Fatigue as a Cause of Professional Dissatisfaction Among Chinese Nurses in Intensive Care Unit During COVID-19 Pandemic

Impact of Mindfulness, Emotional Intelligence, and Employee Well-being on Mental Healthcare of Workers' Affectiveness: The Mediating Role of Employee Satisfaction and the Moderating Effect of Digital Leadership

Recently, the most critical psychological challenges have compelled healthcare professionals to confront their mental health issues. Consequently, many employees experiencing elevated levels of psychological stress have reported disengagement and dissatisfaction across various aspects of their work. Given the strong association between individual well-being and job satisfaction, how healthcare employees regulate their emotions and psychological health to attain job satisfaction remains largely unexplored. To address this issue, the present study investigates the effects of mindfulness, emotional intelligence, and employee well-being on healthcare workers' emotional and mental health while considering the mediating role of employee satisfaction and the moderating role of digital leadership. Data were collected through a structured questionnaire distributed to 633 healthcare employees in China. We employed SPSS and Smart PLS for reliability, discriminant validity, and structural equation modeling analyses. The findings reveal that mindfulness (MFN), emotional intelligence (EI), and employee well-being (EWB) significantly and positively influence both emotional health (EH) and mental health (MH). Furthermore, employee satisfaction (ES) mediated the relationship between mindfulness, emotional intelligence, and employee well-being to emotional and mental health. The moderating role of digital leadership (DL) was also examined, demonstrating its influence on emotional and mental health. These findings hold important implications for healthcare professionals, managers, policymakers, practitioners, and other stakeholders seeking to enhance employee well-being and job satisfaction in healthcare settings.

Nurse retention in peri- and post-COVID-19 work environments: a scoping review of factors, strategies and interventions

OBJECTIVES

The COVID-19 pandemic highlighted the deterioration of nurses' working conditions and a growing global nursing shortage. Little is known about the factors, strategies and interventions that could improve nurse retention in the peri- and post-COVID-19 period. An improved understanding of strategies that support and retain nurses will provide a foundation for developing informed approaches to sustaining the nursing workforce. The aim of this scoping review is to investigate and describe the (1) factors associated with nurse retention, (2) strategies to support nurse retention and (3) interventions that have been tested to support nurse retention, during and after the COVID-19 pandemic.

DESIGN

Scoping review.

DATA SOURCES

This scoping review was performed according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews. MEDLINE, Embase, CINAHL and Scopus databases were searched on 17 April 2024. The search was limited to a publication date of '2019 to present'.

ELIGIBILITY CRITERIA

Qualitative, quantitative, mixed-methods and grey literature studies of nurses (Registered Nurse (RN), Licenced Practical Nurse (LPN), Registered Practical Nurse (RPN), Publlic Health Nurse (PHN), including factors, strategies and/or interventions to support nurse retention in the peri- and post-COVID-19 period in English (or translated into English), were included. Systematic reviews, scoping reviews and meta-syntheses were excluded, but their reference lists were hand-screened for suitable studies.

DATA EXTRACTION AND SYNTHESIS

The following data items were extracted: title, journal, authors, year of publication, country of publication, setting, population (n=), factors that mitigate intent to leave (or other retention measure), strategies to address nurse retention, interventions that address nurse retention, tools that measure retention/turnover intention, retention rates and/or scores. Data were evaluated for quality and synthesised qualitatively to map the current available evidence.

RESULTS

Our search identified 130 studies for inclusion in the analysis. The majority measured some aspect of nurse retention. A number of factors were identified as impacting nurse retention including nurse demographics, safe staffing and work environments, psychological well-being and COVID-19-specific impacts. Nurse retention strategies included ensuring safe flexible staffing and quality work environments, enhancing organisational mental health and wellness supports, improved leadership and communication, more professional development and mentorship opportunities, and better compensation and incentives. Only nine interventions that address nurse retention were identified.

CONCLUSIONS

Given the importance of nurse retention for a variety of key outcomes, it is imperative that nursing leadership, healthcare organisations and governments work to develop and test interventions that address nurse retention.

Exploring the Impact of Workplace Satisfaction, Leadership, and Career Development on Employee Retention in Hospitals

Background and objectives This study examines hospital employees' perceptions of workplace satisfaction, communication, and professional development, providing insights into key factors affecting job satisfaction, retention, and the overall work environment. Methods A longitudinal survey design was employed to assess hospital employees' perceptions of workplace satisfaction, communication, and professional development at Bihor County Emergency Clinical Hospital. Data were collected over a four-year period (2019-2022) to capture evolving trends in employee attitudes and experiences. The total sample size includes 3,732 participants, who were asked to complete a questionnaire, with data stratified by year and analyzed for statistical significance using p-values. Results The survey results reveal strengths in infection control awareness and compliance, with 95% of employees understanding their responsibilities in preventing healthcare-associated infections. Positive interpersonal communication and collaboration were also highlighted, with 90.9% of employees reporting good relationships with colleagues. However, the survey also identified areas for improvement, particularly in career advancement opportunities, with only 41.8% of respondents believing the hospital had a structured promotion policy. Conclusions These findings suggest that while the hospital excels in certain aspects, addressing gaps in career development, resource management, leadership responsiveness, and training opportunities is essential for enhancing employee satisfaction, reducing turnover, and improving patient care outcomes. Recommendations include establishing merit-based promotion systems, improving infrastructure, and expanding professional development programs.

Knowledge, attitude, and practice towards occupational burnout among doctors and nurses in intensive care unit

Background

Occupational burnout is prevalent among doctors and nurses. This study aimed to investigate the knowledge, attitude, and practice (KAP) of ICU doctors and nurses regarding occupational burnout.

Methods

A cross-sectional study was conducted between December 2023 and June 2024 at the Zhejiang Medical & Health Group Hangzhou Hospital in Zhejiang Province. Demographic information and KAP scores were collected through distributed questionnaires. Occupational burnout was measured by the Maslach Burnout Inventory-General Survey (MBI-GS).

Results

This study included 105 doctors and 165 nurses, with an average age of 32.23 ± 7.38 years. Among all the participants, 6 (2.22%) reported no occupational burnout, 230 (85.19%) experienced moderate occupational burnout, and 34 (12.59%) reported severe occupational burnout. The mean knowledge, attitude, and practice scores were 9.64 ± 4.21 (possible range: 0-18), 29.01 ± 3.15 (possible range: 7-35), and 16.96 ± 4.29 (possible range: 6-30), respectively. Multivariate logistic regression revealed that a higher knowledge score was independently associated with more proactive practice (OR = 1.33, 95% CI: [1.18, 1.50], p < 0.001). Structural equation modeling showed that knowledge positively influenced both (β = 0.33, p < 0.001) and practice (β = 0.37, p < 0.001), while practice negatively impacted the MBI-GS (β = -0.92, p < 0.001).

Conclusion

Most ICU doctors and nurses exhibited moderate occupational burnout, with insufficient knowledge, positive attitude, and moderate practice toward occupational burnout. Implementing strategies to increase knowledge and promote active practical engagement is essential to effectively mitigate occupational burnout among ICU staff.

The influencing factors of nurses' job engagement in tertiary, A grade hospitals in East China: A cross-sectional study

AIM

To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China.

DESIGN

A quantitative and cross-sectional study.

METHOD

The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade-A tertiary hospitals based on informed consent in East China between July 2020 and March 2021.

RESULTS

The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p<0.001), and a negative correlation with mental workload (r = -0.499, p<0.001). Mental workload has an apparent negative correlation with adversity quotient (r = -0.291, p<0.001). Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance could predict 70.9% of job engagement of nurses.

CONCLUSIONS

The mental workload of nurses was higher, the AQ was at a medium level, and the job engagement of nurses was also slightly higher. Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance had predictive effects on nurses' job engagement. It is necessary to take a variety of measures according to the social-demographic characteristics, improve the adversity quotient, and evaluate the mental workload correctly, to improve the job engagement of nurses.

IMPACT

The epidemic situation and other emergencies make the work pressure of nurses in Grade-A tertiary hospitals increase suddenly. It should pay attention to the influence of different demographic factors, and pay attention to the correct guidance of work demand-mental workload, as well as the cultivation, and improvement of job resource-AQ, which can improve the job engagement of nurses to some extent.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

BACKGROUND

The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic.

METHOD

A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic.

FINDINGS

A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%).

CONCLUSION

The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses' and physicians' intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings.

Predictors of Compassion Satisfaction, Compassion Fatigue, and Burnout Among Nursing Professionals in a Medical City in Saudi Arabia

Purpose

The present study aims to evaluate compassion satisfaction (CS), compassion fatigue (CF), and burnout levels in a population of nurses employed at medical city in Riyadh City, Saudi Arabia.

Patients and Methods

A self-report survey was employed to gather data from 300 nurses at the selected medical city in Riyadh. The survey incorporated a demographic inquiry along with the utilization of the Professional Quality of Life Scale version 5 (ProQOL 5). The ProQOL scale is one of the most widely used measures of CS, CF, and burnout. The ProQOL scale assesses multiple domains of work experiences (ie CS, CF, and burnout). This survey was disseminated through email channels, and it garnered participation from 177 nurses, culminating in a response rate of 59%.

Results

The study's findings reveal that nurses displayed average mean levels of CS, CF, and burnout. Interestingly, the participants aged 18-56 reported higher levels of burnout, particularly those in the age groups of 18-25, 26-35, and 36-56. Moreover, those with under 10 years' experience exhibited higher degrees of burnout and less CS compared to their more experienced counterparts. Additionally, nurses with professional qualifications demonstrated better scores on CS, CF, and burnout compared to those without such qualifications.

Conclusion

The experience of CF and CS among nurses appears to be influenced by multiple variables, such as length of experience, age, and professional qualifications. Nurses in certain age groups and with less experience are more prone to experiencing burnout, while having professional qualifications seems to protect against adverse outcomes to some extent.

Anxiety and Insomnia Mediate the Association of Fear of Infection and Fatigue: A Cross-Sectional Survey of Nurses Deployed to a COVID-19 Epicenter in China

Background

This study aimed to test the mediating role of anxiety and insomnia in the association between fear of infection and fatigue.

Methods

A cross-sectional questionnaire survey was conducted on the nurses deployed to Heihe. A serial multiple mediation model was established to determine the role of anxiety and insomnia in the association between fear of infection and fatigue.

Findings

Over half (53.0%) of the study participants reported experiencing fear of infection despite stringent personal protection measures. The scores of anxiety (11.87±5.19), insomnia (16.33±5.95), and fatigue (45.94±12.93) were moderately correlated, with a Pearson correlation coefficient ranging from 0.501 to 0.579. Anxiety, either alone or in combination with insomnia, mediated the association between fear of infection and fatigue.

Conclusion

The findings suggest that anxiety and insomnia play a mediating role in the relationship between fear of infection and fatigue. These results emphasize the importance of implementing targeted mental health interventions and work arrangements to address the well-being of healthcare professionals.