symptoms of the burnout syndrome in nurses of an intensive care unit. The collection of data was undertaken by the researcher; one questionnaire to categorize the population and two self – reported inventories were used. One of them evaluates stress and is composed of two parts; the first one is the nursing stress inventory (NSI) and the second one is called job Satisfaction. The other inventory, MBI –Maslach Burnout Inventory, was used in this study to assess signs and symptoms of the burnout syndrome
The conceptual framework of this study is guiding by a conceptual model for the study and management of bullying at work which developed (Einersen, Hoel, Zapf, and Cooper, 2003) that identified the main classes of variables to be included in both future research and future organizational action programs. This model has four important things. First, this model distinguishes between the nature and cause of bullying behavior. That is, the behaviors exhibited by the alleged bully from the nature and
2.3.6 BURNOUT AMONG OTHER OCCUPATIONS Modest studies have been done on burnout among various occupations, including surveys among health practitioners. These studies indicate a high prevalence of burnout among practicing physicians and that one-third of physicians have experienced burnout at some point in their careers 59. Similarly, in a study to evaluate the prevalence and associated factors of burnout among nurses in Nigeria, Laosebikan and Oyetunde 17 used Maslach Burnout Inventory and GHQ to
Leadership involves bringing people together and motivating them to accomplish specific set goals (Plonien, 2015). Leadership in nursing is a critical field that is needed in the nursing profession and patient care (Plonien, 2015). Exceptional leaders in the nursing profession are required to motivate the staff to provide patient-centered care and increase their productivity in providing patient care (Plonien, 2015). Several specific qualities are necessary for effective leadership that differs
and sustaining healthy work environments by creating the vision, culture, environment, infrastructure, and strategic direction. Elements of a healthy work environment: Several initiatives have been undertaken to promote positive and safe work environments for nurses. The Nursing Organizations Alliance (2004) developed and presented its Principles and Elements of a Healthful Practice/Work Environment (Box 1), which provides a framework for organizations to improve nurses' work environments. The Joint
hospital health professionals, medical students and among pre-science students (Emilia1 ZA, Noor Hassim I. 2007).Kang YS, Choi SY, Ryu E (2009) tested that a stress coping program based on mindfulness meditation was an effective intervention for nursing students to decrease their stress and anxiety and could be used to manage stress with students. Evans and Kelly and Dewe found a range of coping strategies similar to our results which were described by the participants such as: talking to significant
like connectional model, theories and descriptions and themes. The research approaches include phenomenology, ethnography and ground theory where ethnography is favored more over others. However, Thomas (2006) argues that ethnography is less used in nursing than ground theory and phenomenology until 3013.Most of all, qualitative research is vigorous which depends on trust and accountability. In short, quantitative research focuses on maintaining the objectivity rather than subjectivity through out the
period of time following the intervention. Conditions that were cited as contributing to such a low success rate were the existing organizational culture/attitudes, overall weakness of the interventions, failure of the interventions to reduce stress/burnout for the care workers, and inherently high turnover rates among teams in the senior care
school/college nursing program and has passed the National Council Licensure Examination (NCLEX-RN). “The RN assumes responsibility for the care of the sick, injured, disabled, and the dying. Registered nurses work both independently and in collaboration with other healthcare professionals” (Buhler-Wilkerson 2017). RN’s supervise the work of licensed practical nurses (LPN) and certified nursing assistants (CNA). RN work settings include hospitals, physician’s office, ambulatory care, nursing home, schools
acquired skills and training, ED staff nurses will sustain their loyalty to the organization. This finding conforms to the results of the study of Saks (2006) where he stated that workers who feel that the organization gives them the opportunity in their work roles will tend to reciprocate with positive attitudes, such as normative commitment toward the organization. Similarly, Badu & Asumeng (2013) found that those employees who receive socioeconomic resources from their organization will respond and repay