Running Head: BURNOUT 1 BURNOUT 5 Nurse Burnout Burnout is an issue affecting nurses widely in the healthcare sector

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Running Head: BURNOUT 1

BURNOUT 5

Nurse Burnout

Burnout is an issue affecting nurses widely in the healthcare sector. Burnout affects the quality of work and job satisfaction of nurses significantly. Nurses experience burnout for several reasons, including excessive workload, lack of enough control on resources, lack of perceived fairness at work, and the feeling of constrained values at the workplace.

Article 1: Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: a theoretical review. Human resources for health, 18, 1-17.

The research article seeks to explain the associations between burnout and other variables. This was to determine the causes and costs of nursing burnout and its relation to burnout theories. The research discovered adverse job characteristics related to burnout in nursing. These characteristics include short staffing levels, high workloads, long working shifts, and low control. The potential consequences of burnout in nursing were severe. The study also found a relationship between burnout in nursing that partially supported Maslach’s theory even though some sections were insufficiently tested, especially the relationship between turnover and burnout. Maslach’s theory holds the notion that burnout is a state occurring due to a extended incongruity between a person and at least one of six work dimensions. These dimensions include workload, reward, control, fairness, value, and community. Maslach, therefore, supported these work dimensions as factors responsible for burnout and placed deterioration of job performance and employee’s health and adverse outcomes due to burnout.

The research question of the research intended to develop a wide-ranging summary of research examining theorized associations between burnout and other variables to help identify the new and existing information about the costs of burnout in nursing and its relationship to burnout theories. The research paper identified ninety-one papers, with the widely held being cross-sectional studies. Thirty-nine of those studies used the three subdivisions of the Maslach Burnout Inventory scale to help measure burnout. Although there are diverse definitions of burnout, the research did not limit the paper to any specific theory. The study aimed to pinpoint theorized relationships and therefore excluded those studies that were only comprising the burnout levels in different settings, for example, in emergency departments or cancer services. The research also excluded literature reviews, editorials, and commentaries.

Owing to the wideness of the evidence, the study summarized data extracted by recognizing the standard classifications using a coding frame. The burnout multidimensional theory outlined by Maslach was the starting on top of the coding structure. The study then measured whether the sides' variables fit into Maslach's categorization, and it created new categories in these points where it did not. The study identified nine bord categories including work-life areas, staffing, and workload levels, job reward, control, fairness, values, and community, working and shift patterns, job complexity and psychological demands, support factors such as leadership and working relationships, hospital attributes, and work settings, job performance, and staff outcomes, and patient care and outcomes. The first seven were categorized as burnout predictors, while the last two were classified as consequences.

The results found indication that a high workload is related to emotional exhaustion. Nursing staffing levels are related to burnout, while time pressure is elated to emotional exhaustion. Job control is corresponding to reduce burnout, and value unity is related to reduced emotional exhaustion and depolarization. The research, however, did not find any relationship between 12-hour shifts and emotional exhaustion and between reduced emotional exhaustion and schedule flexibility. High mental and job demands were related to emotional exhaustion together with role conflict. Patient complication was linked to burnout and autonomy, and tsk variety protected burnout. A positive work environment proved to reduce emotional exhaustion together with high structural empowerment. There was an adverse effect of burnout of error reporting, adverse events, superiority of care, patient safety, infections, medication errors, and patient satisfaction.

The research then proposes three areas of development on the issue. In the future, research employing longitudinal designs following persons via time would enhance the possibility to comprehend the course of all observed relationships. Research utilizing Maslach’s theory should utilize all the MBI scopes. Here, the subscale in emotional exhaustion is used; it should be unambiguous and should not be treated as a symptom of burnout. Research needs to put the use of pragmatic data on employee conduct first, including nonattendance or turnover. By addressing these niches, there would be improved evidence on the nature of nursing burnout, its causes, and patient consequences, therefore helping develop evidence-based solutions aimed at motivating change in the workplace. Through better insight, healthcare organizations can reduce the adverse impacts of having patient care provided by emotionally exhausted, detached and staff members with the inability to do their job due to burnout.

The research is credible because it systematically explains the methodology it used to acquire the data concerning burnout in nurses. It also clearly demonstrates the study's objective and uses a sufficient sample size of secondary data that c be used to generalize the situation facing nurses. The research also measures what it claims to measure.

Article 2: 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.

Nurse burnout is a phenomenon that has sored pigeon-holed by a reduction in the energy of nurses manifesting in emotional exhaustion, feelings of frustration, and lacking motivation that leads to reduced work efficacy. Like the situations in other countries, the nursing profession in Jordan is facing an increased annual turnover rate due to issues such as labor migration, low numbers of females selecting the nursing profession, and poor working conditions. In addition to the nursing shortage, the health industry in Jordan has a massive increase in demand for health services with the insufficient supply of resources resulting from crises in Syria. This has further fortified the feelings of burnout and dissatisfaction of nurses in the country. Therefore, the study was conducted to evaluate the level of burnout among Jordanian nurses and research on the impact of leader empowering behaviors on burnout in nurses in a move to advance the functional outcomes of nurses.

The study uses a cross-sectional and longitudinal design to carry out the study. The research employed Maslach Burnout Inventory and Leader Empowering Behaviors to collect data from a sample size of 47 registered nurses who were taken from 11 different hospitals in Jordan. The data for the study was gathered from nurses employed in various settings, including teaching, private, and public health organizations. Those hospitals with greater bed capacity, such as more than 150 beds, were chosen from each sector since these hospitals affect the most significant number of deathcare providers and consumers. The inclusion criteria included registered nurses with at least six months of experience, and nurse managers were not included. Those with the ability to read and understand English since it is the official nursing education language in Jordan were also included. Every participant was well-versed on the drive of the study, the time projected to finish filling the questionnaires, and the right to pull out from the study without any penalty. The questionnaires did not include any personal information for anonymity.

The Jordanian nurses portrayed high levels of burnout as shown by their high levels of Depolarization and Emotional Exhaustion and the average scores for Personal Accomplishment. The elements related to demographic traits, the working conditions of the nurses, and the Leader Empowering Behavior were considerably correlated with the various categories of burnout. Nurses in the intensive care unit exhibited high levels of emotional exhaustion and depolarization. This can also be associated with increased workload and continuous interactions with suffering patients, and the need to handle with complex technology. Medical and surgical nurses were also more fatigued than nurses found in other departments. Female nurses also testified higher levels of emotional exhaustion and depolarization and lower levels of personal achievement.

A regression model in steps revealed four factors that predicted emotional exhaustion. These factors included types of hospitals, working shifts of the nurse, providing independence, and cultivating participation in policymaking. Gender, boosting participation in the policymaking, and the kind of department accounted for 5.9% of the depolarization variance while facilitating for the attainment of goal and experiences in nursing were responsible for 8.3% of the personal accomplishment alteration

The study emphasized the importance of the role of nursing leaders in refining the working conditions and empowering nurses to lessen the feelings of burnout among nurses, lessen the rates of turnover, and enhance the quality of nursing care. The study suggests that nursing managers and policymakers should enhance the working conditions using several strategies. These strategies include reducing the nurses’ workload by appropriate staffing levels, improving access to information, resources equally, providing nurses with developmental opportunities, and improving the leadership skill of nurses, including empowerment and decision-making. Moreover, a managerial position should not necessitate more experience. Instead, nursing leadership requires nurses to have at least a master's in their education to contribute significantly to improving future healthcare. More effort is necessary to attract more femes to practice nursing. Nurse leaders should work to boost the quality of the working environment for females by presenting self-scheduling and part-time openings and providing child care services and transport.

The research is credible because it outlines the methodology used to collect and analyze data. It also explains the reason for undertaking the study and where it was undertaken. It also had a sufficient sample size for more precise results, and their findings can be generalized for the situation in Jordan.