P-268 Is stress, compassion fatigue and/or burnout preventable in hospice nurses?
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Abstract:
Background
Stress, compassion fatigue and/or burnout can be destructive to a nurse's health and career (Ablett & Jones, 2007). It has been identified that hospice nurses face many stressors, but some research has identified that they do not report higher stress levels than other nursing disciplines (Whitebird, Asche, Thompson et al., 2013; Hospice UK, 2015.Aim(s)
The aim was to perform a comprehensive review of the literature and to analyse research on stress, compassion fatigue and/or burnout for hospice nurses, and to identify coping mechanisms that nurses and organisations can undertake. Recommendations for changes to practice will be identified and shared in this literature review.Methods
A wide-ranging search of recent literature correlated to stress, compassion fatigue and/or burnout was undertaken to encapsulate the research published over the last eleven years.Results
Nine studies were included in this literature review. The majority of the nine studies highlight that hospice nurses do not suffer with more stress than other nursing disciplines. The recent studies offer an insight into the coping mechanisms employed to avoid stress and compassion fatigue and/or burnout (Hospice UK, 2015; Montross-Thomas, Scheiber, Meier et al., 2016).Conclusions
Hospice nurses do suffer from stress and are at risk of compassion fatigue and/or burnout. The research has shown that if emotional and physical self-care and organisational strategies are utilised this can reduce the risk of compassion fatigue and/or burnout. If nurses report that these approaches are successful, further research should be undertaken to evidence the benefits of stress reducing strategies. How innovative or of interest to hospice and palliative care is the abstract? Some of the stressors nurses face can be directly related to the unique nature of palliative care and dealing with death and dying (Peters, Cant, Sellick et al., 2012; Hawkins, Howard & Oyebode, 2007). Therefore, hospice nurses should be aware of self-care strategies and support available from their organisation, as it may prevent stress, compassion fatigue and/or burnout.Keywords:
Compassion fatigue
Stressor
Compassion
ABSTRACT Introduction High rates of secondary traumatic stress and burnout have been found across nursing populations. However, few studies have focused on neonatal staff. Objective The objectives of this article are to explore the prevalence and severity of secondary traumatic stress (STS) and burnout in neonatal staff, and identify risk factors and protective factors for STS and burnout within this population with the aim of informing future staff support. Methods A quantitative, cross‐sectional study using a survey design was conducted; 246 neonatal staff reported measures of STS, burnout, self‐compassion and satisfaction with ward climate. Results Neonatal staff reported high rates of moderate–severe STS and burnout. STS and burnout were negatively associated with self‐compassion and satisfaction with ward climate, suggesting them to be protective factors against STS and burnout. STS was found to be a risk factor for burnout and vice versa. Conclusion Interventions that increase understanding of STS and burnout, nurture self‐compassion, provide support and enhance stress management could help mitigate the impact of STS and burnout amongst neonatal staff.
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Most health care employees experience and are bolstered by compassion satisfaction as they deal with patients in need. However, the more empathetic a health care provider is, the more likely he or she will experience compassion fatigue. Compassion fatigue is a negative syndrome that occurs when dealing with the traumatic experiences of patients, and examples of symptoms include intrusive thoughts, sleeping problems, and depression. Compassion fatigue is different from burnout. Compassion fatigue is a rapidly occurring disorder for primary health care workers who work with suffering patients, whereas burnout, a larger construct, is a slowly progressing disorder for employees who typically are working in burdensome organizational environments. Managers can mitigate problems associated with compassion fatigue with a number of interventions including patient reassignments, formal mentoring programs, employee training, and a compassionate organizational culture. With burnout, health care managers will want to focus primarily on chronic organizational problems.
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This descriptive, cross-sectional survey was conducted in inpatient nursing units and outpatient clinics in a cancer center in the midwestern United States. The sample of 153 healthcare providers included RNs, medical assistants, and radiology technicians. The fourth revision of the 30-item Professional Quality of Life (ProQOL R-IV) scale was used for measuring compassion fatigue, compassion satisfaction, and burnout. A series of cross tab analyses examined the relationship between participant demographics and three ProQOL R-IV subscales. The study sample scored similarly on compassion satisfaction and burnout when compared with participants who used the ProQOL R-IV in previous studies. Value exists in analyzing the prevalence of burnout and compassion fatigue among oncology healthcare providers. Understanding the needs of distinct demographic groups offers valuable direction for intervention program development. Applying internal evidence in the design of a relevant stress-reduction program will better equip healthcare providers to recognize and manage compassion fatigue and burnout.
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Objectives for this project were to determine the prevalence of compassion satisfaction (CS), burnout, and secondary traumatic stress (STS) in heart and vascular nurses to confirm whether differences exist between intensive care and intermediate care nurses. The Professional Quality of Life Scale Compassion Satisfaction and Compassion Fatigue: Version 5 developed by Stamm (2009) was used. Results showed that nurses who work in the heart and vascular intermediate care unit had average to high scores of CS, low to average levels of burnout, and low to average levels of STS. Nurses who work in the heart and vascular intensive care unit had average to high levels of CS, low to average levels of burnout, and low to average levels of STS. These findings suggest that leadership should be aware of the prevalence of STS and burnout in heart and vascular nurses. Raising awareness of STS and burnout in intensive care and intermediate care nurses can help in targeting more specific strategies that may prevent the onset of developing these symptoms.
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Working in hospice care is a highly challenging yet rewarding profession. However, the challenges of working with dying patients and their families can overwhelm even the most highly dedicated professional, leading to burnout, compassion fatigue, anxiety, and depression.The aim of this study was to better understand how stress affects the mental health of hospice workers in terms of burnout and compassion fatigue and how they cope with these issues.Data for this study are from Compassion Fatigue and You, a cross-sectional survey of hospice staff from across Minnesota. We surveyed 547 hospice workers throughout Minnesota to better understand the overall mental health of staff, including levels of stress, burnout, and compassion fatigue, and how they cope with these issues. The study was conducted in 2008 and 2009 through a private, not-for-profit research institute affiliated with a large Midwestern health plan.Hospice staff reported high levels of stress, with a small but significant proportion reporting moderate-to-severe symptoms of depression, anxiety, compassion fatigue, and burnout. Staff reported managing their stress through physical activity and social support, and they suggested that more opportunities to connect with coworkers and to exercise could help decrease staff burnout.Poor mental health places staff at risk for burnout and likely contributes to staff leaving hospice care; this is a critical issue as the profession attempts to attract new staff to meet the expanding demands for hospice care.
Compassion fatigue
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Most health care employees experience and are bolstered by compassion satisfaction as they deal with patients in need. However, the more empathetic a health care provider is, the more likely he or she will experience compassion fatigue. Compassion fatigue is a negative syndrome that occurs when dealing with the traumatic experiences of patients, and examples of symptoms include intrusive thoughts, sleeping problems, and depression. Compassion fatigue is different from burnout. Compassion fatigue is a rapidly occurring disorder for primary health care workers who work with suffering patients, whereas burnout, a larger construct, is a slowly progressing disorder for employees who typically are working in burdensome organizational environments. Managers can mitigate problems associated with compassion fatigue with a number of interventions including patient reassignments, formal mentoring programs, employee training, and a compassionate organizational culture. With burnout, health care managers will want to focus primarily on chronic organizational problems.
Compassion fatigue
Compassion
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