies have valued the impact of nurses' personal strengths and positive work environment on job performance, particularly in developing countries. Methods A randomized controlled trial. The intervention group (n = 33) participated in WeChat‐based Three Good Things, while the control group (n = 40) did not. Data were collected prior to and immediately after the intervention. WeChat, a popular social software, provides several communicating and recording functions. Results The main intervention effects and interactions between time and intervention on job performance and self‐efficacy were significant (each p < .05). The main time effects on self‐efficacy were also significant (p < .05). The post‐intervention scores for job performance and self‐efficacy between the two groups were statistically different (each p < .05). The scores for job performance and self‐efficacy of the intervention group were statistically different before and after the intervention (each p < .05). Conclusion Three Good Things could significantly improve job performance and self‐efficacy of nurses with burnout. Implications for Nursing Management Nurse managers are recommended to include Three Good Things into their management systems to improve nurses' physical and mental health and work outcomes over the long term.

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Burnout syndrome in nurses working in palliative care units: An analysis of associated factors

Abstract: Aims:To analyse the association between psychological, labour and demographic factors and burnout in palliative care nursing. Background:There is a lack of published research evaluating burnout in palliative care

Cited by 76 publications

References 26 publications

Discriminating low‐, medium‐ and high‐burnout nurses: Role of organisational and patient‐related factors

Discriminating low‐, medium‐ and high‐burnout nurses: Role of organisational and patient‐related factors

The Desire to Die in Palliative Care: A sequential mixed methods study to develop a semi-structured clinical guideline

A WeChat‐based “Three Good Things” positive psychotherapy for the improvement of job performance and self‐efficacy in nurses with burnout symptoms: A randomized controlled trial

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