Work engagement in cancer workers in Queensland: The flip side of burnout

The relationship between occupational stress and job burnout among female manufacturing workers in Guangdong, China: a cross-sectional study

This study aims to investigate the relationship between occupational stress and job burnout in female manufacturing workers. A random sample of 1081 female workers in electronic manufacturing in Guangdong Province participated in the present study. An anonymous self-administered questionnaire that covered social-demographic characteristics, the Chinese version of the Job Content Questionnaire, the Chinese version of the Effort-reward Imbalance Questionnaire, and the Maslach Burnout Inventory for the General Survey, was used to assess occupational stress and job burnout. Independent sample t-test, one-way analysis of variance (ANOVA), correlation analysis, hierarchical multiple regression analysis and logistic regression analysis were used in data analysis. Occupational stress was positively correlated with emotional exhaustion and depersonalization and negatively correlated with personal accomplishment. After adjusting for sociodemographic characteristics, job strain was a risk factor for emotional exhaustion (OR = 2.27, 95% CI: 1.61-3.20) and depersonalization (OR = 1.96 95% CI: 1.45-2.64). Female workers with high effort-reward imbalance had an increased risk of depersonalization (OR = 1.96, 95% CI: 1.33-2.90). Furthermore, female workers with high overcommitment had an increased risk of emotional exhaustion (OR = 3.07, 95% CI: 2.06-4.58) and depersonalization (OR = 2.83, 95% CI: 1.92-4.17), while higher social support reduced the risk of emotional exhaustion (OR = 0.37, 95% CI: 0.26-0.53). The job burnout of female manufacturing workers is significantly correlated with their occupational stress. Higher job strain and overcommitment might be important contributors to job burnout. Increased worker social support can reduce job burnout.

Burnout in the disciplines of medical radiation science: A systematic review

OBJECTIVE

Burnout is seen as an occupational phenomenon related to workplace stress. Professional groups within medical imaging and radiation science have been reported to suffer from burnout in the past, however research into the profession has been limited. This systematic review aims to evaluate literature measuring levels and prevalence of burnout in the professional groups within medical imaging and radiation science (MIRS). These being radiographers (radiological technologists), sonographers, radiation therapists (therapeutic radiographers) and nuclear medicine technologists.

METHODS

Electronic databases including Medline, Embase, Psycinfo and CINAHL were searched to locate studies published in English from 2000 that used a questionnaire/survey to measure burnout in the MIRS population. Also included were studies that measured burnout in a larger healthcare group that included MIRS professionals, as long as the MIRS professionals were reported as a separate group.

RESULTS

Sixteen articles met the inclusion criteria; two of these articles reported the same data and therefore were combined to leave 15 studies to review. Of the radiation therapy group, seven of the nine studies reported low or moderate burnout amongst their participants. One study reported high levels of burnout in the emotional exhaustion and depersonalisation domains, and another reported high emotional exhaustion levels. Within the other MIRS professions, five of the six studies reported moderate burnout. One group of sonographers had high levels of burnout in the emotional exhaustion domain.

CONCLUSION

For the past 20 years, levels of burnout in MIRS professionals has remained relatively steady, with the majority of studies reporting moderate levels of burnout. However, more research is needed in radiographers, sonographers and nuclear medicine technologists.

IMPLICATIONS FOR PRACTICE

Even though the review indicates moderate level of burnout, this needs addressing on an organisational and individual level to ensure stress in the workplace is managed before burnout becomes a significant issue.

Workplace-related stress among oncologists: Egyptian single-centered observational study

Background

The oncologists are facing more challenges than ever before in their work with cancer patients. The aim of the study is to assess the level of work-related stress among oncology clinicians and to compare it with non-oncologists. Thirty oncologists working at clinical oncology department at Menoufia University hospitals, Egypt, were compared to an equal number of non-oncologists matched for the same gender and work duration. After consent, all the participants were interviewed using a structured questionnaire to collect background information and the workplace stress scale (WSS) was used to ascertain their stress level.

Results

The percentage distribution of different grades of WSS among the two groups did not show any significant difference (P = 0.84). Gender had no significant association to the mean score of WSS (P > 0.05). All the juniors (residents) in this study with work duration ≤ 3 years had significantly higher levels of WSS than seniors (> 3 years), P < 0.001. Among oncologists or non-oncologists, juniors showed significantly higher levels of WSS than seniors (P = 0.003 and < 0.001 respectively). However, junior oncologists had no significant difference than junior non-oncologists and seniors in both groups did not show any significant difference regarding the mean score of WSS.

Conclusion

All the workers within the two groups had experienced work-related stress. However, there was no statistically significant difference among them regarding the different grades of work place stress scale.

New Zealand radiation therapists' perceptions of peer group supervision as a tool to reduce burnout symptoms in the clinical setting

INTRODUCTION

Research indicates that radiation therapists (RTs) are at risk of burnout and that there is a lack of evidence on effective coping strategies for managing work-related stressors within this workforce. Peer group supervision (PGS) is a useful tool in assisting staff to manage stress in the clinical setting, improve reflective practice and provide support. The aim of this research was to investigate New Zealand (NZ) RTs' perceptions of participating in PGS.

METHODS

In-service training on PGS was offered to all RT centres in NZ, and five of the nine centres agreed to partake in PGS. Participants anonymously completed the same online questionnaire, six months apart. The questionnaire consisted of the Clinical Supervision Evaluation Questionnaire (CSEQ), an open-ended question and demographics. The CSEQ asks participants to indicate their agreement with 14 statements related to Purpose, Process and Impact of PGS.

RESULTS

Overall, 71 and 48 participants completed the first and second surveys, respectively. In contrast to previous studies, this study found that confidence in practice, team support and group safety were valued by participants. This was supported by the qualitative data that revealed four themes: supportive groups, time out to reflect, organisational barriers and group process issues. RTs with one to five years' experience were more likely to structure their meetings, understand the purpose of the meetings and had clearer expectations of the group process.

CONCLUSIONS

PGS may address burnout for RTs with one to five years' experience. This group of RTs feel patient-related matters can be discussed openly during PGS, and PGS appears to be helping to improve their practice and reduce stress. More experienced RTs appear to be using the groups as a 'professional support group', rather than 'peer supervision', as a strategy for managing organisational stressors associated with burnout.

Needs analysis and development of a staff well-being program in a pediatric oncology, hematology, and palliative care services group

PURPOSE

Around 170 multidisciplinary staff of the Oncology Services Group at Queensland Children's Hospital, Brisbane, care for children with oncology, hematology, and palliative care needs from throughout Queensland and northern New South Wales. A series of challenges impacted staff resilience and retention, and strategies were needed to improve staff well-being and enable them to flourish despite the inherent work stressors.

METHODS

A needs analysis was conducted using themes from Discovery Interviews with 51 staff, surveys related to "The Work Stressors Scale - Pediatric Oncology" and "The Work Rewards Scale - Pediatric Oncology" completed by 59 staff, and an organizational staff survey responded to by 51 staff.

RESULTS

The needs analysis informed the development of a customized Oncology Staff Well-being Program with a range of strategies aligned to a PERMA framework for flourishing (positive emotion, engagement, relationships, meaning, and accomplishment). Positive emotion areas included education on topics such as well-being, resilience, responding to escalating behaviors, grief and loss, and self-care. Staff attended the available mindfulness sessions, debriefing and counselors on site, developed self-care plans, and followed a well-being Facebook Group. Engagement was supported through exploring character strengths, improving communication, supporting innovation, and addressing frustrations and safety concerns. Relationships within the team were addressed through team building and social events. Meaning of the work was emphasized through sharing family updates and end of treatment celebrations. Accomplishments of staff were acknowledged in newsletters and meetings.

CONCLUSION

The needs analysis drove a multifaceted approach to staff well-being with the development of strategies which aligned to a framework that would empower staff to flourish at work. Implementation and evaluation are ongoing and will be reported in a subsequent paper.

Evaluation of a staff well-being program in a pediatric oncology, hematology, and palliative care services group

PURPOSE

Challenges experienced by staff in the Oncology Services Group at Queensland Children's Hospital led to issues with staff retention, well-being, and stress on team culture. Therefore, a customized program was developed through a needs analysis to improve the well-being and resilience of oncology staff, enabling them to cope with stressors and critical incidents inherent in their everyday work and to flourish. The program included education, on-site counselors, mindfulness sessions, debriefing, well-being resources, and improved engagement, support, and communication.

METHODS

Evaluation of the program in the first year examined program participation, staff feedback following education workshops and mindfulness sessions, staff retention rates, and the results of an annual organizational staff survey and a program outcome survey.

RESULTS

Approximately 76% of staff attended the Introduction to Well-being workshop, and 98% of responses to survey questions were positive. Staff also provided positive feedback on the other well-being workshops and sessions embedded within existing education programs. Employee Assistance Program counseling sessions had an 81% uptake, with a wide variety of presenting issues, 62% related to work. All participants in mindfulness sessions agreed that it was a valuable tool to improve clinical practice, 94% said it had an immediate positive impact on their well-being, and 70% agreed that they were applying mindfulness principles outside the sessions. Staff retention and turnover improved. Staff reported a positive effect on awareness of self-care, addressing risks to resilience, seeking support from trusted colleagues, coping with critical incidents, and the ability to interact positively with patients and families.

CONCLUSION

The evaluation showed a positive impact on staff well-being. Although there was a wide variety of successful interventions reported in the literature, sustainability needs to be considered. Feedback on this program found that staff appreciated being listened to, valued, and supported through the strategies, and the ongoing program will continue to monitor staff needs and be responsive in building their resilience and well-being.

Work Engagement among Rescue Workers: Psychometric Properties of the Portuguese UWES

Rescue workers have a stressful and risky occupation where being engaged is crucial to face physical and emotional risks in order to help other persons. This study aims to estimate work engagement levels of rescue workers (namely comparing nurses, firefighters, and police officers) and to assess the validity evidence related to the internal structure of the Portuguese versions of the UWES-17 and UWES-9, namely, dimensionality, measurement invariance between occupational groups, and reliability of the scores. To evaluate the dimensionality, we compared the fit of the three-factor model with the fit of a second-order model. A Portuguese version of the instrument was applied to a convenience sample of 3,887 rescue workers (50% nurses, 39% firefighters, and 11% police officers). Work engagement levels were moderate to high, with firefighters being the highest and nurses being the lowest engaged. Psychometric properties were evaluated in the three-factor original structure revealing acceptable fit to the data in the UWES-17, although the UWES-9 had better psychometric properties. Given the observed statistically significant correlations between the three original factors, we proposed a 2nd hierarchal structure that we named work engagement. The UWES-9 first-order model obtained full uniqueness measurement invariance, and the second-order model obtained partial (metric) second-order invariance.

Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources

OBJECTIVE

Psychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model.

METHOD

Participants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work.

RESULTS

The mean level of burnout was low, whereas 16.3% experienced high levels of emotional exhaustion and only 2.4% experienced high levels of depersonalization. According to mediation analysis, overcommitment, partially mediated job demands-burnout associations, and work engagement mediated the perceived value-burnout association. Job resources and burnout were not related, either directly or indirectly.Significance of resultsThe study extended the Job Demands-Resources model to include perceived value as an additional resource, and work-engagement and overcommitment as coping strategies. Two distinct patterns of associations were found between work characteristics and burnout: the positive-protective pattern (perceived value and work engagement) and the negative pattern (job demands and overcommitment). These two patterns should be considered for further research and for implementing preventive interventions to reduce burnout in the workplace setting.

Common Genetic Variation Near Melatonin Receptor 1A Gene Linked to Job-Related Exhaustion in Shift Workers

Study Objectives

Tolerance to shift work varies; only some shift workers suffer from disturbed sleep, fatigue, and job-related exhaustion. Our aim was to explore molecular genetic risk factors for intolerance to shift work.

Methods

We assessed intolerance to shift work with job-related exhaustion symptoms in shift workers using the emotional exhaustion subscale of the Maslach Burnout Inventory-General Survey, and carried out a genome-wide association study (GWAS) using Illumina's Human610-Quad BeadChip (n = 176). The most significant findings were further studied in three groups of Finnish shift workers (n = 577). We assessed methylation in blood cells with the Illumina HumanMethylation450K BeadChip, and examined gene expression levels in the publicly available eGWAS Mayo data.

Results

The second strongest signal identified in the GWAS (p = 2.3 × 10E-6) was replicated in two of the replication studies with p < .05 (p = 2.0 × 10E-4 when combining the replication studies) and indicated an association of job-related exhaustion in shift workers with rs12506228, located downstream of the melatonin receptor 1A gene (MTNR1A). The risk allele was also associated with reduced in silico gene expression levels of MTNR1A in brain tissue and suggestively associated with changes in DNA methylation in the 5' regulatory region of MTNR1A.

Conclusions

These findings suggest that a variant near MTNR1A may be associated with job-related exhaustion in shift workers. The risk variant may exert its effect via epigenetic mechanisms, potentially leading to reduced melatonin signaling in the brain. These results could indicate a link between melatonin signaling, a key circadian regulatory mechanism, and tolerance to shift work.

Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct

Numerous entangled definitions, words, measurements, and frameworks have been proposed when referring to employee engagement, as well as other engagement typologies. Consequently, researchers have routinely drawn atheoretical conclusions about the meaning of employee engagement, limiting the applicability of employee engagement in theory building and practice. The focal point of our work was to detail an explicit definition of employee engagement and juxtapose our definition alongside several existing frameworks and definitions. First, we detail and position an operational definition of employee engagement ground in seminal literature. Second, we systematically examine the engagement literature, highlighting both dominant types of engagement and alternative typologies. Third, we conclude by making meaning for the human resource development field, distinguishing the use of employee engagement in the literature as an outcome, psychological state, and process, and synthesize our findings through a brief discussion of implications for research and practice.

Shift Work and Quality of Personal, Professional, and Family Life among Health Care Workers in a Rehabilitation Center in Greece

Context:

Adverse work schedules and conditions may affect the physical, mental, and social wellbeing of workers, impairing quality of life and causing conflict between family and work roles.

Aims:

To compare quality of life, professional quality of life (ProQOL), and work/family conflict (WFC) between shift workers and nonshift workers and explore possible associations with demographic characteristics.

Settings and Design

: A cross-sectional study was conducted in a rehabilitation center in Central Greece, recording demographic, occupational, and family characteristics.

Materials and Methods:

Participants answered the World Health Organization-5 Well-Being Index, the ProQOL questionnaire [compassion satisfaction (CS), and the burnout (BO) and secondary traumatic stress scales], and the WFC scale.

Statistical Analysis Used:

IBM Statistical Package for the Social Sciences version 19.0 for Windows.

Results:

Ninety-one employees (68.7% shift workers) participated, with mean age 33.5. Females reported higher compassion/satisfaction level (P = 0.031). Nursing profession was associated with higher levels of BO (P = 0.021), impact of work to family life (P = 0.008), and impact of family to work (FtW), and WFC (P = 0.008). Parenthood increased the impact of FtW (P = 0.008) and predispose to WFC (P = 0.023). In general, wellbeing was significantly correlated with CS (r = 0.368, P < 0.01), BO (r = −0.538, P < 0.01), and levels of WFC (P = 0.003). Work and family roles conflict was statistically significantly correlated with levels of BO (r = 0.497, P < 0.01), and CS (r = −0.288, P < 0.01).

Conclusions:

The interaction between general, professional, and family quality of life can guide interventions in the workplace in order to improve workers' quality of life and promote workers' health.

An exploration of the prevalence and predictors of work-related well-being among psychosocial oncology professionals: An application of the job demands-resources model

OBJECTIVE

Burnout is reportedly high among oncology healthcare workers. Psychosocial oncologists may be particularly vulnerable to burnout. However, their work engagement may also be high, counteracting stress in the workplace. This study aimed to document the prevalence of both burnout and work engagement, and the predictors of both, utilizing the job demands-resources (JD-R) model, within a sample of psychosocial oncologists.

METHOD

Psychosocial-oncologist (N = 417) clinicians, recruited through 10 international and national psychosocial-oncology societies, completed an online questionnaire. Measures included demographic and work characteristics, burnout (the MBI-HSS Emotional Exhaustion (EE) and Depersonalization (DP) subscales), the Utrecht Work Engagement Scale, and measures of job demands and resources.

RESULTS

High EE and DP was reported by 20.2 and 6.6% of participants, respectively, while 95.3% reported average to high work engagement. Lower levels of job resources and higher levels of job demands predicted greater burnout, as predicted by the JD-R model, but the predicted interaction between these characteristics and burnout was not significant. Higher levels of job resources predicted higher levels of work engagement.

SIGNIFICANCE OF RESULTS

Burnout was surprisingly low and work engagement high in this sample. Nonetheless, one in five psychosocial oncologists have high EE. Our results suggest that both the positive (resources) and negative (demands) aspects of this work environment have an on impact burnout and engagement, offering opportunities for intervention. Theories such as the JD-R model can be useful in guiding research in this area.

A cross-sectional study of stressors and coping mechanisms used by radiation therapists and oncology nurses: Resilience in Cancer Care Study

INTRODUCTION

Occupational stress and burnout are well-recognised experiences reported by cancer care workers. The aim was to describe the frequency and severity of potential stressors as well as the effectiveness of coping skills of radiation therapists (RTs) and oncology nurses (ONs), which make up the two largest occupational groups in cancer care.

METHODS

A questionnaire was distributed to RTs and ONs in two large tertiary hospitals in Queensland. Descriptive data regarding severity of potential stressors at home and work as well as the perceived effectiveness of preferred coping styles for each stressor was compared for each professional group. Respondents were asked questions about their personal circumstances and to also complete five standardised questionnaires measuring resilience, mental well-being, depression, anxiety and burnout.

RESULTS

There were 71 respondents representing a response rate of 26%. The types of stressors differed between the two groups but both reported that heavy workload was the most severe workplace stressor. RTs reported higher stressor and coping strategy frequency than ONs. There were no identifiable differences between RTs and ONs in the types or effectiveness of coping strategies employed at home or work. Mental well-being for both groups was inversely correlated with depression, anxiety and burnout and positively correlated with resilience.

CONCLUSIONS

RTs experienced higher mean scores for stressors and coping than ONs. There were no significant between-group differences for anxiety, depression, burnout, mental well-being or resilience.

Recovery experience and burnout in cancer workers in Queensland

PURPOSE

Two key recovery experiences mediating the relationship between work demands and well-being are psychological detachment and relaxation over leisure time. The process of recovery from work-related stress plays an important role in maintaining well-being, but is poorly understood in cancer workers. The aim of this exploratory study was to examine the relationships of burnout, psychological well-being and work engagement with the recovery experiences of psychological detachment and relaxation in oncology staff.

METHODS

A cross sectional survey of 573 cancer workers in Queensland was conducted (response rate 56%). Oncology nurses (n = 211) represented the largest professional group. Staff completed surveys containing demographics and psychosocial questionnaires measuring burnout, psychological distress, work engagement and recovery experience. Multiple regression analyses were performed to identify explanatory variables which were independently associated with Recovery Experience Score (RES).

RESULTS

There was a negative association between the RES and burnout (p = 0.002) as well as psychological distress (p < 0.0001), but not work engagement. Age >25 years was negatively correlated with RES as was having a post graduate qualification, being married or divorced, having carer commitments. Participating in strenuous exercise was associated with high recovery (p = 0.015).

CONCLUSIONS

The two recovery experiences of psychological detachment and relaxation had a strong negative association to burnout and psychological well-being, but not work engagement. Further research needs to be undertaken to better understand if improving recovery experience reduces burnout and improves the well-being of cancer workers.

Stress, satisfaction and burnout amongst Australian and New Zealand radiation oncologists

INTRODUCTION

The aim of this study was to determine the self-reported prevalence of stress, job satisfaction and burnout among radiation oncologists in Australia and New Zealand. A secondary aim was to determine the association between stress and satisfaction parameters with burnout.

METHODS

An anonymous online survey was distributed to all radiation oncologists listed on Royal Australian and New Zealand College of Radiologists membership database. There were 37 Likert scale questions on stress, 17 Likert scale questions on job satisfaction and burnout assessed by the Maslach Burnout Inventory - Human Services Survey (MBI-HSS). A principal component analysis was done for stress and satisfaction to identify specific areas. Independent samples t-tests and analysis of variances were done.

RESULTS

There were 220 responses out of 348 eligible respondents (63.2% response rate).For stress, a principal component analysis identified five areas: delivery demands, demands on time, continuing professional development (CPD), value and security, and interpersonal/teaching demands. Specialist radiation oncologists were more stressed by value and security than generalists (P < 0.01). Lung cancer specialists had higher levels of stress associated with delivery demands, demands on time and CPD compared with others (P = 0.01). Those over 60 years were less stressed by delivery demands (P = 0.02), demands on time (P = 0.01) and CPD (P = 0.01) than their younger colleagues. Four satisfaction factors were identified in the principal component analysis: resources/remuneration, status/security, delivery of services and professional activities. [Correction added on 15 August 2014, after first online publication: stress/security was replaced with status/security.] Males and Australian radiation oncologists were more satisfied with professional activities (P = 0.02). Brachytherapy specialists were more satisfied with status/security (P = 0.01) while those interested in urology were more satisfied with resources/renumeration (P = 0.01) and professional activities (P = 0.01). The burnout results revealed at least 48.5% of respondents scoring highly in at least one of the three measures of burnout (emotional exhaustion, depersonalisation and personal accomplishment) while 37.5% scoring highly in the emotional exhaustion and depersonalisation subscales. Public sector radiation oncologists had higher levels of emotional exhaustion and lower levels of personal accomplishment than their private sector counterparts, while those interested in lung cancer had higher levels of emotional exhaustion. Multiple regression analysis revealed that the stress subscale demands on time had a significant effect on emotional exhaustion. Higher CPD stress and interpersonal/teaching demands increased the feeling of depersonalisation, while satisfaction with delivery of services was associated with lower levels of depersonalisation and higher levels of personal accomplishment.

CONCLUSIONS

This first study of stress, satisfaction and burnout among radiation oncologists in Australia and New Zealand had a reasonable response rate and identified specific areas of stress and satisfaction. Nearly half of the respondents scored highly in one burnout subscale. Some of the stress and satisfaction subscales correlated with certain aspects of burnout. Further research will be undertaken to refine the stress and satisfaction parameters and address burnout interventions.

Associations between confidentiality requirements, support seeking and burnout among university hospital physicians in Norway, Sweden, Iceland and Italy (the HOUPE study)

Concerns about protecting patient's privacy are experienced as a limitation in the opportunity to obtain and utilize social support by many physicians. As resources of social support can modify the process of burnout, patient confidentiality may increase risk of this syndrome by interfering with proper stress adaptation. This study investigates if experiencing limitations in seeking social support due to confidentiality concerns are associated with burnout. University hospital physicians in four European countries completed measures of burnout, (Index) of Confidentiality as a Barrier for Support (ICBS), and factors of social resources and job demands. Linear regression analysis showed that ICBS was significantly associated with the burnout dimension of Exhaustion and not with Disengagement. These findings were present when controlling for factors known to diminish or increase the likelihood of burnout. These results are the first to demonstrate that patient confidentiality is associated with burnout in the process of stress management among physicians.

Evaluating stress, burnout and job satisfaction in New Zealand radiation oncology departments

This research aimed to determine the levels of occupational stress, burnout and job satisfaction among radiation oncology workers across New Zealand. All oncology staff practising in all eight radiation oncology departments in New Zealand were invited to participate anonymously in a questionnaire, which consisted of the Maslach Burnout Inventory and measures of stress intensity associated with specific occupational stressors, stress reduction strategies and job satisfaction. A total of 171 (out of 349) complete responses were analysed using spss 19; there were 23 oncologists, 111 radiation therapists, 22 radiation nurses and 15 radiation physicists. All participants, regardless of profession, reported high stress levels associated with both patient-centred and organisational stressors. Participants scored high in all three domains of burnout: emotional exhaustion, depersonalisation and personal accomplishment. Interestingly, although organisational stressors predicted higher emotional exhaustion and emotional exhaustion predicted lower job satisfaction, patient stressors were associated with higher job satisfaction. Job satisfaction initiatives such as ongoing education, mentoring and role extension were supported by many participants as was addressing organisational stressors, such as lack of recognition and support from management and unrealistic expectations and demands. New Zealand staff exhibit higher levels of burnout than Maslach Burnout Inventory medical norms and oncology workers in previous international studies.

Do factors of emotion-focussed patient care and communication impact job stress, satisfaction and burnout in radiation therapists?

Objectives

To investigate levels and sources of job stress, job satisfaction and burnout experienced by radiation therapists (RTs) in an Australian cancer hospital, and determine the factors of emotion-focussed patient care and communication that contribute to RTs’ stress and burnout.

Methods

One hundred and thirteen RTs working in a dedicated cancer hospital in Australia completed a self-report questionnaire.

Results

Twelve percent of RTs reported job stress while 73·5% reported job satisfaction in their current work roles. Up to 19% of RTs experienced burnout as measured on the Maslach Burnout Inventory scales. Emotion-focussed care and communication with patients was found to have links with job stress and burnout, but also with job reward and satisfaction. A range of organisational, personal and support factors were associated with RTs’ experiences, including training and confidence in emotion-focussed patient communication.

Conclusion

Emotion-focussed care and patient communication contributes to both job stress and burnout, as well as job satisfaction. RTs’ experience of job stress, satisfaction or burnout are likely to vary according to a range of personal, demographic and organisational factors.