Development of a nurse-manager dualistic intervention program to alleviate burnout among nurses based on the appreciative inquiry

Abstract

AimsTo develop a feasible and effective nurse-manager dualistic intervention program to support nurses coping with burnout symptoms.BackgroundPerson-organization combined interventions were recommended as the most effective approach for reducing burnout symptoms. However, few interventions have been developed in the nursing field.MethodsThe Medical Research Council, United Kingdom (MRC UK), Framework for Development and Evaluation of Complex Interventions, was employed for nurse-manager dualistic intervention program development. The following three steps were followed for developing the dualistic intervention program: (1) identifying the evidence base by conducting extensive reviews of the relevant literature and a mixed study; (2) identifying/developing a theory by selecting the job demands-resources model and proposing the theoretical framework for intervention development; and (3) modifying the process and outcomes of the nurse-manager dualistic intervention program.ResultsThe intervention program consists of six group sessions over 9 weeks. Researchers/managers are supposed to deliver the program. The main contents of the intervention are (1) inception (session 1); (2) discovery (session 2); (3) dream (session 3); (4) design (session 4); (5) destiny (session 5); and (6) keep (session 6). The emphasis of the intervention is on helping nurses dealing with burnout symptoms.ConclusionFollowing the guidance of the MRC framework, a feasible and potentially effective nurse-manager dualistic intervention program was developed for nurses coping with burnout. Future studies are needed to model the intervention and assess the effects and replicability of the intervention.

Appreciative Inquiry: An Integrative Review of Studies in Three Disciplines

“…This tendency was more pronounced in the healthcare field. Only one study in management (Dempster & Kluver, 2019) and two in higher education (He & Oxendine, 2019; Miles et al, 2018) made use of alternative models, while ten studies in healthcare utilized such models (e.g., Dewar & MacBride, 2017; Dewey et al, 2022; Guo et al, 2022).…”

“…Some studies introduce another step that precedes the main four steps. Guo et al (2022) used the “inception” phase, where they “formed an intervention group, introduced the aims and contents of the program, and constructed affirmative themes” (p. 7). Similarly, Dewey et al (2022) used a “define” phase, where the following question was asked: “What is the subject of inquiry?” (p. 1399).…”

“…In addition, follow-up steps were suggested in several articles. For instance, Guo et al (2022) proposed a follow-up step named “keep.” With the “keep” phase, authors aimed to “strengthen personal and organizational resources” and “continue setting goals and work plans” (p. 7). Researchers established a support team to enhance the work performance of participants during the destiny phase.…”

Developing LHS scholars’ competency around reducing burnout and moral injury

“…We note that appreciative inquiry has been used to create interventions to reduce burnout in nurses. 24…”

“…During the Design Shop “virtual session” on 5‐5‐22, with approximately 30 regional participants (4 national and regional experts on moral injury and ethics (two were physicians), nine LHS scholars/trainees (four physicians), nine Minnesota LHS program leaders (two physicians), six colleagues from University of Minnesota's Center for LHS Sciences, two PhD students, two PhD visiting scholars, and one VA fellow), leading‐edge scientific issues arose, including an Asset versus Deficit based approach (assessed via Appreciative Inquiry 21,22 as a means to learn about successes in creating supportive work climates), the relationship of moral injury to equity (with new instruments to assess negative experiences due to race and gender, 23 ), how professionalism challenges lead to injury, and the need for systems change to promote fairness, inclusion, and sustainability (Table 1). We note that appreciative inquiry has been used to create interventions to reduce burnout in nurses 24 …”