Influence of years of experience and age on hospital workforce compassion satisfaction, anxiety, depression, stress, and burnout during pandemic: Implications for retention

Schroeder, Shawnda; Kelly, Daniel F.; Leighton, Kristen N.

doi:10.1080/13548506.2022.2159988

Cited by 5 publications

(6 citation statements)

References 36 publications

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“…Our study highlights the positive influence of adequate Work-Related Quality of Life (WRQoL) on satisfaction and reduced absenteeism, and how poor WRQoL can lead to burnout, affecting patient care and the efficiency of the healthcare system [12][13][14][15]. For example, the study [12] reveals that technological progress in healthcare not only benefits patients, but also healthcare professionals, which aligns with our findings on the importance of a positive WRQoL.…”

Section: Discussionsupporting

confidence: 82%

“…Positive WRQoL has been observed to improve satisfaction and reduce absenteeism, whereas poor WRQoL can lead to burnout and affect patient care and health system efficiency [12][13][14][15]. Furthermore, studies have shown that commitment and compassion satisfaction mediate the positive relationship between personal resources and health, well-being, safety, and quality of care, as well as their negative relationship with psychosocial risks [55][56][57].…”

Section: Discussionmentioning

confidence: 99%

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Working Conditions and Quality of Life in Healthcare: Mediating Roles of Burnout and Engagement, Moderated by Resilience and Self-Efficacy.

León Rubio,

León-Pérez,

Ruiz-Zorrilla Blanco

et al. 2024

Preprint

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This study addresses the influence of working conditions on Work-Related Quality of Life (WRQOL) among Spanish healthcare professionals. The research seeks to elucidate the mediating roles of job engagement and burnout, and the moderating effects of resilience and self-efficacy, in this relationship. Methods: The study included 374 healthcare workers from Spain, encompassing physicians, nurses, and nursing assistants. It employed a methodological approach using validated instruments to assess psychosocial risks, work-life quality, job engagement, burnout, and resilience. Data were gathered through self-reported questionnaires. Results: Key findings indicate a negative association between working conditions and WRQOL. Job engagement and burnout significantly mediated this relationship, accounting for 19% to 33% of the variance in WRQOL. Notably, lack of support emerged as a strong negative factor for work-related quality of life. Additionally, resilience moderated the relationship between lack of support and burnout. Conclusions: The study concludes that improving working conditions could increase WRQOL. Interventions aimed at enhancing engagement and addressing burnout may be effective. The moderating role of resilience suggests that strategies to enhance resilience could also be beneficial. These findings hold significant implications for policy formulation and human resources planning in healthcare, emphasizing the need for enhanced workplace support and the development of resilience among health workers.

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Section: Discussionsupporting

confidence: 82%

Section: Discussionmentioning

confidence: 99%

Working Conditions and Quality of Life in Healthcare: Mediating Roles of Burnout and Engagement, Moderated by Resilience and Self-Efficacy.

León Rubio,

León-Pérez,

Ruiz-Zorrilla Blanco

et al. 2024

Preprint

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“…Control var iables. Based on previous literature, several sociodemographic variables, namely, age, sex, work experience, organizational tenure, and working hours, were included in the questionnaire as control variables that may potentially influence stress outcomes and employee well-being (see, e.g., Purvanova and Muros, 2010 ; Boyas et al, 2013 ; Antao et al, 2022 ; Lee et al, 2022 ; Schroeder et al, 2022 ). We used one-item measures for all control variables.…”

Section: Methodsmentioning

confidence: 99%

Ambivalent identification mediates the relationship between organizational justice and stress

Ciampa

2023

Front. Psychol.

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The present study aims to examine the relationship between organizational justice and employee stress through the lenses of social identity theory and the ambivalent identification process. The research hypotheses assume that employees working in organizational environments with low levels of justice could experience more stress, and this relationship is also mediated by ambivalent identification. In other words, the mediating mechanism of this relation posited that low levels of organizational justice were associated with high levels of ambivalent identification, which in turn increased levels of work-related stress. Across a field study in several organizations from healthcare sectors, results confirmed that employees treated with less fairness experienced high ambivalence toward their organization, which increased their perception of stress, i.e., work-related burnout, client-related burnout, physical symptoms, and interpersonal strain at work. Furthermore, results supported only a full mediation model, in which the direct relationship between organizational justice and stress was not significant. The present results make an important contribution to the research literature on justice: the inclusion of the mediator variable, namely, ambivalent identification, drops the expected direct effect of organizational justice on stress, suggesting a call for action in adopting the social identity perspective in addition to organizational justice models, and specifically introducing the study of a detrimental form of identification, such as ambivalent identification. Limitations and practical implications of the study were discussed.

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“…The National Academy of Medicine (NAM) reported burnout in 35% to 54% of all US physicians and nurses 12. It also appears that burnout is now impacting the recruitment into the health professions as well as retention of the workforce, especially in younger healthcare professionals 13…”

mentioning

confidence: 99%

“…12 It also appears that burnout is now impacting the recruitment into the health professions as well as retention of the workforce, especially in younger healthcare professionals. 13 To combat these problems, many professional organizations are recommending strategies to decrease burnout and build resilience. The American Hospital Association (AHA), the Academy of Neonatal Nursing (ANN), the Association of Women's Health, Obstetric and Neonatal Nurses (AWHONN), the National Association of Neonatal Nurses (NANN), the Council of International Neonatal Nurses, Inc (COINN), ICN, the Healthcare Professional Associations (HCPA) as part of the Partnership for Maternal Child and Adolescent Health (PMNCH) (to name a few) are working to address staffing issues, workplace environment, and building a more resilient, robust workforce.…”

mentioning

confidence: 99%

Burnout and Resilience in Neonatal Nurses

Kenner

Boykova

2023

Journal of Perinatal &Amp; Neonatal Nursing

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Influence of years of experience and age on hospital workforce compassion satisfaction, anxiety, depression, stress, and burnout during pandemic: Implications for retention

Cited by 5 publications

References 36 publications

Working Conditions and Quality of Life in Healthcare: Mediating Roles of Burnout and Engagement, Moderated by Resilience and Self-Efficacy.

Working Conditions and Quality of Life in Healthcare: Mediating Roles of Burnout and Engagement, Moderated by Resilience and Self-Efficacy.

Ambivalent identification mediates the relationship between organizational justice and stress

Burnout and Resilience in Neonatal Nurses

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