Viewpoint of operating room nurses about factors associated with the occupational burnout: A qualitative study

Understanding burnout among operating room nurses: a qualitative study

Objective

This study aimed to explore the lived experiences of job burnout among operating room nurses and to provide an evidence-based foundation for developing targeted nursing interventions to mitigate job burnout in this population.

Method

A purposive sampling method, guided by the principle of maximum variation, was employed to recruit 14 operating room nurses from a tertiary Grade A hospital in Anhui Province in January 2025. A phenomenological research approach was adopted, utilizing semi-structured interviews for data collection. Interview data were analyzed using Colaizzi's seven-step method. Data collection continued until thematic saturation was achieved-meaning no new themes emerged in subsequent interviews.

Results

Eight major themes and thirteen subthemes were extracted. Among these, five major themes were identified as factors contributing to occupational burnout among operating room nurses, while three major themes were related to coping strategies. Specifically, the findings indicated that occupational burnout among nurses was closely associated with excessive workload, insufficient emotional support, career development stagnation, and the high-pressure dynamics of healthcare relationships. Nurses commonly reported a lack of professional fulfillment and an absence of effective strategies to cope with emotional exhaustion in their work.

Conclusion

Burnout among operating room nurses results from the interplay of multiple factors. This study identifies key mechanisms underlying burnout in nurses working in high-pressure environments, emphasizing the importance of improving organizational support, optimizing nurse-physician communication, and clarifying career development pathways. These findings provide a theoretical basis for the development of targeted nursing management strategies and interventions, which may effectively alleviate nurse burnout and enhance both nursing quality and team stability.

Factors associated with burnout among Chinese operating room nurses: a meta-analysis

BACKGROUND

Burnout is prevalent among nursing staff, especially in the operating room, which is a high-intensity, high-pressure and fast-paced work environment. As the prevalence of nurse burnout increases, reducing the burnout of operating room nurses helps to improve the physical and mental health of nurses. Thus, stabilising the nursing team can also guarantee the quality of medical care, which in turn improves patient satisfaction. In this study, we conducted a meta-analysis based on the Pearson correlation coefficient to quantitatively analyse the factors related to burnout among operating room nurses and to provide a reliable basis for preventing and intervening in burnout among operating room nurses.

METHODS

CNKI, Wanfang Database, Wipro Database, China Biomedical Database, PubMed, Web of Science, Embase, CINAHL and Cochrane Library Database were searched, and the keywords 'operating room', 'nurses', 'burnout' and the corresponding English terms were used for the search. The time limit for the search was set from the creation of the databases to April 2024. Two researchers with evidence-based knowledge conducted the search, independently screened the literature according to the inclusion and exclusion criteria, extracted the information and assessed the quality of the included literature using the quality assessment criteria for observational studies recommended by the Agency for Healthcare Quality and Research, and performed a meta-analysis of the literature using the r value as an indicator of the outcome in RevMan 5.4 software.

RESULTS

A total of 25 papers were included, with a sample size of 6,061 cases. The quality of the literature was moderate. The meta-analysis showed that job stress (r = 0.56, 95% confidence interval [CI]: 0.42-0.68, I2 = 86%), work-family conflict (r = 0.52, 95% CI: 0.36-0.64, I2 = 82%), willingness to leave (r = 0.42, 95% CI: 0.34-0.49, I2 = 0%) and hidden absenteeism (r = 0.49, 95% CI: 0.41-0.57, I2 = 55%) were positively correlated with burnout (p < 0.01), job immersion (r = - 0.39, 95% CI: - 0.40 to - 0.32, I2 = 0%), social support (r = - 0.46, 95%: - 0.58 to - 0.33, I2 = 74%), psychological capital (r = - 0.53, 95% CI: - 0.60 to - 0.45, I2 = 72%) and well-being (r = - 0.54, 95% CI: - 0.73 to - 0.27, I2 = 88%) were negatively correlated (p < 0.01).

CONCLUSIONS AND RECOMMENDATION

This study shows that burnout of operating room nurses is related to various factors, such as job stress, social support, work-family conflict, psychological capital and well-being. Therefore, it is suggested that hospital management should alleviate the burnout of operating room nurses from the multi-dimensional aspects of improving the work environment, enhancing social support and improving personal psychological capital and well-being to effectively alleviate burnout.

TRIAL REGISTRATION

(PROSPERO) International prospective register of systematic reviews: CRD42024547524.

Latent profile analysis of operating room nurses' occupational fatigue and its relationship with attentional control

BACKGROUND

Occupational fatigue in operating room nurses may influence their attentional control. However, few previous studies have explored the correlation between occupational fatigue and attentional control in operating room nurses. To better understand operating room nurses' occupational fatigue and its relationship with attentional control, this study aimed to identify the latent profiles and their factors that influence operating room nurses' occupational fatigue as well as differences in attentional control across each latent profile.

METHODS

A cross-sectional study was conducted from May 2024 to July 2024, and a total of 386 operating room nurses were recruited from 6 hospitals in Chengdu. The participants completed the Occupational Fatigue Scale and the Attentional Control Scale. Latent profile analysis (LPA) was employed to identify latent profiles of occupational fatigue among operating room nurses. The predictors of occupational fatigue in different latent profiles were assessed via multinomial logistic regression analysis. One-way ANOVA and the Kruskal-Wallis test were used to compare the scores on the attentional control scale for each latent profile of nurses' occupational fatigue.

RESULTS

This study identified three latent profiles of operating room nurses'. occupational fatigue: the "low-fatigue/high-recovery group" (n = 80, 21.2%), the "high-fatigue/low-recovery group" (n = 113,29.3%) and the "moderate-fatigue/mod-erate-recovery group" (n = 193, 49.4%). The results of the multinomial logistic regression analysis suggested that age, work experience, educational level and monthly income were predictors of operating room nurses' occupational fatigue. There were significant differences in attentional control among the different pr-ofiles of occupational fatigue (P < 0.001). The scores for attentional focus were. Significantly different across each profile (P < 0.001), whereas the scores for at-tentional shift were not different across profiles (P = 0.342).

CONCLUSIONS

Operating room nurses' occupational fatigue can be divided into three latent profiles. Reducing chronic and acute fatigue while enhancing intershift recovery can improve nurses' attentional control and improve the overall service quality of the hospital. Nursing managers should identify operating room nurses who are at risk and implement targeted interventions to reduce occupational fatigue.

TRIAL REGISTRATION

This study does not involve clinical trials or interventional procedures and therefore does not meet the criteria for clinical trial registration.

The impact of professional mission on turnover intention among operating room nurses: a chain mediation model analysis of professional identity and job burnout

BACKGROUND AND AIM

To investigate the chain mediation effect of professional mission, professional identity, and job burnout on the turnover intention among operating room nurses.

METHODS

A convenience sampling method was used to conduct a questionnaire survey with 744 operating room nurses from 12 hospitals in Shandong Province, China. The study utilized a general information questionnaire, a professional mission scale, a professional identity scale, a job burnout scale, and a turnover intention scale to construct and test a chain mediation model.

RESULTS

Professional mission significantly influenced turnover intention through professional identity and job burnout, with a total indirect effect of -0.174. The chain mediation effect of professional identity and job burnout was -0.028, accounting for 16.90% of the total indirect effect.

CONCLUSION

The multiple mediation effects of professional identity and job burnout between professional mission and turnover intention were validated. Nursing managers should focus on enhancing nurses' professional mission, improving their professional identity, and reducing job burnout to decrease turnover intention among operating room nurses.

Sinicization and validation of occupational burnout scale for nurses in operating room

Objective

This study aims to evaluate a burnout scale specifically developed for operating room nurses.

Methods

The Brislin translation model was utilized to translate and back-translate the scale. Following cultural adaptation and a preliminary investigation, the Chinese version of the Operating Room Nurse Burnout Scale was finalized. A convenience sampling method was employed to select 445 operating room nurses in Anhui Province as research participants to evaluate the scale's reliability and validity.

Results

The Chinese version of the Operating Room Nurse Burnout Scale consists of 33 items, categorized into four dimensions: personal factors, occupational nature factors, interpersonal relationship factors, and organizational factors. The item-level content validity index (I-CVI) was 0.849, and the scale-level content validity index (S-CVI/Ave) indicated good content validity. Exploratory factor analysis yielded a Kaiser-Meyer-Olkin (KMO) value of 0.968, while Bartlett's test of sphericity demonstrated a chi-square value of 11,288 (p < 0.01). Four common factors were extracted, accounting for a cumulative variance contribution of 65.9%. The overall Cronbach's α coefficient was 0.968, the split-half Cronbach's α coefficient was 0.925, and the test-retest Cronbach's α coefficient was 0.974.

Conclusion

The Chinese version of the Nurse Burnout Scale demonstrates robust reliability and validity, making it suitable for assessing burnout levels among operating room nurses.

Impact of satisfaction and motivation on occupational stress in operating room nursing: a pilot study

OBJECTIVE

To evaluate how job satisfaction and motivation impact the perception of occupational stress among operating room nursing professionals.

METHODS

This observational cross-sectional study was conducted at a major federal university hospital in Northeast Brazil, with data collection occurring in May and June of 2023.

RESULTS

Among the 92 respondents, which included nurses (35; 38.1%) and technicians (52; 61.9%), high stress scores were reported along with median or neutral levels of satisfaction and motivation. The primary factors affecting the perception of occupational stress in the sample were satisfaction with promotions, satisfaction with management, and the Hygiene Index of motivation.

CONCLUSIONS

Dimensions of satisfaction and motivation can significantly impact the perception of occupational stress among operating room nursing professionals.

Emotional analysis of operating room nurses in acute care hospitals in Japan: insights using ChatGPT

AIM

This study aimed to explore the emotions of operating room nurses in Japan towards perioperative nursing using generative AI and human analysis, and to identify factors contributing to burnout and turnover.

METHODS

A single-center cross-sectional study was conducted from February 2023 to February 2024, involving semi-structured interviews with 10 operating room nurses from a national hospital in Japan. Interview transcripts were analyzed using generative AI (ChatGPT-4o) and human researchers for thematic, emotional, and subjectivity analysis. A comparison between AI and human analysis was performed, and data visualization techniques, including keyword co-occurrence networks and cluster analysis, were employed to identify patterns and relationships.

RESULTS

Key themes such as patient care, surgical safety, and nursing skills were identified through thematic analysis. Emotional analysis revealed a range of tones, with AI providing an efficient overview and human researchers capturing nuanced emotional insights. High subjectivity scores indicated deeply personal reflections. Keyword co-occurrence networks and cluster analysis highlighted connections between themes and distinct emotional experiences.

CONCLUSIONS

Combining generative AI with human expertise offered nuanced insights into the emotions of operating room nurses. The findings emphasize the importance of emotional support, effective communication, and safety protocols in improving nurse well-being and job satisfaction. This hybrid approach can help address emotional challenges, reduce burnout, and enhance retention rates. Future research with larger and more diverse samples is needed to validate these findings and explore the broader applications of AI in healthcare.

The job performance and job burnout relationship: a panel data comparison of four groups of academics' job performance

Objectives

This present study investigates whether performance can influence job burnout, and it further examines whether there is a meaningful difference in the association between job burnout and job performance in universities. Provided here are applicable strategies aimed at preventing and maximizing job burnout crises before the job is taken and during its execution.

Methodology

To answer the research questions quantitatively, group regression analysis utilizing panel data from 2020 to 2023 was employed. The instruments include the KPI and mental health records to evaluate the level of job performance and job burnout. Likewise, a total of nine universities were purposively and randomly selected, and 1,113 academics were sampled for the study. The KPI scores and frequency of burnout counseling was collected from the human resource department and the medical health centers.

Findings

The results showed that academics' job burnout is influenced by their job performance (β = -0.014, p < 0.001). Academics' superior performance was notably linked to lower job burnout and the need for psychological counseling. Furthermore, academics' job burnout was significantly moderated by psychological counseling (β = -0.006, p < 0.05), and neither did it regulate their job performance.

Conclusion

Academics with high performance levels exhibit low levels of burnout. Meanwhile, academics who demonstrate low or poor performance indicate high burnout levels. Psychological counseling can moderate the level of job burnout but does not cure burnout. This study suggests that competency is the basic bedrock for strong performance and less burnout experienced by staff. Consequently, all universities should employ their staff based on assessing their competency and ability to handle stressful situations to prevent job burnout crises from occurring.

Implications

This paper makes a contribution to the existing literature on job performance and job burnout by utilizing a distinctive measurement path approach. In this context, universities need to use pre-measurement mechanisms to prevent burnout instead of post-measurement techniques through proactive recruitment strategies based on the popular adage that "prevention is better than cure."

Generalized anxiety disorder and job performance can predict job stress among nurses: A latent profile analysis

BACKGROUND

Nursing is a stressful profession that can impact the physical and mental health of nurses as well as the safety of patients. Furthermore, various factors may affect the job stress of nurses. However, recent studies mainly focused on the overall level of job stress and its related factors, ignoring the population heterogeneity of nurses' job stress.

METHODS

A total of 440 nurses participated in the questionnaire survey between March 2023 and April 2023. Data were collected using the Demographic Characteristics Questionnaire, the Nursing Job Stressor Inventory, the Generalized Anxiety Disorder 7-item Scale, and the Nurse Job Performance Scale. A latent profile analysis was used to identify the latent profiles of job stress. Kruskal-Wallis H test and ordinal logistic regression were used to explore the predictors of different profiles.

RESULTS

The job stress of nurses could be classified into four profiles: relatively low job stress, relatively high job stress, high job stress, and the highest job stress. Generalized anxiety disorder, job performance, health status, and dislike of nursing as a career were predictors of different profiles.

CONCLUSIONS

The majority of nurses were classified into profile 2, and their job stress was relatively high. Lowering anxiety levels, enhancing job performance, improving nurses' health status, and changing professional attitudes toward nursing may be effective ways to reduce nurses' job stress.

Perioperative Nursing Shortages: An Integrative Review of Their Impact, Causal Factors, and Mitigation Strategies

Aim

This study aims to explore contributing factors, impacts, and strategies to address perioperative nursing shortages.

Background

Health facilities worldwide are experiencing nursing shortages, especially in specialty fields such as perioperative nursing. Evaluation. This integrative review is reported according to the PRISMA guidelines. The title, abstract, and full article screening, as well as the quality appraisal process, were performed by two independent reviewers, with a third for disagreement. This review focused on empirical and theoretical research published from 2013 to 2023 using databases including CINAHL, Embase, Emcare (via OVID), Medline (via EBSCOhost), Scopus, Web of Science, ProQuest Dissertations and Theses Global, Overton, and GreyNet. Key Issues. This study thoroughly reviewed 84 articles. The perioperative domain confronts significant staffing challenges due to increased demand, lack of experienced nurses, insufficient new entrants, high turnover, and an aging workforce. Notably significant are the deficiencies in recruiting new nurses and the elevated turnover levels, potentially amendable issues. The shortages negatively impact the remaining nurses, patient care quality, and hospital revenue. Strategies to address perioperative nursing workforce challenges include promoting the specialty to undergraduate nursing students, bolstering recruitment efforts, and retaining experienced perioperative nurses. However, none of the studies examined in this review adopted a comprehensive approach. Furthermore, the effectiveness of these strategies relative to one another remains uncertain due to a lack of reliable measurements.

Conclusion

Perioperative nursing faces considerable challenges, including an aging workforce, limited new recruits, and high turnover rates. Present strategies primarily prioritise workforce preparation over supporting current staff. Mitigating the perioperative nursing shortages requires comprehensive approaches integrating preparation, recruitment, retention, and retirement plans. In addition, these strategies must be adapted to the diverse regulatory environments of different countries, recognising the absence of a one-size-fits-all solution to perioperative nursing shortages globally. Implication for Nursing Management. Perioperative nursing managers are vital in reducing shortages.

Dry eye disease as an occupational risk factor in operating room nurses

CLINICAL RELEVANCE

Knowing occupational risks in a multifactorial disease such as dry eye disease is important for disease diagnosis and treatment.

BACKGROUND

Dry eye disease (DED) is a multifactorial disease of the ocular surface characterised by tear film instability, adversely affecting visual function and quality of life. The operating room environment has many risk factors for DED such as air conditioning, constant humidity, constant room temperature, intense lighting, surgical smoke, anaesthetic gases and irritating chemicals, and prolonged mask use. This study investigates the ocular surface findings and blink patterns of operating room nurses at risk of DED.

METHODS

A total of 68 nurses (operating room, n = 34; outpatient clinic, n = 34) were included in this study. The diagnosis of DED was assessed using a questionnaire, best-corrected visual acuity, tear break-up time, corneal fluorescein staining, meibomian gland assessment, Schirmer I test. All the tests were conducted in the same area.

RESULTS

According to the ocular surface disease index, the rate of dry eye symptoms was significantly higher among operating room nurses than among outpatient nurses (70.5% vs 41.1%). Severe dry eye symptoms were more common in the operating room group. The meibomian gland score was higher in the operating room group (29.4% vs 5.9%). The numbers of blinks (30.91 ± 12.81 vs 21.05 ± 7.77) and incomplete blinks (8.76 ± 4.68 vs 5.76 ± 3.20) at rest were higher in operating room nurses.

CONCLUSION

The occupational risk for DED was high among operating room staff. National and international standards for the prevention and management of DED in personnel involved in health care services are needed.

Ambient conditions of the operating theatre and its correlation with fatigue and sleep quality of operating room workers: a cross-sectional survey

Background

Anesthesia providers face numerous occupational hazards, including exposure to anesthesia gases, which can lead to fatigue. These professionals face challenges such as night shifts, OR stress, limited mobility and sunlight access, high workload, inadequate rest breaks. Health-related sociodemographic variables, such as smoking, sleep patterns, and obesity. Our research aims to explore various risk factors associated with fatigue among operating theatre workers including sleep quality.

Methods

A cross-sectional study was conducted on 227 of operating room healthcare professionals from five tertiary hospitals in Saudi Arabia, for a period of 6 months, between January 1, 2023 to June 1, 2023. The study used a five-point Likert scale sheet and the FSS "fatigue severity scale" to analyze and measure fatigue and sleep quality. The questionnaire included all socio-demographic variables, work conditions, and fatigue severity scale items.

Results

The major findings revealed a significant correlation between fatigue severity scores and exposure to anesthesia gases. Socio-demographic variables such as smoking have showed major relevance to fatigue in the sample size, as (76.6%) of the participants that answered as regular smokers have showed result of positive correlation to fatigue and with a significant of (0.034). Out of the total sample, 76.1% were exposed to anesthesia gases once daily, showing a positive association with fatigue severity scores. Work-related factors like job experience and position also had a lower association with fatigue severity. p (0.031) Univariate logistic regression p (0.035).

Conclusion

The study found that the work-related conditions like workload on Anesthesia technicians and technologists over 44 h per week and gas exposure is directly linked to fatigue severity and sleep quality so is the socio-demographic considerations. With poor sleep quality in younger staff which is documented in the study result a large-scale prospective analysis to understand the factors affecting OR staff's sleep quality and fatigue severity and what can be done to regulate working hours and break time and incorporate naps in to enhance patient safety and well-being for anesthesia providers in Saudi Arabia.

Development and validation of burnout factors questionnaire in the operating room nurses

Nurses may experience burnout more than other professions. Occupational burnout is a serious concern considering the importance of nurses' jobs in patient care. This study was carried out with the aim of designing and validating the questionnaire of burnout factors in the operating room nurses. Mixed method study was done in two qualitative and quantitative phases in 2022 on Iranian operating room nurses. In the first stage, the concept of operating room nurses' burnout was explained using interviews and literature review, and items were generated. In the second stage, the face validity, content and construct validity of the questionnaire was examined with 342 operating room nurses, and also the reliability of the questionnaire was tested using internal consistency (Cronbach's alpha) and stability (test-retest). After conducting the interview and literature review, 65 questions were extracted. Based on face validity, 4 items were modified. After content validity, 40 items remained. In construct validity, after exploratory factor analysis, 34 items with 5 dimensions were extracted. These dimensions included Organizational, Individual, Interpersonal, Occupational Nature and Managerial factors. Cronbach's alpha and intra-class correlation coefficient were equal to 0.937 and 0.946, respectively. The designed tool based on understanding the concept of burnout in operating room nurses has appropriate and acceptable validity and reliability. Therefore, it can be used to measure burnout in operating room nurses.

Clinician responses to disruptive intraoperative behaviour: patterns and norms identified from a multinational survey

PURPOSE

Disruptive intraoperative behaviour can have detrimental consequences for clinicians, institutions, and patients. The way victims and witnesses respond to disruptive behaviour can ameliorate or exacerbate consequences. Nevertheless, previous research has neither described the responses of a multinational sample of clinicians nor developed tools to recognize and evaluate responses.

METHODS

After obtaining ethics committee approval, 23 perioperative organizations distributed a survey evaluating clinician responses to disruptive behaviour. We grouped responses into four response strategies: passive, assertive, manipulative, and malicious. Thereafter, we derived norms (i.e., percentile distributions) for each response strategy using empirical distribution functions. Latent profile analysis identified groups of clinicians balancing their use of the four response strategies differently (i.e., response pattern groups). We used Chi square tests to examine associations between response pattern groups and respondent demographics.

RESULTS

We analyzed 4,789 complete responses. In response to disruptive behaviour, 33.7% of clinicians altered medical care in ways that were unindicated, 54.6% avoided communication with team members, and 12.1% misled the offender. Profile analysis identified five response pattern groups: extreme passive-predominant (30.5% of clinicians), extreme assertive-predominant (20.5%), moderate passive-predominant (18.9%), moderate assertive-predominant (26.5%), and a disparate pattern (greater use of manipulative and malicious responses) (3.5%). Profession, sex, management responsibilities, and sexual orientation predicted the response pattern group (all, P < 0.001).

DISCUSSION

The responses of thousands of clinicians involved passivity, manipulativeness, or maliciousness. We present norms and a response pattern classification to help organizations evaluate responses, recognize response patterns, and provide tailored support to victims and witnesses.

Theatre practitioners and organisational adaptive capacity in disaster response

Disasters are increasing globally, requiring flexible strategic approaches from healthcare organisations to manage the resultant influx of patients requiring care while also maintaining normal operational services. Theatre practitioners play a key role in disaster response and recovery; however, a lack of appropriate skill utilisation may be reducing overall organisational adaptive capacity and leading to poorer outcomes for organisations, staff and patients. Understanding what skills individual practitioners have, and how they can be deployed to the greatest effect, is a concern for managers to ensure optimal use of resources and to reduce negative impacts of disaster response upon healthcare personnel. This is especially pertinent in the post-COVID healthcare climate where a paucity of operating theatre practitioners and poor workforce planning has led to a lack of surgical capacity at a time when it is most needed.

Mental health and job stress of nurses in surgical system: what should we care

BACKGROUND

Job stress has significant influence on the mental health of health care providers. The mental health and job stress of operating room nurses remain unclear. This study aimed to evaluate the mental health and job stress of nurses in surgical system in China, to provide evidences for clinical nurse management and care.

METHODS

The nurses in the surgical system of our hospital were investigated by questionnaire in December 2022. The general information questionnaire, symptom check list 90 (SCL-90) and nurses' job stressor scale (NJSS) were used for data collection. Pearson correlation and logistic analysis were conducted to evaluate the related influencing factors.

RESULTS

A total of 171 nurses in surgical system were investigated. The mental health level of nurses in operating room was low. The job pressure of the nurses in the operating room was in the middle level. The nursing profession and work, workload and distribution, working environment and resources, patient care, management and interpersonal relationship were all positively correlated with SCL-90 score of nurses in operating room. Logistic regression analysis indicated that age, year of work experience, professional ranks and titles both are the influencing factors of SCL-90 score and of nurses in operating room.

CONCLUSIONS

The mental health of nurses in surgical system is affected by work pressure, ages, working years and professional titles. These factors should be considered in the psychological intervention of nurses in operating room in order to improve the health of clinical nurses.

Patient Safety Culture, Infection Prevention, and Patient Safety in the Operating Room: Health Workers' Perspective

Introduction

A hospital's patient safety culture affects surgical outcomes. Operating room safety culture has been overlooked despite the importance of patient safety. The AHRQ's Hospital Survey on Patient Safety Culture (HSOPSC) has been used worldwide to assess and enhance patient safety culture. This study examined how patient safety culture and infection prevention effect patient safety in the Operating Room (OR).

Methods

This observational study used an online survey and included 143 OR workers. Descriptive statistics and multilinear regression were used to examine how patient safety culture and infection prevention affects level of patient safety.

Results

Most responders worked in excellent-accredited general hospitals. Most responders were male, aged between 26 to 40 years old, and had bachelor's degrees. Most were hospital-experienced nurses. Less than half had worked in units for over ten years. Organizational Learning - Continuous Improvement; Teamwork and Handoffs; and Information Exchange had the most positive responses in the OR. However, Staffing, Work Pace, and Patient Safety ranked lowest. Organizational Learning - Continuous Improvement and Hospital Management Support for Infection Prevention Efforts were found to affect OR patient safety level perceptions.

Conclusion

According to the findings of our study, the overall patient safety culture in the operating room remains weak which highlights the importance of continuing efforts to improve patient safety in the OR. Further study could be directed to identify organizational learning in infection prevention to enhance the patient safety in the OR.

Workplace discrimination and its relationship with organizational commitment among the surgical technologist: A national cross-sectional study in Iran

Background

Discrimination in healthcare centers can reduce care quality and job satisfaction, weaken the morale of the personnel and increase the cost of health care and finally lead to turnover intention. Discrimination in hospitals can affect the work outcomes and performance indicators of nurses such as their organizational commitment. Due to the vital role of surgical technologists in surgery and justice as the basis of effective performance, as well as the role of organizational commitment in care quality, the present study was conducted aimed to determine the level of workplace discrimination from viewpoint of the surgical technologists and its relationship with the organizational commitment.

Methods

This cross-sectional study was conducted on 615 surgical technologists in 8 metropolises of Iran in 2022. The sampling method in this study was multi-stage. The data collection tools included three questionnaires (demographic information, workplace discrimination, and Allen and Meyer's organizational commitment). Data were collected within 2 months and analyzed by SPSS version 22. Descriptive and inferential analyzes including independent t-test and analysis of variance were used for data analysis. p-value ≥ 0.05 was considered significant.

Results

The average age of the participants in the study were 29.90 ± 5.83 years with the participation of 464 women. The results of the data analysis showed an inverse and significant correlation between workplace discrimination and organizational commitment (r = -0.149, p-value < 0.001). The mean and standard deviation for workplace discrimination was 108.20 ± 11.53, which is average. Also, the mean and standard deviation for total organizational commitment was 100.56 ± 19.14, which is higher than the average.

Conclusion

According to the results of this study, managers need to pay attention to reduce discrimination in the operating room and establish organizational justice, to improve the motivation of surgical technologists and the quality of their performance. It is also suggested that operating room managers and supervisors, by creating a safe, confidential, and fearless environment to encourage the personnel to express what they understand about discriminatory conditions.