Nurse burnout: Work related and demographic factors as culprits

Robinson, Sharon E.; Roth, Sari L.; Keim, Jeanmarie; Levenson, Minita; Flentje, Jane R.; Bashor, Kathy

doi:10.1002/nur.4770140309

Cited by 69 publications

(38 citation statements)

References 8 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Frequent exposure to similar types of patients leads to outcomes that are familiar to the caregiver (Bobay, Gentile, & Hagle, 2009). This research would suggest that older and more experienced clinical ladder nurses would show greater leadership behaviors, although the literature on burnout could argue that older and experienced nurses who do not advance in organizations might demonstrate fewer leadership behaviors and decreased feelings of personal accomplishments (Kovacs, Kovacs, & Hegedus, 2010;Robinson et al, 1991).…”

Section: Clinical Ladder Programsmentioning

confidence: 97%

Leadership Behaviors of Frontline Staff Nurses

et al. 2014

View full text Add to dashboard Cite

Background: A recommendation in the Institute of Medicine’s report, The Future of Nursing: Leading Change, Advancing Health , challenges the nursing profession to enhance nursing’s leadership role in health care redesign. Method: This descriptive, correlational, cross-sectional study examined the self-perceived leadership behaviors of RNs enrolled in a clinical ladder career pathway. A self-report survey was conducted using the Leadership Practice Inventory and a demographic questionnaire. Results: Significant associations between continuous and categorical demographic factors and ladder levels were reported. Nurses with more experience showed fewer leadership behaviors. Conclusion: Leadership development is necessary for nurses in all areas of practice. The findings from this study provide evidence of the strengths and weaknesses in leadership behaviors of staff clinical RNs who often make frontline decisions for patients. J Contin Educ Nurs. 2014;45(11):506–513.

show abstract

Section: Clinical Ladder Programsmentioning

confidence: 97%

Leadership Behaviors of Frontline Staff Nurses

et al. 2014

View full text Add to dashboard Cite

show abstract

“…Empirical evidence from research on nurses found job satisfaction to be linked to several aspects of job performance, including: patient satisfaction (Krugman and Preheim, 1999), overall job performance (Judge et al, 2001), turnover; productivity (Butler and Parsons, 1989;Robinson et al, 1991).…”

Section: Performance and Job Satisfactionmentioning

confidence: 99%

Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia

Al‐Ahmadi¹

2009

International Journal of Health Care Quality Assurance

163

109

View full text Add to dashboard Cite

show abstract

“…Another occupational risk factor is a demanding and stressful work environment (O'Doherty, 1991;Piazza & Moal, 1998;Robinson et al, 1991). Nurses in this study talked extensively about the stressful work environment to which they were consistently exposed.…”

Section: Personal and Professional Stressorsmentioning

confidence: 97%

CE FEATURE Alternative Diversion Programs for Nurses with Impaired Practice: Completers and Non-Completers

Darbro

2005

Journal of Addictions Nursing

View full text Add to dashboard Cite

The purpose of this study was to describe, explain, and compare the experiences of nurses who were completers and non-completers of an alternative diversion program for chemically dependent nurses. Risk factors for substance abuse are explored.Sixteen nurses who had participated in an alternative diversion program for chemically dependent nurses were interviewed for this study. Fourteen of these nurses completed second interviews. Qualitative analysis of these interviews was conducted utilizing the constant comparative method.Common issues for the nurses included medical conditions and dual diagnosis for which legal prescriptions were frequently obtained. Most of the nurses worked in critical care, noted stressful work conditions, and diverted medications from the workplace for their own use. They also listed emotional stresses associated with impaired practice and addiction, primarily isolation, depression, shame, and guilt. They noted a culture of stigma and mistreatment of addicts and alcoholics by many professionals.Positive commonalities included improved nursing practice, such as being more patient, tolerant, and compassionate, as a result of their own recovery work. They learned to utilize social support systems, which led them from isolation and hiding to involvement and disclosure. The nurses identified a pivotal event as being the leverage needed to move them into a lifestyle of recovery.Completers were highly motivated to retain their nursing licenses, and they strongly affiliated with other recovering nurses. In retrospect, they viewed the coercion of the program as having positive benefits. They took a brief amount of time off nursing early in their recovery. Most importantly, they had prepared and developed a relapse prevention plan.Non-completers were considering getting out of nursing or combining nursing with another field of endeavor. They did not feel affiliated with other nurses in recovery. They viewed the coercion of the alternative program as punitive and having no positive value. They felt they were forced out of participation in the program for unsupported reasons. In spite of this, seven of eight of the noncompleters remained in recovery.

show abstract

Nurse burnout: Work related and demographic factors as culprits

Cited by 69 publications

References 8 publications

Leadership Behaviors of Frontline Staff Nurses

Leadership Behaviors of Frontline Staff Nurses

Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia

CE FEATURE Alternative Diversion Programs for Nurses with Impaired Practice: Completers and Non-Completers

Contact Info

Product

Resources

About