scholarly journals Nurses Compassion Fatigue during the Pilgrim (Al-Hajj) Season

2021 ◽  
pp. 1-10
Author(s):  
Usama S. Saleh ◽  
Patricia Jenkins ◽  
Bassem Saleh ◽  
Moath Saleh ◽  
Hiba Abu Sammour ◽  
...  
Keyword(s):  
Compassion Fatigue ◽  
Leadership Style ◽  
Nurse Managers ◽  
Secondary Trauma ◽  
Negative Relationship ◽  
Well Being ◽  
Turnover Rates ◽  
Convenience Sample ◽  
Quality Of Life Scale ◽  
Hajj Season

<b><i>Background:</i></b> Compassion fatigue leads to behavioral, emotional, and physical changes, which affect the nurse, as well as the nurse-patient relationship. The consequences of compassion fatigue are not limited to the personal well-being of nurses but are also associated with poorer patient outcomes, increased thoughts of quitting among nurses, and higher job turnover rates. <b><i>Objective:</i></b> The purpose of this study was to examine the risk for compassion fatigue in nurses working a special assignment consisting of 15 consecutive 12-h days during the 1440 (2018) Al-Hajj pilgrimage season in Mecca (Makkah), Saudi Arabia. <b><i>Methods:</i></b> This study was a descriptive survey. A convenience sample of 542 nurses working a special nursing assignment during the Al-Hajj pilgrimage was recruited from 2 large metropolitan hospitals located in the center of Mecca. Three online surveys were completed (1) the Demographic Information Form, (2) the Professional Characteristics Information Form, and the (3) Professional Quality of Life Scale (ProQOL 5). <b><i>Results:</i></b> The sample yielded a moderate risk of compassion fatigue (Burnout [BO] [<i>M</i> = 22.5, SD = 5.7], secondary traumatic stress [<i>M</i> = 25.0, SD = 6.4]), and compassion satisfaction (CS) (<i>M</i> = 40.5, SD = 6.0). There was a positive relationship between the number of working days and compassion fatigue (BO [<i>r</i> = 0.16, <i>N</i> = 542, <i>p</i> &#x3c; 0.01], secondary trauma stress [<i>r</i> = 0.90, <i>N</i> = 542, <i>p</i> &#x3c; 0.05]), and a negative relationship with CS (<i>r</i> = −0.20, <i>N</i> = 542, <i>p</i> &#x3c; 0.01). Level of competence (Novice-Expert) was associated with levels of CS (X2 [4, <i>N</i> = 540] = 12.70, <i>p</i> = 0.013) and with levels of BO (X2 [4, <i>N</i> = 540] = 10.48, <i>p</i> = 0.033). <b><i>Conclusion:</i></b> Hospitals need to provide a healthy, supportive, and positive workplace. Nurse managers must provide a compassionate leadership style. Nurses must practice self-compassion and ensure work-life balance.

scholarly journals Compassion fatigue of funeral directors during and after the first wave of COVID-19

2021 ◽  
Author(s):  
Roel Van Overmeire ◽  
Rose-Lima Van Keer ◽  
Marie Cocquyt ◽  
Johan Bilsen
Keyword(s):  
Compassion Fatigue ◽  
Work Experience ◽  
Online Survey ◽  
Secondary Trauma ◽  
Compassion Satisfaction ◽  
Funeral Directors ◽  
Quality Of Life Scale ◽  
Life Scale ◽  
And Gender

Abstract Background Compassion fatigue has not been studied among funeral directors. Yet, funeral directors have been exposed to the same risks for compassion fatigue as other caregivers during the coronavirus disease 2019 (COVID-19) pandemic. Methods An online survey was spread two times to 287 employees of funeral home DELA, in Belgium. Once during the height of the first wave of COVID-19 in Belgium, and a second time at the end of the first wave. The professional quality of life-scale 5 (PROQOL-5) was used to measure compassion fatigue, which includes burnout, compassion satisfaction and secondary trauma. Non-parametric tests were performed. Results In total, 104 participants answered the first survey, and 107 the second. Burnout increases from survey 1 to survey 2 (P &lt; 0.001), while compassion satisfaction (P = 0.011) and secondary trauma decrease (P &lt; 0.001). In survey 1, only age (P = 0.007) and gender (P = 0.040) were found to be significantly associated with secondary trauma. In survey 2, having more work experience is associated with having a higher burnout (P = 0.008) and secondary trauma (P = 0.001) score. Neither for burnout (P &lt; 0.001), nor for secondary trauma (P &lt; 0.001) are there any respondents in the highest category. Conclusions Although overall funeral directors do not have acute problems with compassion fatigue, burnout scores increase significantly after the first wave.

Can using a servant-leadership model of supervision mitigate against burnout and secondary trauma in the health and social care sector?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Daryl Mahon
Keyword(s):  
Servant Leadership ◽  
Compassion Fatigue ◽  
Social Care ◽  
Secondary Trauma ◽  
Meta Analysis ◽  
Well Being ◽  
Primary Data ◽  
Content Type ◽  
Health And Social Care ◽  
Core Characteristics

Purpose This paper aims to set out a model of servant leadership that can be infused within a supervisory setting to mitigate employee burnout and negative stressful experiences in the health and social care sector. Design/methodology/approach A brief targeted review of the literature was undertaken to assess the prevalence of burnout in the health and social care sectors. The supervision literature was also explored. The outcomes associated with servant leadership were also distilled, focusing on employee well-being. Findings Research suggests that burnout and related concepts such as secondary trauma and compassion fatigue impact these professions disproportionately. At the same time, servant leadership is suggested to mitigate some of these factors. The author presents a conceptual model of servant leadership supervision consisting of an ideographic model of servant leadership, Servant Leadership Scale-28 (SLS-28), using the most recent meta-analysis defining this construct, and previously validated measures in the extant literature to inform its design. A Servant Leadership Supervision Scale (SLSS) is also presented aligning its use to several of the core characteristics of servant leadership practice. Research limitations/implications In doing so, the author proposes that this approach will help reduce burnout of health and social care sector employees. Limitations are considered in light of the conceptual paper and no primary data. Practical implications A model of servant leadership supervision that can be infused into health and social care supervision. Originality/value This is the first model of servant leadership supervision articulated for the health and social care sector.

scholarly journals The factors of compassion fatigue among guidance counsellors

2019 ◽  
Vol 9 (3) ◽  
pp. 115-130 ◽  
Author(s):  
Rhenan Dizon Estacio
Keyword(s):  
Personality Traits ◽  
Multiple Regression ◽  
Compassion Fatigue ◽  
Secondary Trauma ◽  
Work Related ◽  
Quality Of Life Scale ◽  
Secondary Trauma Stress ◽  
Stepwise Method ◽  
Low Levels ◽  
Trauma Stress

The research was about the compassion fatigue and its contributing factors in guidance counsellors. The sample for the study was 92 guidance counsellors. This study explored factors of compassion fatigue, work-related factors, personality traits and demographic factors utilising the following instruments: professional quality of life scale (ProQOLs), NEO PI-R and demographic questionnaire. The context for the study was different schools in Central Luzon – Region 3, Philippines. Descriptive statistics and multiple regression stepwise method were utilised in the study. Findings indicated that participants had low levels of burnout and low levels of secondary trauma stress as elements of compassion fatigue. Personality traits of the participants identified include low levels of neuroticism, average levels of extraversion, average levels of openness to experience, high level of agreeableness and high levels of conscientiousness. Multiple regression stepwise method confirmed that the personality traits neuroticism, extraversion and agreeableness predict burnout with a variability of 40%. Likewise, salary as work-related factor also predicts burnout with a variability of 4.7%. Similarly, personality trait neuroticism is confirmed to predict secondary trauma stress with a variability of 21.9%. Based on the two elements of compassion fatigue, neuroticism was found out to be the best predictor among the personality traits. Keywords: burnout; compassion fatigue; guidance counsellors; secondary traumatic stress;

Yoga in a palliative care suite: Promoting self-care amongst nurses and practitioners.

2015 ◽  
Vol 33 (29_suppl) ◽  
pp. 169-169
Author(s):  
Cheryl Gancio ◽  
Bridget Earle
Keyword(s):  
Palliative Care ◽  
Compassion Fatigue ◽  
Self Care ◽  
Well Being ◽  
University Hospital ◽  
High Rate ◽  
Unique Challenge ◽  
Significant Difference ◽  
Quality Of Life Scale ◽  
Organizational Involvement

169 Background: North Shore University Hospital (NSUH) in Manhasset, NY has a thriving in-patient palliative medicine consult service and a 10 bed palliative care suite (PCS). The PCS specializes in managing and treating symptoms as well as the psycho-social, interpersonal and emotional needs of our patients and families. Approximately 80% of the admitted patients expire on the unit. This high rate of patient expiration presents a unique challenge for staff working in this setting. In order to promote self-care and prevent burnout we implemented a yoga program for the nurses and practitioners in the PCS. Our goal was to assess the effectiveness of the yoga program on staff well-being and perceptions on the unit. Methods: We started with an evidence based literature search to validate the high amount of burnout in the clinical setting amongst staff and the benefits of yoga on reducing stress and promoting self-care. A fellow nurse certified yoga instructor was identified to run each session. Participation waivers were obtained from all staff. The yoga program started in June 2013 once to twice weekly in the PCS. All participants were surveyed to evaluate compassion fatigue, burnout and perception of organizational involvement using the professional quality of life scale (ProQOL). Results: There were a total of 23 subjects; 13 (56.52%) participated in yoga and 10 (43.48%) did not. Most of the participants were female and registered nurses. Results of the ProQOL showed no significant difference in compassion fatigue but the majority of subjects reported high perception of organizational involvement from their managers after the program was implemented. Conclusions: The program was feasible, of low cost and sustainable although we did face some challenges. It further identified the value of support from management to improve practitioner self-care and burnout. Our future plans include, assessing effectiveness on a larger scale, offering yoga to patients and family and continuing to implement the project on a more structured basis in the PCS.

scholarly journals Retaining professional nurses in South Africa: Nurse managers’ perspectives

2010 ◽  
Vol 15 (1) ◽  
Author(s):  
Elizabeth Mokoka ◽  
Martha J. Oosthuizen ◽  
Valerie J. Ehlers
Keyword(s):  
South Africa ◽  
Nurse Managers ◽  
Well Being ◽  
Nurse Retention ◽  
Field Analysis ◽  
Turnover Rates ◽  
Structured Interviews ◽  
High Turnover ◽  
Professional Nurse ◽  
Professional Nurses

South Africa is experiencing a serious shortage of nurses, which has to be addressed to prevent crises in health care services. Previous studies (Fletcher 2001:324; Oosthuizen 2005:117) found that nurses change their work environment due to dissatisfaction with their job situations. This implies that creating a favourable environment in the workplace situation could help retain professional nurses in their posts, implying that retention strategies should be effective.An exploratory, descriptive, contextual and qualitative design was used to describe nurse managers’views on factors which could influence professional nurse retention, as well as their views regarding attributes that were required to enable them to contribute towards enhancing professional nurse retention. A purposive sample of nurse managers employed in public and private hospitals in the Gauteng province was selected. Semi-structured interviews were conducted with 21 nurse managers.The results were analysed qualitatively and contextualised within Vogt, Cox, Velthouse and Thames’s Cork-Top (Bottleneck) Theory of Nurse Retention (1983) and Lewin’s Force-Field Analysis Theory (1952).Factors pertaining to individual nurses, the organisation and nurse managers could influence the retention of professional nurses. Poor working conditions, long and inconvenient working hours,uncompetitive salaries and professional development of nurses have to be addressed to enhance professional nurses’ retention. Unsafe working environments and a lack of resources threaten the safety and well-being of nurses and patients and contribute to high turnover rates. Nurse managers have to address shortcomings in their managerial and leadership skills and implement changes within a multigenerational nursing workforce and challenging working environments.OpsommingSuid-Afrika ervaar ’n ernstige tekort aan verpleegkundiges wat aangespreek moet word ten einde krisisse in gesondheidsorgdienste te voorkom. Vorige studies (Fletcher 2001:324; Oosthuizen 2005:117) het bevind dat verpleegkundiges hulle werksomgewing verander as gevolg van ontevredenheid met hulle werksituasies. Dit impliseer dat die daarstelling van ’n gunstige omgewing in die werkpleksituasie, kan help om professionele verpleegkundiges in hulle poste te behou, wat beteken dat retensiestrategieë doeltreffend moet wees.’n Verkennende, beskrywende, kontekstuele, kwalitatiewe ontwerp was gebruik om verpleegbestuurders se sienings te bekom, oor faktore wat professionele verpleegkundiges se retensie kan beïnvloed, asook hulle sienings omtrent vereiste hoedanighede wat hulle in staat sou stel om professionele verpleegkundiges se retensie te bevorder. ’n Doelgerigte steekproef van verpleegbestuurders in openbare en private hospitale in die Gauteng provinsie is gekies. Semigestruktureerde onderhoude is met 21 verpleegbestuurders gevoer. Die resultate is kwalitatief ontleed en gekontekstualiseer volgens Vogt, Cox, Velthouse en Thames se Kurkprop Bottelnek(Cork-Top Bottleneck) Teorie van Verpleegretensie (1983) en Lewin se Kragveld Analise Teorie(1952).Faktore met betrekking tot individuele verpleegkundiges, die organisasie en verpleegbestuurders kan die retensie van professionele verpleegkundiges beïnvloed. Swak werksomstandighede,lang en ongerieflike werksure, nie-mededingende salarisse en professionele ontwikkeling van verpleegkundiges moet aangespreek word om professionele verpleegkundiges se retensie te bevorder. Onveilige werksomgewings en ’n gebrek aan hulpbronne bedreig die veiligheid en die welsyn van verpleegkundiges en pasiënte en dra by tot hoë omsetsyfers. Verpleegbestuurders moet die tekortkominge in hulle bestuurs- en leierskapsvaardighede aanspreek en veranderinge implementeer binne ’n multigenerasie verpleegwerkkrag en uitdagende werksomgewings.

scholarly journals A Scoping Review of Vicarious Trauma Interventions for Service Providers Working With People Who Have Experienced Traumatic Events

2021 ◽  
pp. 152483802199131
Author(s):  
Jeongsuk Kim ◽  
Brittney Chesworth ◽  
Hannabeth Franchino-Olsen ◽  
Rebecca J. Macy
Keyword(s):  
Mental Health ◽  
Compassion Fatigue ◽  
Scoping Review ◽  
Vicarious Trauma ◽  
Service Providers ◽  
Secondary Trauma ◽  
Critical Role ◽  
Well Being ◽  
Organizational Level ◽  
Human Service Providers

Health and human service providers who aid traumatized individuals frequently experience vicarious trauma (VT). Although VT plays a critical role in service providers’ mental health and well-being, as well as in the quality of their service provision, little information is available concerning the development and implementation of VT interventions for service providers. To advance the development of evidence in this area, we undertook a scoping review in which we reviewed existing interventions intended to address VT among service providers working with traumatized clients. Searches of electronic databases were conducted to identify studies published in peer-reviewed journals, with no date restrictions. Over 1,315 citations were reviewed, and a total of 27 studies were included in the final review. The findings show that VT interventions in the literature can be divided broadly into four categories: psychoeducation, mindfulness intervention, art and recreational programs, and alternative medicine therapy. The VT interventions reviewed generally showed promise in their key outcomes, including reductions in secondary trauma stress, compassion fatigue, burnout, and other mental health outcomes. However, the current body of research is lacking both in rigor and in specificity regarding the definition of VT. Furthermore, existing VT interventions are generally self-care based and tend to focus on general stress management rather than addressing the specific effects of VT. Therefore, we call for an increase in efforts to tailor VT interventions to different service settings and participant characteristics, as well as greater attention to developing primary VT interventions at the organizational level.

scholarly journals Positive and negative emotional responses to workrelated trauma of intensive care nurses in private health care facilities

2011 ◽  
Vol 16 (1) ◽  
Author(s):  
Diane Elkonin ◽  
Lizelle Van der Vyver
Keyword(s):  
Intensive Care ◽  
Compassion Fatigue ◽  
Secondary Trauma ◽  
Compassion Satisfaction ◽  
Private Health Care ◽  
Professional Quality Of Life ◽  
Professional Quality ◽  
Quality Of Life Scale ◽  
Life Scale

Intensive care nursing is a stressful occupation and nurses are continually subjected to both primary and secondary trauma. Responses may be positive in the form of compassion satisfaction, or negative in the form of compassion fatigue. However, nurses tend to deny the negative impact of secondary trauma which leads to the silencing response and subsequent burnout. This article explores and describes the presence of these emotions and the relationships between them. A quantitative approach with a non-probability sampling method was used. The sample consisted of 30 registered nurses working in private health care intensive care units in East London, Eastern Cape. Data were gathered via the Professional Quality of Life Scale: Compassion Satisfaction and Fatigue Subscales – Revision IV (ProQOL – R-IV) and the Silencing Response Scale and were analysed according to descriptive statistics and correlation coefficients. Findings suggest a high risk for compassion fatigue, a moderate risk for burnout and the silencing response and moderate potential for compassion satisfaction. A marked negative relationship was found between compassion satisfaction and burnout and a substantial positive relationship between compassion fatigue and burnout, as well as compassion fatigue and the silencing response.OpsommingIntensiewesorgverpleging is ‘n stresvolle beroep en verpleegsters word gedurig aan beide primêre en sekondêre trauma blootgestel. Reaksie hierop kan óf positief wees, in die vorm van empatie-tevredenheid, óf negatief, in die vorm van empatie-uitputting. Verpleegsters is egter geneig om die negatiewe impak van sekondêre trauma te ontken,wat gevolglik tot stilswye en uitbranding kan lei. Hierdie artikel ondersoek en beskryf die teenwoordigheid en verwantskap tussen hierdie emosies. ‘n Kwantitatiewe benadering met ‘n nie-waarskynlikheidsteekproefmetode is gebruik. Die steekproef het bestaan uit 30 geregistreerde verpleegsters wat in privaat-intensiewesorgeenhede in Oos-Londen in die Oos-Kaap werk. Data is met behulp van die vierde hersiening van die ’Professional Quality of Life Scale: Compassion Satisfaction and Fatigue Subscales’ en die ’Silencing Response Scale’ingevorder en verwerk met verwysing na beskrywende statistieke en korrelasiekoëffisiente. Die resultate dui op ‘n hoë risiko vir empatie-uitputting, ‘n matige risiko vir uitbranding en die stilswye-reaksie, sowel as ‘n matige potensiaal vir empatie-tevredenheid. ‘n Beduidende negatiewe verwantskap blyk tussen empatie-tevredenheid en uitbranding te bestaan, terwyl ‘n aansienlik positiewe verwantskap tussen empatie-uitputting en uitbranding en empatieuitputting en die stilswye-reaksie bestaan.

scholarly journals Clinical supervision factors as perceived by the nursing staff

2019 ◽  
Vol 9 (6) ◽  
pp. 67
Author(s):  
Fatma R. Mohamed ◽  
Hanaa Mohamed Ahmed
Keyword(s):  
Clinical Supervision ◽  
Leadership Style ◽  
Nurse Managers ◽  
Personal Characteristics ◽  
Data Sheet ◽  
University Hospital ◽  
First Line ◽  
Convenience Sample ◽  
Ward Atmosphere ◽  
Study Results

Objective: Assess clinical supervision factors as perceived by nurses and first line nurse managers at Assiut University Hospital, and explore the relationships among personal characteristics and clinical supervision factors of studied nurses and first line nurse managers.Methods: A descriptive design was utilized in Medical and Surgical departments at Assiut University Hospital for A convenience sample of first line nurse managers (N = 30) and nurses (N = 151) by using study tools for nurses included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors, and Study tool for first line nurse managers included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors.Results: The highest mean scores were in trust and rapport & Supervisor advice and support of clinical supervision factors among the studied nurses. While among first line nurse managers' the highest mean scores were in improved care and skills & personal issues and reflection of clinical supervision factors.Conclusions: The most important clinical supervision factors which had the positive correlations were between finding time and ward atmosphere with age & years of experience with importance and value of clinical supervision among the studied first line nurse managers, while there was a negative significant correlation between age and trust and rapport & leadership style of the ward manager among the studied nurses. Nurse Managers should direct, monitor and evaluate the staff nurses through scientific standards of supervision as recommendation for the study results.

scholarly journals Occupational therapy fieldwork educators: Examining professional quality of life

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Emily Z. Eddy ◽  
Linda Tickle-Degnen ◽  
Mary E. Evenson
Keyword(s):  
Quality Of Life ◽  
Occupational Therapy ◽  
Compassion Fatigue ◽  
Compassion Satisfaction ◽  
Professional Quality Of Life ◽  
Convenience Sample ◽  
Professional Quality ◽  
Quality Of Life Scale

BACKGROUND: Occupational therapy practitioners with the simultaneous working role of fieldwork educator support the growth of the profession by supervising students, but little is known about their reported burnout, compassion fatigue, and compassion satisfaction levels, and if specific work characteristics predict those levels. OBJECTIVE: The purpose of this research was to: 1) assess the current levels of compassion fatigue, compassion satisfaction, and burnout in occupational therapy fieldwork educators through The Professional Quality of Life Scale (ProQOL), and 2) to explore how professional characteristic variables correlate and predict the measured constructs of compassion fatigue, burnout, and compassion satisfaction. METHODS: A cross-sectional design was used, and participants were recruited from a convenience sample to complete the ProQOL and a work characteristic questionnaire. RESULTS: On the average, 117 fieldwork educators scored higher on the subscale of compassion satisfaction when compared to those of the normed group. Linear regression analyses revealed that a higher number of roles and greater years working predicted higher compassion satisfaction. CONCLUSIONS: This study contributes to understanding the experiences of fieldwork educators in multiple roles, their reported levels of compassion fatigue, compassion satisfaction, and burnout, and the potential for development of personal, educational and organizational resources to support professional quality of life indicators within the role of fieldwork educator.

Effect of Meaningful Recognition on Critical Care Nurses’ Compassion Fatigue

2017 ◽  
Vol 26 (6) ◽  
pp. 438-444 ◽  
Author(s):  
Lesly A. Kelly ◽  
Cindy Lefton
Keyword(s):  
Critical Care ◽  
Compassion Fatigue ◽  
Traumatic Stress ◽  
Secondary Traumatic Stress ◽  
Online Survey ◽  
Intent To Leave ◽  
Secondary Trauma ◽  
Compassion Satisfaction ◽  
Critical Care Nurses ◽  
Quality Of Life Scale

Background As caregivers in high-pressure environments, critical care nurses are at risk for burnout and secondary trauma—components of compassion fatigue. Recent findings have increased understanding of the phenomena, specifically that satisfaction and meaningful recognition may play a role in reducing burnout and raising compassion satisfaction; however, no large multisite studies of compassion fatigue have been conducted. Objectives To examine the effect of meaningful recognition and other predictors on compassion fatigue in a multicenter national sample of critical care nurses. Methods A quantitative, descriptive online survey was completed by 726 intensive care unit nurses in 14 hospitals with an established meaningful recognition program and 410 nurses in 10 hospitals without such a program. Site coordinators at each hospital coordinated distribution of the survey to nurses to assess multiple predictors against outcomes, measured by the Professional Quality of Life Scale. Cross-validation and linear regression modeling were conducted to determine significant predictors of burnout, secondary traumatic stress, and compassion satisfaction. Results Similar levels of burnout, secondary traumatic stress, compassion satisfaction, overall satisfaction, and intent to leave were reported by nurses in hospitals with and without meaningful recognition programs. Meaningful recognition was a significant predictor of decreased burnout and increased compassion satisfaction. Additionally, job satisfaction and job enjoyment were highly predictive of decreased burnout, decreased secondary traumatic stress, and increased compassion satisfaction. Conclusions In addition to acknowledging and valuing nurses’ contributions to care, meaningful recognition could reduce burnout and boost compassion satisfaction.

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