Introduction In recent years, there’s evidence to suggest that mental health nurses experience stress and burned out related to their work, Stress, as an result of stressful workplaces (Bernard et al,2000). Stress and burnout are acknowledged as being both common among mental health nurses(goldaer,2008). Shinn et al (1984) investigated the effects of coping on psychological strain and "burnout" produced by job stress in human service workers (psychologists, social workers, psychiatrists, pastoral counselors, nurses, etc). The researchers found that these stressors predicted job dissatisfaction, behavioral consequences as job performance and turnover in studies of human service workers, psychological symptoms, such as depression and anxiety; and somatic symptoms, such as headaches and various risk factors …show more content…
Nurses need to be physically and mentally able to deliver their duties to ensure the safety and health of those they care for. Thus, occupational stress among nurses is significant. Mental health nurses are exposed, due a lack of community support, low staffing levels, stigma and client pressures including the risk of violence, The increasing number of mental health patient compare to the decreasing number of beds and capable staff, means that mental health nurses are spending less time per patient and potentially providing a minimum quality of care level , Moreover, mental health nurses are dealing with caring for patients in inappropriate settings, with a reduced level of ,all factors leading to an increase in stress and burnout (Barling, 2001, p. 252; MHCA, 2005, p. 3) Psychiatric nurses have been found to experience high levels of emotional tiredness and reasonably high levels of stress when compared with other employee. Therefore, there is an urgent and definite need to identify factors that are effective in reducing stress and burnout amongst mental health
Nurses often experience heavy workloads and time constraints in the workplace due to nursing shortages and a high nurse-to-patient ratio mandated by the government. Newly graduated nurses are especially prone to burnout related to greater workloads due to the increasing workload demands and no additional resources to support the nurse (Rudman & Gustavsson, 2011, p.304). This contributes to increased burnout rates in newly graduated nurses by creating role stress and adding additional time constraints and stressors to an already overwhelmed transitioning graduate nurse.
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
Vargus, Crsitina , Guillermro A. Canadas, Raimundo Aguayo, Rafael Fernandez, and Emilia I. de la Fuente. "Which occupational risk factors are associated with burnout in nursing? A meta-analytic study." International Journal of Clinical and Health Psychology 14.1 (2014): 28-38. Ebscohost. Web. 11 Mar. 2014.
In the recent past, nursing has come to the forefront as a popular career amongst students across the globe. The demand for nurses has kept increasing gradually over the years. In fact, the number of registered nurses does not meet the demand of the private and public health sector. This phenomenon has resulted in a situation where the available registered nurses have to work extra hours in order to meet the patients’ needs. With this in mind, the issue of nurse fatigue has come up as a common problem in nursing. According to the Canadian Nurses Association (CNA), nurse fatigue is “a feeling of tiredness” that penetrates a persons physical, mental and emotional realms limiting their ability to function normally. Fatigue does not just involve sleepiness as has been assumed before. It involves utter exhaustion that is not easily mitigated through rest. When nurses ignore the signs of fatigue, they risk the development of chronic fatigue and other health problems that may not be easily treated. Additionally, fatigue may cause nurses to lose more time at work as they may have to be away from work for several days to treat it. The issue of nurse fatigue has permeated the nursing profession to the extent of causing errors in the work performed by nurses. Fatigue causes a decrease in a nurse’s ability to make accurate decisions for themselves and their patients. It is therefore important to find ways to curb nurse fatigue such that it is no longer a problem. Nurse fatigue is a danger to the patients, organizations and to the nurses themselves and must be mitigated adequately.
Leiter, M. P., & Harvie, P. L. (1996). Burnout among mental health workers: A review and a research agenda. International Journal of Social Psychiatry, 42(2), 90-101.
The purpose of this assignment is to demonstrate my reflection and understanding in the Role of the Mental Health Nurse in an episode of care supporting and promoting the recovery of service users. According to the National institute for Mental Health (2004) recovery is a process to restore something or return to a state of wellness, is an achievement of quality of life that is acceptable to the person (Ryan 2012).
Burnout is a highly unusual type of stress disorder that is essentially characterized by emotional exhaustion, lack of empathy with patients, depersonalization, and a reduced sense of personal accomplishments. The nature of the work that healthcare practitioners perform predisposes them to emotional exhaustion. On the other hand, the lack of empathy towards patients is caused by the nurses feeling that they are underpaid and unappreciated. Numerous researches have associated burnout with the increasing rate of nurse turnover. This paper explores the causes of burnouts in nurses as well as what can be done to prevent the them.
The nursing profession is one of the most physically, emotionally, and mentally taxing career fields. Working long shifts, placing other’s needs before your own, dealing with sickness and death on a regular basis, and working in a high stress environment are all precursors to developing occupational burnout in the nursing profession. Burnout refers to physical, emotional and mental exhaustion, which can lead to an emotionally detached nurse, who feels hopeless, apathetic, and unmotivated. Burnout extends beyond the affected nurse and begins to affect the care patients receive. Researchers have found that hospitals with high burnout rates have lower patient satisfaction scores (Aiken et al 2013). There are various measures that nurses can take
There are many tasks that a registered nurse encounters at an outpatient clinic setting, and how to manage and appropriately resource the nursing task force has been a critical issue. Nursing burn out from both work and non-work stress causes many men and women to yield physiological reactions, which in turn contribute to illness. The infrequent studies on nursing burnout remains an issue. Work stress frequently causes high turnover and nurses calling-in sick, which causes the quality of care to decline.
Factors such as, heavy workloads, stress, job dissatisfaction, frequent medical errors, and intention of leaving the job are all common for nurses to experience, especially during the nursing shortage crisis. Not only do the nurses suffer during a shortage, but the patients ' health outcomes suffer even more. For instance, there are higher rates of infectious diseases and adverse patient outcomes, such as urinary tract infections (UTIs), upper gastrointestinal bleeding, shock, pneumonia, prolonged hospital stays, failure to rescue, and mortality. As a result, this leads to higher re-admission rates for patients. Furthermore, high patient-to-nurse ratios cause heavy workloads due to an inadequate supply of nurses, an increased demand for nurses, a reduction in staffing and an increase in overtime, and a shortened length of stay for patients. Without the heavy workloads that nurses have to endure on a daily basis, there would more time for nurses to communicate more effectively with physicians, insurance companies, and patients and their families. Those heavy workloads are the result of hospitals reducing the nursing staff and implementing mandatory overtime policies just to meet unexpectedly high demands. Unfortunately, the nursing shortage has affected nurses ' mental and physical health. For example, the most common health concerns for nurses include cardiovascular health, occupational injuries and illnesses, and emotional and physical exhaustion. Therefore, safe-staffing ratios/levels have to become the main
Poghosyan, Clarke, Finlayson, and Aiken (2010) in a cross-national comparative research explored the relationship between nurses’ burnout and the quality of care in 53,846 nurses from six countries. Their researched confirmed that nurses around the world experience burnout due to increase workload. Burnout was manifested as fatigue, irritability, insomnia, headaches, back pain, weight gain, high blood pressure, and depression. Burnout influenced nurses’ job performance, lowered patient satisfaction, and it was significantly associated with poor quality of care. Patient safety decreased as nurses’ job demands
...causal factors of burnout. Burnout occurs across cultures, geographical locations and professions. Hence, for mental health professionals, burnout should be assessed while keeping these in mind so as to be able to find the differences in factors that lead to burnout which in a way allows different interventions and measures to be implemented to reduce burnout among mental health professionals. In relation to culture, assessors should keep in mind the different definitions of burnout due to the differences in language. Also, the way an assessor see burnout will determine how he will assess burnout among mental health professionals. Longitudinal studies are important in confirming the stability of burnout over time. Therefore, even though burnout may occur globally, the way it is being assessed among mental health professionals does possess the issue of validity.
Work-related or occupational stress is defined as “the adverse reaction people have to excessive pressures or other types of demands placed on them at work,” (Burke, 2013). Nurses are exposed to high levels of occupational stress as a result of heavy workloads, extended working hours and high levels of time pressure (Tsai & Liu, 2012). Demanding work environments place a great deal of pressure on nurses to get their tasks done without allowing them sufficient control and support to manage those demands. According to one study, lack of decision-making authority and a deficit of social support from supervisors is directly associated with the development of stress-related symptoms (Tsai & Liu, 2012). Such a work environment causes a...
In these four studies, burnout was assessed using the Maslach Burnout Inventory (MBI) questionnaire, a common use instrument that measures work-related burnout. The MBI measures three dimensions of burnout which includes, emotional exhaustion, depersonalization and personal accomplishment. Burnout is indicated by high scores on emotional exhaustion and depersonalization and low scores on personal accomplishment. Of the four studies, three studies suggested that eight-hour shifts decrease nurse burnout in comparison to twelve-hour shifts (Dall’Ora et al., 2015; Iskera-golec et al., 1996; Stimpfel et al., 2012). It was found that nurses who work eight hours scored lower on emotional exhaustion and depersonalization than nurses working twelve hours. However, one study had findings that contradicted with the findings of the above three studies. A study with nurses from fourteen different hospitals in New York City found that the percentage of nurses working eight-hour shifts that experienced burnout was higher than the percentage of nurses working twelve-hour shifts (Stone et al., 2006). Nurses with an eight-hour shift length experienced more depersonalization and emotional exhaustion and less accomplishment than the nurses with a twelve-hour shift length. Nurses reported feeling more satisfied at work and 58% less likely to report missing shifts when working twelve-hour
Since people are always dealing with certain changes in their lives, they are always dealing with some type of stress. One of the biggest growing issues with stress is stress in the workplace. According to Northwestern National Life, one-fourth of employees view their jobs as the number one stressor in their lives (“Stress at Work,” 1999).... ... middle of paper ...