Burnout among Hospital Pharmacists: Prevalence, Self-Awareness, and Preventive Programs in Pharmacy School Curricula

Background: Clinician burnout is a work-related syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. It is associated with reduced quality of care, as well as the occurrence of medical errors and mental illness. Although burnout has been extensively studied in populations of physicians and nurses, there is limited research assessing burnout in pharmacists and their exposure to burnout-related education. Objectives: To determine the prevalence of burnout and its associated risk factors among hospital pharmacists and to explore the status of preventive programs in pharmacy school curricula. Methods: A cross-sectional online survey was conducted with hospital pharmacists working in the province of Ontario, Canada. Respondents completed the Maslach Burnout Inventory (MBI) and responded to questions about career characteristics and professional satisfaction. A multivariable regression analysis was used to determine factors independently associated with burnout. In addition, all pharmacy schools in Canada were surveyed electronically about their burnout-prevention curricula. Results: Of 2465 hospital pharmacists in Ontario, 270 responded (11% response rate). Most respondents were women (77% [195/252]) and were working full-time (90% [227/252]), with a substantial proportion working in the acute care setting (39% [96/246]). The burnout rate was 61.1% (165/270; 95% confidence interval 55.5%–66.8%). Factors independently associated with burnout were dissatisfaction with work–life balance (odds ratio [OR] 2.62, p = 0.005) and feeling that contributions were unappreciated (OR 2.60, p = 0.019). Of those whose MBI score indicated burnout, 23% (36/158) were not aware of experiencing burnout. All 10 Canadian pharmacy schools responded to the survey, with 9 (90%) reporting that they did not have burnout-prevention curricula; however, 8 (80%) reported interest in incorporating such material. Conclusions: The rate of burnout among hospital pharmacists in Ontario was high, and preventive action is needed. Opportunities exist to both improve pharmacists’ resilience at the undergraduate level and reduce institutional stressors in the workplace. RÉSUMÉ Contexte : L’épuisement professionnel du clinicien est un syndrome lié au travail qui se caractérise par une fatigue émotionnelle, une dépersonnalisation et l’amoindrissement des réalisations personnelles. Il est associé à la réduction de la qualité des soins, à la survenance d’erreurs médicales et à la maladie mentale. Bien que ce sujet ait fait l’objet d’études approfondies dans les populations de médecins et d’infirmiers, les recherches qui se penchent sur l’épuisement des pharmaciens et la possibilité qui leur est offerte de bénéficier de formations relatives à l’épuisement sont limitées. Objectifs : Déterminer la prévalence du surmenage professionnel et des facteurs de risque qui lui sont associés parmi les pharmaciens d’hôpitaux et examiner les programmes de prévention dans les formations en école de pharmacie. Méthode : Une enquête transversale en ligne a été menée auprès des pharmaciens hospitaliers travaillant en Ontario, au Canada. Les répondants ont rempli le Maslach Burnout Inventory (MBI) [Evaluation du syndrome de l’épuisement professionnel de Maslach] et répondu à des questions portant sur les caractéristiques d’emploi et la satisfaction professionnelle. Une analyse de régression multivariable a permis de déterminer les facteurs indépendamment associés à l’épuisement. De plus, une enquête électronique portant sur le programme de prévention de l’épuisement a été menée dans toutes les écoles de pharmacie au Canada. Résultats : Sur les 2465 pharmaciens d’hôpitaux en Ontario, 270 ont répondu (taux de réponse de 11 %). La plupart des répondants étaient des femmes (77 % [195/252]) travaillant à temps plein (90 % [227/252]); une part importante travaillait dans un environnement de soins aigus (39 % [96/246]). Le taux d’épuisement était de 61,1 % (165/270, intervalle de confiance 95 % 55,5 %-66,8 %). Les facteurs indépendamment associés à l’épuisement étaient l’insatisfaction liée à l’équilibre entre sa vie professionnelle et sa vie personnelle (rapport de cotes [RC] 2,62, p = 0,005) et l’impression d’un manque d’appréciation de sa contribution (RC 2,60, p = 0,019). Parmi les personnes dont le score MBI indiquait un épuisement professionnel, 23 % (36/158) ne savaient pas qu’elles en étaient victimes. Les dix écoles de pharmacie canadiennes ont répondu à l’enquête et neuf (90 %) ont rapporté ne pas avoir de programme axé sur la prévention de l’épuisement professionnel, cependant, huit (80 %) ont montré leur intérêt pour un tel programme. Conclusions : Le taux d’épuisement professionnel parmi les pharmaciens d’hôpitaux en Ontario était élevé et des actions préventives sont nécessaires. Les possibilités existent pour améliorer la résilience des pharmaciens au niveau du premier cycle universitaire et réduire les facteurs de stress institutionnels sur le lieu de travail.

Burnout prevention pilot intervention for healthcare workers during COVID-19

Background: Burnout is often prevalent among healthcare workers (HCWs) given the stressful nature of their work. COVID-19 has intensified HCW burnout, and little is known about burnout prevention interventions that may help alleviate HCW burnout during COVID-19.Methods: This study adopted a pre-experimental post-test only design. The sample (n = 53) was adult HCWs at a large metropolitan-area hospital. The intervention consisted of a memorial service that included music by a music therapist, chaplain support, and mindfulness-promoting provisions.Results: Results showed that 33.9 percent of participants reported currently feeling burned out and 98.1 percent of participants found the intervention helpful. Feedback from participants showed that they thoroughly appreciated the opportunity to pause and remember.Conclusion: Given the promising results of this pilot study, coupled with increased burden of the COVID-19 pandemic, burnout interventions for HCWs should be further explored.

BURNOUT PREVENTION WITH PSYCHOEDUCATION IN TEACHERS

Our research aims at prevention of burnout, which can be a protective factor in preventing career abandonment and can contribute to creating and maintaining a positive workplace climate. It also promotes the mental well-being and resilience of teachers and students. Therefore, burnout of teachers is especially important in Hungary, as the gradually increasing professional and administrative burden, the lack of social esteem, as well as the changed learning-teaching environment and the methodological shortcomings of general teacher training significantly increase the risk of burnout. In our research, the staff of the Somogy County Educational Service Center has been involved, mainly special education teachers. The 116-person sample has been conducted with a version of the Maslach Burnout Inventory developed for educators. In our presentation, the test results are presented. According to our findings, out of the three subscales of the subjects' questionnaire, the highest scores were achieved in the Emotional Exhaustion subscale and the lowest in the Depersonalization subscale. However, the emotional exhaustion subscale did not indicate a high burnout value in the study population. The correlations of burnout risk with age and time spent as a teacher has been also analyzed. Problem-focused and change-oriented psychological counseling models are attracting interest in the international literature today (Egan, 2010). By strengthening resilience and supporting a sense of growth, consultation techniques work to strengthen effective interpersonal communication and help the individual plan constructively for the future (Bonanno, 2004, 2005; Kelley, 2005; Linley & Joseph, 2005; Litz, 2005; Maddi, 2005). All of this are relevant to our research because we plan to provide burnout prevention psychoeducation counseling programs to educators. The literature also mentions the phenomenon of learned helplessness, which has its roots in childhood and is a breeding ground for both depression and burnout (Seligman,1991). Learned inertia can influence members of the helping professions toward passivity (paralysis, loss of control, hopelessness, unresponsiveness) and is therefore particularly burdensome for the individual, along with the challenges of helping professions. Results of our research shed light on the burnout level of special educators, personality traits important for coping and related burnout prevention (e.g., empathy, psychological immune competence) and the applied coping mechanisms that guide burnout prevention psychoeducation as a comprehensive concept.

Correction to: The Bright Side of Grit in Burnout-Prevention: Exploring Grit in the Context of Demands-Resources Model among Chinese High School Students

A correction to this paper has been published: https://doi.org/10.1007/s10578-021-01198-3

608 Perceived Burnout among Burn Surgeons: Results from a Survey of American Burn Association Members

Introduction Burnout is a significant and increasingly recognized issue. We aimed to investigate burn surgeons’ (BSurg) perceptions regarding burnout, contributing factors, and implications to better identity possible targeted interventions. Methods 42-question anonymous online survey was distributed by the ABA to BSurg members. Respondents included BSurgs in university or non-university hospital settings. Results Experience of burnout was reported among 89.8% of university and 84.6% of non-university hospital affiliated respondents. After adjusting for confounders, university BSurgs exhibited higher risk of perceived burnout compared to non-university settings (aOR 1.081, 95%CI:0.237,4.937). Women BSurgs were at 5 times higher risk of reporting burnout compared to men (aOR 5.048, 95%CI:0.488,52.255). BSurgs aged 40–44 had twice the risk of reporting burnout as ≥50 (aOR 1.985, 95%CI:0.018,216.308). Practicing for 21–30 years had 12 times higher risk of reporting burnout than practicing >30 (aOR 12.264, 95% CI:0.611,246.041). Those working < 50 hours/week reported burnout more frequently than those who work ≥80 hours/week (aOR 2.469, 95% CI:0.80,76.662). Conclusions Overall reports of burnout were high amongst burn surgeon respondents. Those with 21–30 years of clinical practice were at significantly higher risk of reporting burnout despite believing that their colleagues’ burnout was more frequent than their own. Interventions addressing perceived burnout in younger burn surgeons may be limited by lack of participation due to fear of repercussions from administration or peers. Future administration-led burnout initiatives should acknowledge the differences between burn surgeon groups and offer resources unique to the individual physician’s needs for burnout prevention to be successful.

Examining the mediating role of resources in the temporal relationship between proactive burnout prevention and burnout

Background Employees who engage in proactive burnout prevention can prevent burnout by changing aspects of the work, home, and personal domain. However, these proactive behaviors may be impeded by high initial levels of burnout. Based on the conservation of resources theory and the dual-pathway proactivity model, resources were expected to play a vital role in the relationship between proactive burnout prevention and burnout through two distinct processes: a resource-generation process in which proactive burnout prevention negatively affects burnout through an increase in resources, and a resource-depletion process in which proactive burnout prevention is hindered because high initial levels of burnout negatively affected resources. Methods A two-wave longitudinal panel design was used in which 617 employees, mainly employed in government agencies, healthcare and education, were asked to complete an online survey twice with an interval of 1 month. Results Results of structural equation modelling showed clear evidence for the resource-generation process in the work, home, and personal domain, and only limited evidence for the resource-depletion process. Solely in the personal domain a small negative indirect effect of burnout on proactive burnout prevention through personal resources was found. Conclusions The findings of this study confirm that employees can proactively prevent burnout by investing in resources, yet proactive actions should be taken before increased burnout-complaints impede employees to do so. This study contributes to scientific knowledge on proactive behaviors and burnout prevention by investigating the mechanism underlying the temporal relationship between proactive burnout prevention and burnout. An important practical implication of this study is that it highlights that more attention should be given to employees’ self-initiated actions to prevent burnout, as proactive burnout prevention can effectively reduce levels of burnout.

Feasibility of a “Network of Champions” in implementing a program to address physician well-being

Introduction: Healthcare leaders have been challenged to mitigate burnout and foster well-being among physicians. Professional societies are beginning to address this in a systematic manner. Methods: In 2014, the American College of Physicians (ACP) endeavored to improve well-being for its 160,000 members of internists and trainees through a Well-being Champion (WBC) program based in the majority of its 85 national and international chapters. The program was supported by an evidence-based curriculum, chapter volunteers who served as champions, and in-person and virtual trainings. Training included a 1-2 day program in 2018 and 2019, focused on educating champions on causes of burnout, means of systematically collecting well-being data, and methods for using data for system change to reduce burnout and improve well-being. Results: Training included 158 WBCs in 8 countries. After training, over 90% of champions in both years of the program felt able to articulate the evidence for burnout prevention and suggest interventions, access resources, and administer well-being surveys. While 58% of champions noted high interest in wellness, only 26% had a budget allocated for this, and most budgets were small. Ninety-one percent in both years felt able to analyze survey data and 90% in both years felt able to enhance their own well-being. Eighty-eight to 90% felt able to foster a well-being community and importantly, 85% felt comfortable engaging leadership in this topic. Since 2017, 639 activities were recorded, accounting for 87/158 Champions in 69 Chapters. Annual direct costs varied each year but remained <1% of aggregate member dues. Conclusion: This report describes a model for building regional networks to address physician burnout while promoting well-being and professional fulfillment. After training, champions felt capable of performing key aspects of burnout reduction, including survey administration, data analysis and engaging leadership in systems change. To our knowledge, this is the first model to scale burnout prevention throughout an entire professional society. Using the included program descriptions and curricula, this program may be generalizable for other large professional groups wishing to measure and enhance well-being among their membership.