Burnout and resilience at work among health professionals serving in tertiary hospitals, in Ethiopia

Characterizing Mental Health in an LMIC Context: Measuring Compassion Satisfaction, Burnout, and Secondary Traumatic Stress Among Health Care Providers in Ecuador During COVID-19 with the ProQOL V5 Questionnaire

OBJECTIVES

This study assessed compassion satisfaction, compassion fatigue, and burnout in health care providers from public health care institutions in Ecuador during the COVID-19 pandemic.

METHODS

A cross-sectional survey was conducted in 2022, involving 111 different public health care institutions in 23 provinces in Ecuador, with 2873 participants recruited via convenience sampling. The survey instrument was the revised Stamm's Professional Quality of Life Scale Version-5 tool, designed to measure self-reported compassion fatigue, work satisfaction, and burnout among providers. Kruskall-Wallis test assessed subscale score differences by gender, professional role, region, and health care facility level. Dunn's test was then applied to determine whether groups differed from each other.

RESULTS

On average, health care providers from all facilities had a high rate of compassion satisfaction (84.9%). However, the majority presented moderate levels of burnout (57.1%), and moderate levels of secondary traumatic stress (59.6%). Higher burnout levels were observed in the Amazon regions compared to Coastal regions.

CONCLUSIONS

Despite high compassion satisfaction, most surveyed health care providers from Ecuador's public health institutions experienced moderate burnout and secondary traumatic stress, with higher burnout levels in the Amazon region. Ecuador, similarly to other LMICs, requires mental health policy and legislation targeted to the mental health workforce and these needs. More research is needed on burnout factors among health care providers in resource-challenged low- and middle-income countries.

Exploring the link between work-related psychosocial factors and professional quality of life among ethiopian healthcare workers: Insights from structural equation modelling analyses

BACKGROUND

Work-related psychosocial factors increase the likelihood of poor professional quality of life (PQoL) outcomes, which are composed of three subscales burnout (BO), compassion fatigue(CF), and low compassion satisfaction (CS). However, studies on the impact of work-related psychosocial factors and the mediating role of workplace social support on PQoL in Ethiopian healthcare workers are limited. Therefore, our study aimed to explore the link between work-related factors and three subscales of PQoL, and assess the mediational role of workplace social support.

METHODS

We used a cross-sectional study design in selected public hospitals in Central and Southern Ethiopia between January and February 2023. We used a stratified random multistage sampling technique to select participants. We collected data on our endogenous variables using the PQoL-9 and data on exogenous work-related psychosocial variables using psychometrically validated scales. The data were entered using Epi-info 7 and exported to JAMOVI 2.4.14 for structural equation modelling.

RESULTS

A total of 1426 healthcare workers participated in the study. Among health workers, 25.5% experienced burnout above the third quartile, 24.8% had compassion fatigue above the third quartile, and nearly half scored below the third quartile for compassion satisfaction. Healthcare workers' exposure to higher job demands (β=0.186) and work-family conflict (β =  0.306) were positively associated with BO, while decision latitude (β = -0.133), social support (β = -0.178), and job rewards (β = -0.170) were negatively associated. Decision latitude (β = -0.186), job rewards (β = -0.227), and social support (β = -0.152) are negatively associated, and work-family conflict (β =  0.367), and job effort (β =  0.067) positively associated with CF. Regarding CS, social support (β =  0.305), decision latitude (β = 0.262), and job rewards (β = 0.068) were positively associated, while work-family conflict (β =  -0.199) was negatively associated.

CONCLUSION

Our study highlighted the importance of promoting workplace interventions among healthcare workers to reduce BO, and CF, and increase CS. Various job rewarding strategies including revising current salary evaluation and grading systems, incentive packages, and recognition systems are required to improve health workers' PQoL. Interventions focusing on work-family balance, workload management skills, technical job decision latitude skills and task force allocation may be required to optimize job demands and controls.

The impact of patient death on the risk of developing occupational burnout in midwives a preliminary cross-sectional study

The study aimed to assess the impact of experienced emotional states on the risk of the development of occupational burnout in midwives who experienced the death of a patient while on duty. The study was conducted on 54 midwives in Warsaw, Poland. We used the Oldenburg Burnout Inventory (OLBI) and the author's questionnaire. The average professional burnout level of midwives participating in the study was determined as 5.08 ± 0.67. Helplessness (57.4%) and depression (48.1%) were the most frequently experienced emotions. The number of deaths of patients experienced by the respondents did not affect the severity of burnout (Z = - 0.753; p > 0.05). However, midwives who declared that they had experienced the death of a patient more than 10 times while on duty were more likely to experience a feeling of relief (2.83 vs. 2.00; Z = - 2.30; p < 0.05) and calmness (2.97 vs. 2.24; Z = - 1.95; p < 0.05). The experienced depression positively correlated with the level of exhaustion (rho = 0.465; p < 0.001) and the overall level of occupational burnout (rho = 0.291; p < 0.05). However, it was not correlated with the level of disengagement (p > 0.05). Depression has a significant impact on the risk of developing occupational burnout, which highlights the need to develop and implement effective support methods for midwives experiencing difficult emotions related to the death of patients while on duty.

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BACKGROUND

Workplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.

METHODS

It was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.

RESULTS

A statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).

CONCLUSIONS

Resilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.