Discussion 11.1: Best Practice Evidence

According to studies, nurses have a high rate of burnout. With the prevailing shortage of nursing workforce countrywide, amongst others nursing practice/staffing issues, there has been a significant rise in the severity of nurse burnouts in various healthcare units. ICU nursing units comprise the most affected nursing departments with relatively higher prevalence rates of nurse burnout (Buckley et al., 2020). The findings of the empirical report by Dyrbye et al. (2019) established that professional burnout is startlingly rampant among various nursing units in the United States of America, with the estimated rates ranging between 35 and 45 percent.

Nurse burnout is a serious healthcare issue that has a negative impact on overall nursing patient care outcomes and well-being. For instance, as indicated by Ramrez-Elvira et al. (2021), burnout reduces nurses’ overall quality of life, professional performance, and institutional devotion, as well as their intent to exit the job. Burnout also enhances turnover rates and undesirable implications for nursing care quality. From this perspective, several studies have attempted to derive an adequate solution to the issue of nurse burnout in order to protect and sustain the pre-existing number of the nursing workforce.

One of these studies comprises a report by Buckley et al. (2020), which aimed at addressing the issue of burnout among pediatric nurses. According to Buckley et al. (2020), workplace burnout in medical providers present negative implications on the resulting level of the practitioner, patient, and the entire healthcare center. Based on the insights of the above report, the specific factors that generally impact burnout among pediatric nurses include workplace environment, work attitudes, and nursing demographics. Another study by Schlak et al. (2022) also noted that nursing burnout had been a long-standing issue in various healthcare centers countrywide before being ultimately applied by the recent advent of the COVID-19 pandemic.

Discussion 11.1: Best Practice Evidence

The insights of the aforementioned report indicate that the prevailing issue of nurse burnout is greatly impacted by unconducive workplace settings, understaffing, and a lack of effective, ethical measures (Schlak et al.,2022). Although numerous studies have established the prevalence and extent of the nursing burnout issue in healthcare providers, limited attention has been focused on pediatric nurses, especially those working in ICU units. For instance, as evidenced by Buckley et al. (2020), the delicate nature of pediatric nurses involving dealing with children makes them highly vulnerable to potential workplace burnout.

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References

Buckley, L., Berta, W., Cleverley, K., Medeiros, C., & Widger, K. (2020). What is known about paediatric nurse burnout: A scoping review. Human Resources for Health, 18(1), 1-23.

Dyrbye, L. N., Shanafelt, T. D., Johnson, P. O., Johnson, L. A., Satele, D., & West, C. P. (2019). A cross-sectional study exploring the relationship between burnout, absenteeism, and job performance among American nurses. BMC Nursing, 18(1), 1-8.

Ramírez-Elvira, S., Romero-Béjar, J. L., Suleiman-Martos, N., Gómez-Urquiza, J. L., Monsalve-Reyes, C., Cañadas-De la Fuente, G. A., & Albendín-García, L. (2021). Prevalence, risk factors and burnout levels in intensive care unit nurses: A systematic review and meta-analysis. International Journal of Environmental Research and Public Health, 18(21), 11432.

Schlak, A. E., Rosa, W. E., Rushton, C. H., Poghosyan, L., Root, M. C., & McHugh, M. D. (2022). An expanded institutional-and national-level blueprint to address nurse burnout and moral suffering amid the evolving pandemic. Nursing Management, 53(1), 16.

I agree with you that a shortage of nurses can result in a high rate of burnout among the nursing staff. Burnout can result in a patient’s death or injury. It presents a negative impact on patient outcomes. Burnout presents in six different areas of work life for nurses which are workload, control, community fairness, reward, and value congruence (Van Bogaert et al., 2017). The definition of engagement features the person-job fit. There should be a balanced, healthy, and supportive psychosocial work environment for quality and patient safety to be achieved. Patients are satisfied when nurses are not burned out. Mortality and co-morbidity are reduced when nurses have engagement. This means the nurse should be physically and mentally present at work. Working continuously for many days without rest can make nurses be absentminded and mentally derailed. The nurse should also be cognitively present. This means that they are emotionally stable. The nurse should leave his personal problem aside to be physically and emotionally present at work. When a nurse is stressed and he/she feels it would affect the work, a break should be requested. The nurse can take some days off work to relieve the stress. The nurse should consider vacation occasionally even before stress builds up. Balanced diet, exercise, and quality sleep can help a nurse to recharge and deliver well at work. What are ways you think burnout can be eradicated in nursing? I believe your project will go a long way to help reduce nurse burnout in our hospitals. Thank you for your discussion.

Van Bogaert, P., Peremans, L., Van Heusden, D., Verspuy, M., Kureckova, V., Van de Cruys, Z., & Franck, E. (2017). Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study. BMC Nursing, 16(1), 5. https://doi.org/10.1186/s12912-016-0200-4

Hello Romina,

I agree with you that studies have indicated a high rate of burnout among nurses. Shortage of nursing workforce has compelled limited nurses to attend to many patients (Ma et al., 2021). The prolonged working duration with inadequate resting time has caused increased burnout rates. Unfortunately, tired and frustrated nurses are prone to making medication errors that may interfere with the treatment process. Regrettably, different healthcare units have suffered the shortage of nurses. As a result, patients have continued to risk in the hands of fatigued nursing workforce. Intensive care units comprise the most affected nursing departments with relatively higher prevalence rates of nurse burnout (Galanis et al., 2021). Nurses’ fatigue is a concern that has been associated with lack of meal and non-meal breaks during their shifts (Witkoski & Dickson, 2010), and can lead to burnout. Have you ever considered how guaranteed uninterrupted scheduled break will impact nurse burnout? And it does not matter how/what they do during their break time: it can be eating lunch, talking on the phone, or taking a walk. Perhaps, it will help to relive stress and improve psychosocial wellbeing, thus reducing burnout and improving patient outcomes. Nurse burnout is a serious healthcare issue that has a negative impact on overall nursing patient care outcomes and well-being. Healthcare professionals experiencing burnouts are less motivated and have low work morale.

References

Galanis, P., Vraka, I., Fragkou, D., Bilali, A., & Kaitelidou, D. (2021). Nurses’ burnout and associated risk factors during the COVID‐19 pandemic: A systematic review and meta‐analysis. Journal of advanced nursing, 77(8), 3286-3302. https://doi.org/10.1111/jan.14839

Links to an external site.

Ma, Y., Faraz, N. A., Ahmed, F., Iqbal, M. K., Saeed, U., Mughal, M. F., & Raza, A. (2021). Curbing nurses’ burnout during COVID‐19: The roles of servant leadership and psychological safety. Journal of Nursing Management, 29(8), 2383-2391. https://doi.org/10.1111/jonm.13414

Links to an external site.

Witkoski, A., & Dickson, V. V. (2010). Hospital Staff Nurses’ Work Hours, Meal Periods, and Rest Breaks: A Review from an Occupational Health Nurse Perspective. AAOHN Journal, 58(11), 489–497. https://doi.org/10.1177/216507991005801106

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