Faculty Perspectives on Appreciation Strategies in a Neurology Department.

The relevant literature suggests that all branches of the nursing profession are subject to high levels of stress and burnout. Forensic psychiatric nursing has been considered as an area of high risk, despite a paucity of literature in this area, particularly in Australia. This paper presents the findings of a research study undertaken with forensic nurses (n = 51) and designed to measure their level of stress and burnout. The Maslach Burnout Inventory (MBI) and the Nursing Stress Scale (NSS) were the instruments used. The findings indicated that relatively few forensic nurses suffered from ‘high’ levels of burnout with considerably more forensic nurses recording ‘low’ levels of burnout. On the personal accomplishment subscale, only 17 per cent recorded a ‘high’ score. Interestingly the least reported stressor was lack of staff support for nursing activities which suggests that the amount of support received may account for lower than expected levels of stress. Copyright © 2003 John Wiley & Sons, Ltd.

Nurses working in palliative care are at risk of burnout. The Copenhagen Burnout Inventory was used to determine burnout levels of nurses working in the Portuguese national network of palliative care. We evaluated the contribution of personal, work, and COVID-19 variables in three burnout subclasses: personal, work, and patient-related. A cross-sectional, exploratory, and quantitative design was employed and participants were sampled using convenience and snowball technique. An online survey was conducted and 153 nurses participated in our study. Socio-demographic characterization was conducted, levels of burnout and determinants were explored through multiple linear regression models for its three dimensions. High levels of personal, working, and patient burnout were present in 71 (46%), 68 (44%), and 33 nurses (22%), respectively. Most of them agreed that COVID-19 had an impact on their activities. Significant personal and work related burnout factors found were specialization in palliative care, self-perceived health status, unit type, weekly hours of work, and allocation to COVID-19 units. Gender was found to be a significant factor in patient-related burnout. There is a high level of burnout among nurses working in the Portuguese national network of palliative care. Measures for identification and mitigation of burnout are necessary to protect health care professionals.

Professional burnout is usually defined as a syndrome of emotional exhaustion, depersonalization and personal derealization, which can manifest itself in many professions, but primarily in helping ones. Persons providing medical care to patients are most at risk of professional burnout. Recent studies have found high rates of burnout and a high prevalence among employees working with patients with novel coronavirus infection during the COVID‑19 pandemic. The purpose of the study is to assess and analyze the levels of components of the burnout syndrome among medical professionals. Material and methods. To assess and analyze the levels of components of professional burnout syndrome, a survey using the «Maslach Burnout» method was conducted among medical workers (MW) of COVID hospitals (n=201); outpatient MW (n=186); MW of multidisciplinary hospitals (n=195), as well as a control group (n=190). Results. A qualitative analysis using the Maslach Burnout Inventory (MBI) method found that 5.5% (11 people) of COVID hospital MRs have an extremely high level of professional burnout. The frequency of occurrence of a high level of burnout is significantly higher in HCWs of COVID hospitals compared to medical workers in multidisciplinary hospitals (pa‑b=0.014). The frequency of occurrence of the average level of burnout is significantly higher in MRs of COVID hospitals compared to medical workers in multidisciplinary hospitals (pa‑b=0.004). It was found that the incidence of low burnout was significantly lower in MRs of COVID hospitals compared to medical workers in multidisciplinary hospitals (pa‑b=0.017). Among medical workers, COVID-hospitals, not a single person with an extremely low level of burnout was recorded. Conclusions. The most susceptible to occupational burnout syndrome were MW of COVID hospitals. 22.4% of MW in COVID hospitals have «high» and «extremely high» levels of burnout, 41.3% have an «average» level and only 36.3% of MW have a low level of burnout. 12.3% of outpatient MW have «high» and «extremely high» levels of burnout, 33.9% have «average» levels and 53.8% of MW have «low» and «extremely low» levels of burnout. 8.2% of MW in multidisciplinary hospitals have a «high» level of burnout, 27.2% have an «average» level and 64.6% of MW have «low» and «extremely low» levels of burnout.

The locus of control dimensions among senior Pharm.D. students electing post-Pharm.D. residencies (N=15) are compared with first (N = 60) and second year (N = 55) Pharm.D. students, as well as with senior Pharm.D. students not electing residencies (N=14). Volunteer clinical faculty [hospital (N=27) and community (N = 23) pharmacy preceptors] and full-time clinical faculty (N = 22) are also compared. The Reid-Ware three-factor internal-external scale was completed by the study population. The dimensions measured were: self-control, social systems control, and fatalism. This study was undertaken to:1. compare the locus of control dimensions among senior pharmacy students electing post-Pharm.D. residencies with senior pharmacy students not electing post-Pharm.D. residencies (and with other pharmacy students) and2. compare the locus of control dimensions among senior pharmacy students electing and not electing post-Pharm. D. residencies (and with other pharmacy students) with their clinical, hospital, and community faculty to identify personality congruence (i.e., similarities, differences) which might facilitate the development of patient oriented-interactive behaviors necessary for clinical practice.Self-control (SC) was the major factor that generated the significant difference in the seven groups. The clinical (full-time) faculty group is significantly different from the student groups with the exception of the P-3, residency students. Over 50 percent of the P-3 residency group responded more like the faculty groups than like other students, with more P-3 residency students responding like clinical faculty than any other student or faculty group. The implication is that a similar personality profile exists in terms of internal/external control for the P-3 residency and full-time clinical faculty groups. Professors may have influenced, stimulated, or motivated those students most like themselves to enter a residency program.Based on the data, it would appear desirable to profile pharmacy students and give those who have a strong internal self-control factor encouragement to pursue post-graduate academic or residency programs and to retain as many of those individuals as possible in the areas of pharmacy that directly influence patient care and the pharmacist's role on the health care team.

Objective: The primary aim of this research was to explore the relationship between burnout and depression among Australian psychologists, and to investigate the role of self-compassion in this relationship. Method: A sample of 248 psychologists (average 41 years old; 81.1% female) currently working in Australia completed an on-line survey including measures of burnout (Copenhagen Burnout Inventory), depression (Depression Anxiety Stress Scale), and self-compassion (Self-Compassion Scale – Short Form). Results: In total 69 psychologists (27.8%) met criteria for burnout, while 42 (16.9%) reported at least mild depressive symptoms. Burnout and depression were significantly associated with each other (r = .44), while negative medium associations were found between self-compassion and burnout and depression (r = .48), respectively. A hierarchical regression analysis revealed self-compassion moderated the relationship between burnout and depression; psychologists with high levels of burnout and low to moderate levels of self-compassion reported significantly higher levels of depressive symptoms. Conclusions: The current results indicate that self-compassion may act as a protective factor against the effects of depression and burnout. Given elevated burnout and depressive symptoms reported by Australian psychologists, the development and promotion of self-compassion focused self-care practices for psychologists may be beneficial and warrants further research. KEY POINTS What is already known about this topic: Burnout and depression are highly prevalent among psychologists. Self-compassion is associated with enhanced psychological health and well-being. Self-compassion can buffer against negative states. What this topic adds: Psychologists who are more self-compassionate experience lower levels of burnout and depressive symptoms. For psychologists with high levels of burnout, the practice of self-compassion can significantly lower the severity of depressive symptoms experienced. Self-compassion may be a useful self-care tool to reduce psychological distress.

Do the amount of workload, strain and the association between both differ between employed physician and other employees subject to social security contributions? This is investigated in this present study by comparing two representative samples. Psycho-social working conditions were by assessed computer-assisted personal interviews and supplemented by questions about burnout and depressive symptoms. The associations were investigated by linear regression analysis including moderating effects due to differences between occupations. The score for depressive symptoms was lower among male and female physicians than in the comparison groups. Moreover, male physician had higher scores for burnout. Quantitative demands and job insecurity were associated with an increase of scores for burnout and depressive symptoms. Higher quality of leadership, role clarity, and decision latitude contributed to a decrease of both scores. Additional effects were found for hours worked per week (females) and number of night shifts (males). The moderating effect of occupational group was detected for quantitative demands and decision latitude. The associations of working conditions with mental health indicators are similar in the compared groups. There is a higher workload and higher level of burnout among physicians but there is no indication for more depressive symptoms.

In the Turkish health care system and hospitals it is very common to witness role conflict and ambiguity among health care personnel. Often this is due to a lack of clarity as to what is expected and required of them. The unfortunate and unavoidable result is a high level of burnout caused by uncertain working conditions in Turkish hospitals. The objectives of this study were to determine the level of role conflict, role ambiguity, and burnout of physicians and nurses working in hospitals, to see the relationship between role conflict, ambiguity and burnout level, to reveal the effects of organisational and indvidual characteristics on the burnout level of physicians and nurses. The study was conducted in three hospitals attached to the Ministry of Health (MoH) of Turkey. 149 nurses and 83 physicians were included in the sample of this study although several efforts of reminders and additional visits to the hospitals to increase the response rate. Structural Equational Modelling (SEM) was chosen to estimate the effects of certain selected individual and organisational variables that were determined by a set of correlation and biovariate analyses on role conflict and ambiguity as well as the burnout level. The SEM results showed that working in surgical units, having less working experience and choosing the profession unwillingly had significant and negative direct effects on the burnout level of the physicians and nurses in the sample of this study. Decreasing the level of role conflict and ambiguity would serve to decrease the level of burnout. In order to decrease the level of role conflict, ambiguity, and burn out level for nurses and physicans, serious efforts must be made to clarify role definitions, increase resources, and employ conflict management methods.

BACKGROUND: Increased stress, burnout, and lack of job satisfaction may contribute to a decline in work performance, absenteeism, and intent to leave one's job or field. We undertook to determine organizational, job-specific, and personal predictors of level of burnout among respiratory care practitioners (RCPS). We also examined the relationships among burnout, job satisfaction (JS), absenteeism, and RCPs' intent to leave their job or the field. METHODS: A pilot-tested assessment instrument was mailed to all active NBRC-credentialed RCPs in Georgia (n = 788). There were 458 usable returns (58% response rate). A random sample of 10% of the nonrespondents (n = 33) was then surveyed by telephone, and the results were compared to those of the mail respondents. Variables were compared to burnout and JS scores by correlational analysis, which was followed by stepwise multiple regression analyses to determine the ability of the independent variables to predict burnout and JS scores when used in combination. RESULTS: There were no significant differences between respondents and sampled nonrespondents in burnout scores (p = 0.56) or JS (p = 0.24). Prediction of burnout: The coefficient of multiple correlation, R2, indicated that in combination the independent variables accounted for 61% of the variance in burnout scores. The strongest predictor of burnout was job stress. Other job-related predictors of burnout were size of department, satisfaction with work, satisfaction with co-workers and co-worker support, job independence and job control, recognition by nursing, and role clarity. Personal-variable predictors were age, number of previous jobs held, social support, and intent to leave the field of respiratory care. Prediction of job satisfaction: Rβ indicated that, in combination, the independent variables accounted for 63% of the variance observed in satisfaction with work, 36% of the variance observed in satisfaction with pay, 36% of the variance observed in satisfaction with promotions, 62% of the variance in satisfaction with supervision, and 48% of the variance in satisfaction with co-workers. Predictors of work-satisfaction level were recognition by physicians and nursing, age, burnout level, absenteeism, and intent to leave the field. Predictors of level of satisfaction with pay were actual salary, job independence, organizational climate, ease of obtaining time off, job stress, absenteeism, intent to leave the field, and number of dependent children. Predictors of level of satisfaction with promotions were recognition by nursing, participation in decision making, job stress, intent to leave the field, past turnover rates, and absenteeism. Predictors of level of satisfaction with supervision included supervisor support, role clarity, independence, and ease of obtaining time off. The strongest predictor of level of satisfaction with co-workers was co-worker support. As overall level of JS increased, level of burnout decreased significantly (r = -0.59, p < 0.001). As burnout level increased, increases occurred in absenteeism (r = 0.22, p < 0.001), intent to leave the job (r = 0.48, p < 0.001), and intent to leave the field (r = 0.51, p < 0.001). CONCLUSIONS: Reduced job stress, increased job independence and job control, improved role clarity, and higher levels of JS were all associated with lower levels of burnout. Managerial attention to these factors may improve patient care and reduce absenteeism and turnover among RCPs .

Workers in the trades sectors often experience mental health issues and decreased work ability due to occupational stress, workplace hazards and living in danger or constant fear of injury. Understanding the impacts of psychosocial risk factors on construction workers' mental health can aid in decreasing workplace injuries, lessening disabilities and increasing worker productivity. In this study, we focus on understanding and assessing the mental health and wellness of individuals in the electrical sector that are members of the Employer Engagement Project (EEP) from the Ontario Electrical League (OEL). The subset of potential participants included electricians and plumbers in Ontario working for small to medium sized employers (SME). The recruitment took place in 2022, with a total of 82 participants who completed a survey collecting demographic information, assessing the importance and availability/satisfaction of workplace factors and stress-and burnout-related questions. The data were analyzed using IBM SPSS Statistics 29.0. Two-sample Mann-Whitney U tests were performed to test for associations between the availability of work-related factors and burnout scores among the participants. Burnout scores were determined using the Copenhagen Burnout Inventory. Our findings demonstrate that dissatisfaction of the following factors: Workload allocation, internal staff development opportunity and stable staffing/minimal turnover, were associated with high burnout levels. The findings indicate there may be a relationship between certain work-related factors and burnout levels experienced. There is a need for improvement of workload allocation in SMEs to help enhance the mental health and well-being of employees.

The diagnosis of autism spectrum disorder (ASD) in a child affects family processes, increases parenting stress and marital conflicts, and may lead to parental psychopathology. It may also affect the prognosis for their children. The aim of this study is to determine depression and burnout levels as well as their predictors among parents of children with ASD compared with those of healthy children. We also sought to evaluate rate of complementary and alternative medicine (CAM) interventions among parents and explore the associations of this phenomenon in an exploratory fashion. 145 children with ASD and 127 control children were enrolled along with their mothers and fathers. Beck Depression Inventory and Maslach Burnout Inventory were used to evaluate parents' depression symptoms and burnout levels. Symptoms of children with ASDs were evaluated according to the Childhood Autism Rating Scale by the clinicians. Family, child and CAM variables were screened by means of a sociodemographic data form. Descriptive, bivariate and correlation analyses were used in statistical evaluations. Predictors of burnout were evaluated with multiple regression analysis. Burnout and depression levels among parents of children with ASD were significantly elevated compared to controls. Burnout levels of mothers were significantly elevated compared to fathers while depression scores of fathers were significantly elevated compared to mothers. Maternal burnout was significantly predicted by presence of functional speech in child while paternal burnout was significantly predicted by paternal vocation. Maternal depression was associated with paternal depression, lack of speech in child and attendance of child to special education services. Paternal depression was associated with autistic symptom severity and maternal depression. More than half the parents sought CAM interventions. Education level did not affect search for CAM interventions while both maternal and paternal psychopathology and presence of epilepsy among children increased use of CAM methods. Psychological support should be provided to both mothers and fathers of a child receiving a diagnosis of ASD. Addressing parents' burnout and stress levels and facilitating their negotiation of knowledge on etiology and treatments for ASD may be beneficial for the family unit as a whole.

BackgroundCritical shortages of health human resources (HHR), associated with high turnover rates, have been a concern in many countries around the globe. Of particular interest is the effect of such a trend on the primary healthcare (PHC) sector; considered a cornerstone in any effective healthcare system. This study is a rare attempt to investigate PHC HHR work characteristics, level of burnout and likelihood to quit as well as the factors significantly associated with staff retention at PHC centers in Lebanon.MethodsA cross-sectional design was utilized to survey all health providers at 81 PHC centers dispersed in all districts of Lebanon. The questionnaire consisted of four sections: socio-demographic/ professional background, organizational/institutional characteristics, likelihood to quit and level of professional burnout (using the Maslach-Burnout Inventory). A total of 755 providers completed the questionnaire (60.5% response rate). Bivariate analyses and multinomial logistic regression were used to determine factors associated with likelihood to quit.ResultsTwo out of five respondents indicated likelihood to quit their jobs within the next 1–3 years and an additional 13.4% were not sure about quitting. The top three reasons behind likelihood to quit were poor salary (54.4%), better job opportunities outside the country (35.1%) and lack of professional development (33.7%). A U-shaped relationship was observed between age and likelihood to quit. Regression analysis revealed that high levels of burnout, lower level of education and low tenure were all associated with increased likelihood to quit.ConclusionsThe study findings reflect an unstable workforce and are not conducive to supporting an expanded role for PHC in the Lebanese healthcare system. While strategies aiming at improving staff retention would be important to develop and implement for all PHC HHR; targeted retention initiatives should focus on the young-new recruits and allied health professionals. Particular attention should be dedicated to enhancing providers’ role satisfaction and sense of job security. Such initiatives are of pivotal importance to stabilize the workforce and ensure its longevity.

To examine the relationships among nurse and work characteristics, job satisfaction, stress, burnout and the work environment of haemodialysis nurses. Haemodialysis nursing is characterised by frequent and intense contact with patients in a complex and intense environment. A cross-sectional online survey of 417 haemodialysis nurses that included nurse and work characteristics, the Brisbane Practice Environment Measure, Index of Work Satisfaction, Nursing Stress Scale and the Maslach Burnout Inventory. Haemodialysis nurses reported an acceptable level of job satisfaction and perceived their work environment positively, although high levels of burnout were found. Nurses who were older and had worked in haemodialysis the longest had higher satisfaction levels, experienced less stress and lower levels of burnout than younger nurses. The in-centre type of haemodialysis unit had greater levels of stress and burnout than home training units. Greater satisfaction with the work environment was strongly correlated with job satisfaction, lower job stress and emotional exhaustion. Haemodialysis nurses experienced high levels of burnout even though their work environment was favourable and they had acceptable levels of job satisfaction. Targeted strategies are required to retain and avoid burnout in younger and less experienced nurses in this highly specialised field of nursing.

High levels of occupational stress and burnout are costly for correctional services and their employees. Correctional officers report high levels of burnout, absenteeism, turnover, and poor physical health. The purpose of this study was to investigate the prevalence of burnout and the coping mechanisms used to buffer the effects of burnout within correctional centers. In the current study, 208 correctional officers from adult and young offender centers completed an online survey measuring burnout and coping strategies. Results from the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) and the Brief Coping Orientation to Problems Experienced (COPE) Scale indicated that even though correctional center officers mostly used adaptive coping strategies, they still reported high levels of burnout. The results of this study suggest that there are variables other than coping strategies, such as gender and length of experience, that lead to the level of burnout as observed in correctional officers.

Introduction. The article discusses the problem of testing a mobile version of the mindfulness-based program “OsNOVA” for reducing professional burnout among teaching staff. Materials and methods. 60 educators with various backgrounds and specializations participated in this study. The following instruments were used: the MBI, the Ways of Coping Questionnaire, the BDI, the PSS-10 Perceived Stress Scale, the SF-12 questionnaire, the FFMQ, and the MAAS Mindfulness Questionnaires. The Student’s t-test was employed in the processing. Results. It has been confirmed that the average score of students in the discipline taught by a teacher with high level of burnout is significantly lower than the average score of students in the subject taught by a teacher with low level of burnout. It has been established that when implementing a program to reduce the level of professional burnout among teaching staff, presented in a mobile format, there is a significant reduction in burnout in those subjects whose burnout was initially high. This is accompanied by an increase in awareness (primarily such components as Non-Evaluation, Observation and Awareness of Actions), productive coping strategies. Teaching staff with a relatively low level of burnout experienced an improvement in a number of indicators reflecting the level of the latter, as well as an increase in the quality of life. The effect achieved from the program persisted for at least one month after the end of active use of the OsNOVA mobile application. Conclusion. The mobile application with the online version of the OsNOVA program can be used to prevent professional burnout among teaching staff. Additional work is planned to improve it.

Purpose of the studyGrit is characterised by the ability to persevere during difficulties and maintain a sustained effort over an extended period of time. Throughout their careers, doctors will experience...