Create a 7-9 minute video that reflects upon the clinical problem that you have identified in your area of nursing practice (as identified in Module 1). Critically appraise the research and summarize the knowledge available on the clinical problem (minimum requirement of 6 scholarly journal articles reviewed and appraised for application to practice problem). Outline a strategic plan for implementation of a practice change in your clinical practice environment based upon your findings. Describe how you intend to operationalize the practice change in your practice environment. What theoretical model will you use and how will you overcome barriers to implementation? What sources of internal evidence will you use in providing data to demonstrate improvement in outcomes? Describe evaluation methods of implementation clearly. Are there any ethical considerations?
The presentation should be a simulation of what you would present to your unit staff in an effort to gain buy-in as you initiate the practice change in your area of practice. Use a recording platform of your choice and either upload as an mp4 or share the link directly to the video in the dropbox. ***Please do not record as voice-over PowerPoint because this cannot be saved in mp4 format or a link.***If you submit your assignment as a PowerPoint with voice over recording you will not receive credit for your assignment (or partial credit as you did not meet the full requirements of the assignment.)
If PowerPoint is used for the presentation, include the reference slide; if PowerPoint is not used in the presentation, please submit a list of the references in a Word document utilized to develop the presentation in APA format to the dropbox in a separate submission (be sure to orally cite your sources if no PowerPoint is used to identify the sources)
Assignment Expectations:
Length: 7-9 minute presentation (with or without PowerPoint slides); if no PowerPoint used submit APA Reference list separately
Structure: If PowerPoint is used: Include a title slide, objective slide, content slides, reference slide in APA format. There is no specific slide number required.
References: Use appropriate APA style in-text citations and references for all resources utilized to answer the questions. A minimum of six (6) scholarly journal articles are required for this assignment.
Rubric: This assignment uses a rubric for scoring. Please review it as part of your assignment preparation and again prior to submission to ensure you have addressed its criteria at the highest level.
Format: Save your assignment as a mp4 format or as an attached link to the recording.
File name: Name your saved file according to your first initial, last name, and the assignment number (for example, “RHall Assignment 1.docx”)
The Impact of Burnout syndrome on Nurse Workers !1
The Impact of Burnout Syndrome on Psychosocial Wellbeing, Expected Outcomes, Self-efficacy,
Turnover, and Interest in Career of Nurse Workers.
Olajumoke Omiyale
Aspen University
Author Note
Essentials of Nursing Research N494
Dr. Keshea Britton
Date of Submission February 11, 2020
Burnout Among Nurses !2
Background
Burnout is a very common condition across the world and especially in the nursing
career. It’s the reduction in the energy and zeal of nurses manifesting in form of being
emotionally exhausted, lacking motivation, feeling frustrated, fatigued, and low reaction time
which reduces individuals’ output and work efficacy in general. Burnout has been strongly
attributed to the deficit in the number of healthcare professionals, a concern that goes way to be a
matter of global importance. The rapidly changing healthcare landscape that brings a paradigm
shift to increased demand for healthcare services in the world population has come with its
challenges. Although experts associate the change to improvement in the quality of life for which
people become capable of seeking healthcare services, the move has placed a lot of pressure on
not only the healthcare systems but particularly on the workforce (Mudallal, Othman, & Al
Hassan, 2017). However, governments have not moved at a similar pace to address these
pressures, leaving the mantle on the health institutions and professionals. To be specific, nurses,
as well as other healthcare providers, are left with a large number of patients to takes care of, a
number that keeps on increasing day after day, keeping them on the run all the time. The absolute
result of this healthcare environment is burning or wearing out, which without doubt minimizes
the efficacy of the nurse’s output.
The working environment for which the nurse staff doesn’t match the care demand
culminated by poor leadership creates unattractive working conditions. Indeed, WHO reports
indicate that shortages of nurses would nationally and internally interfere with the efforts to
health and well being of the world population. Where staff shortage exists, human resources are
Burnout Among Nurses !3
overstretched, working conditions become poor and unbearable, work becomes increasingly
hazardous to the health of the nurse- they get no rest, become stressed, productivity decrease
with the poor patient outcome which add up to the trauma of the workers. They end up losing
interest in their job, become highly dissatisfied, burnout and increase the chances of quitting the
job. In return, the turnover of nurses affects the quality of healthcare services offered because of
a lack of expertise and increasing the workload burden on the remaining staff (Sobral, et. al,
2018).
The research topic in question is consistent with the PICOT format which requires the
development of answerable and researchable questions. The research question of what impact
does burnout has on productivity or self-efficacy, career interest, expected outcome, turnover,
and quality of healthcare services in the nursing profession can have the following formula.
Population- the population is comprised of nurses in the wards; palliative care wards,
maternity and newborn, renal, ICU wards among others.
Intervention/Indicator- indications would include stressors such as social, psychological,
and work-related factors.
Comparison/control- may have placebo form nurses in private hospitals or theater staffs,
who in most cases are relatively sufficient. They usually take enough rest, do the work for a few
hours and thus less predisposed to burnout.
Outcome- nurses in these wards show a decrease in the reaction time, often get fatigued
and sick, may lose hope in the career, high dissatisfaction levels, and increased rate of turnover.
Burnout Among Nurses !4
Time-research can be cross-sectional.
Why burn out Syndrome is a Clinical problem
Productivity in many working environments, particularly in the provision of healthcare
services depends majorly on the motivation, energy, and the ability of the nurses to make fast and
accurate decisions regarding the circumstances they are confronted with. While this freshness
remains significant for a nurse to give the best they can to their client, many factors do affect that
state of consciousness and health for a nurse. just like other workers, nurses require enough time
to rest after work, take vacations to refresh and maintain the fitness of both the mind and the
body. However, in reality, nurses rarely get this rest, in most cases being on call, working for
long-hour shifts and in a stressful working environment.
The palliative care ward where I work has a capacity of between sixty to a hundred
patients. The nurses assigned to this ward are 20. Taking this as a reflection of the entire
healthcare system, we find that the ratio of nurses to the patient is 1:3 on the bare minimum. The
implication of this is that one nurse would at least take care of 3 patients daily on the minimum
with this number likely to increase every other day. Because the aged population is growing
rapidly and are prone to lifestyle diseases, the likelihood of demands for these services would
increase. Ultimately, nurses would have a huge burden on the care they have to take care of a
large number of patients, possibly over a long time. If the number of nurses remains the same
with the increasing workload, the department is likely to experience higher rates of turnover.
Burnout Among Nurses !5
Literature Review
According to Rola, et. al, (2017), burnout Syndrome is a trend that is synonymous in the
entire world with some areas severely suffering from the condition due to the limited workforce.
In this study that was conducted in Jordan, burnout among the working staff is characteristic of
depersonalization, emotional exhaustion, personal accomplishment and correlates to work
conditions, demographic traits, and leader empowering behaviors. the high level of burnout in
this part of the word subjective to poor working conditions including unfairness, an overload of
work, lack of leaders, personal and social issues necessitate improvement of health care services
to focus on eliminating burnout among the healthcare workers. Besides, nurses working on fixed
schedules demonstrated a greater level of emotional exhaustion and depersonalization compare
to the ones working on rotating shifts due to work overload. Besides, nurses working in private
environments felt to be in favorable conditions in terms of the quality of care, staffing, resource
capabilities, and leadership and collegial support (Mudallal, Othman, & Al Hassan, 2017).
A study done by Chang in Taiwan involving nurses on full-time basis self-efficacy,
outcome expectations, and positivity in career interests were measured. The study showed a
strong association between the three factors and burnout. Both self-efficacy and expected
outcomes showed an inverse relationship with a burnout in which it negatively impacts them.
Since self-efficacy was positively related to outcome expectations, any negative effects on the
two by burnout would consequently result in the diminishing the other factor. Interest in nursing
career negatively impacted the intention to quit the organization as well as leaving the
profession. The study concluded that since when nurses leave the profession, patient outcomes
Burnout Among Nurses !6
are negatively impacted, policymakers must focus on satisfying the expectations of nurses and
adequately compensate them fairly to retain them.
According to sabral, et. al, (2018), burnout syndrome is experienced by workers as a
result of being exposed to interpersonal stressors for a prolonged duration. The author notes that
burnout has become an issue of global concern by the justification of the number of researches
that have been previously done concerning the topic. More than 4000 articles on nursing burnout
have been found in PubMed with the database recording over 6000 publications on burnout
generally. Prevalence of burnout among the public university hospital workers in Sāo Paulo was
found to be 4.8% which was consistent with studies done in a general hospital in Recife,
Pernambuco, brazil. It outlined that burnout could have contributed to the high rate of sick nurses
observed during the study. In most cases, the participants indicated working unfavorably-forced
to deliver services with their exhausted minds and bodies. Also, the study identified failure of
getting support from colleagues and supervisors, lack of dialogue in workplaces, relationship
issues, lack of autonomy work overload as well as failure to be recognized as the major sources
of stress for nurses. Hence, organizations have a big role to play in identifying and minimizing
stressors congruent in their various work station in order to prevent employee burnout and
turnover (Sobral, et. al, 2018).
Elin in a study of the role of burnout in new professional’s problem of task mastering,
social acceptance, and role clarity, he noted that the is a gap in the goal to improve healthcare
because despite burnout being a common phenomenon there are no preventive measures.
Effective intervention programs for enabling socialization processes within an organization can
Burnout Among Nurses !7
play a role in reducing cases of burnout for new employees. When the programs target on
clarifying the new role, enhancing social acceptance, and mastering of tasks within the first year
of work, it creates positive impacts of work in the years to come. This emphasizes the
importance of incorporating such an intervention program in establishing a favorable work
environment (Frögli, et. al, 2019).
According to Petitta et. al, (2016), that investigated the role of various stakeholders such
as leaders, patients, and colleagues as the sources of emotional exchanges and how they
determine the absorption of negative, (like anger) and positive (joy) emotions which culminate to
burnout. It outlined that emotional exchanges in workplaces are contributors to emotional
contingency and thus, burnout. However, while doctors are capable of joy and anger from
colleagues but less from leaders or patients, nursing absorbs emotions from both patients,
leaders, and colleagues. Emotions absorbed by doctors are likely to result in exhaustion but only
cynicism in nurses (Petitta, Jiang, & Härtel, 2017).
The article that Supports Nursing Intervention for Burn out Syndrome, why?
Both Rola’s and Sabral study provides that intervention programs are critical in burnout
reduction among workers. Rola stipulated that leaders and empowering leadership play a critical
role in helping nurses cope with stress at work. Identifying and devising preventive measures to
the causes of burnout is paramount in motivation at work, productivity, and the probability of
increased chances for career progression. This is synonymous with Sabral’s finding that removal
of various stressors by the management stand a big chance of retaining of employees (Sobral, et.
al, 2018). Creating a favorable environment requires employees to work for favorable shifts,
Burnout Among Nurses !8
getting support from management and collaboration form colleagues to enable not only
experienced but also new employees from exhaustion and burnout.
Conclusion
From the discussions above, Burnout remains a world concern in the healthcare
profession. Many studies, both cross-sectional and case studies implicate a reduction in
employee nurses as the main cause of burnout. However, many types of research implicate
burnout in workplaces as a multifactorial condition developed sequentially by many social and
health environment under which nurses work. hence, the leadership of various institutions must
address the need as they vary from one institution to another in order to achieve a highly
motivated workforce, with energy to deliver quality healthcare and essentially reduce burnout
and the likelihood of experiencing the detrimental employee turnout.
Burnout Among Nurses !9
References
Frögli, E., Rudman, A., Lövgren, M., & Gustavsson, P. (2019). Problems with task mastery,
social acceptance, and role clarity explain nurses’ symptoms of burnout during the first
professional years: A longitudinal study. Work, 62(4), 573-584.
Mudallal, R. H., Othman, W. A. M., & Al Hassan, N. F. (2017). Nurses’ burnout: the influence of
leader empowering behaviors, work conditions, and demographic traits. INQUIRY: The
Journal of Health Care Organization, Provision, and Financing, 54, 0046958017724944.
Petitta, L., Jiang, L., & Härtel, C. E. (2017). Emotional contagion and burnout among nurses and
doctors: Do joy and anger from different sources of stakeholders matter?. Stress and
Health, 33(4), 358-369.
Sillero, A., & Zabalegui, A. (2018). Organizational factors and burnout of perioperative
nurses. Clinical practice and epidemiology in mental health: CP & EMH, 14, 132.
Sobral, R. C., Stephan, C., Bedin-Zanatta, A., & De-Lucca, S. B. (2018). Burnout and work
organization in Nursing. Rev Bras Med Trab, 16(1), 44-52.
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