In this study, burnout was common among resident physicians and was associated with self-reported suboptimal patient care practices.

Burnout and Self-Reported Patient Care in an Internal Medicine Residency Program

A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace.

Early predictors of job burnout and engagement.

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.

The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

The measurement of satisfaction with healthcare: implications for practice from a systematic review of the literature.

(OR, 0.49; 95% CI, 0.36‐0.67), respiratory failure (OR, 0.40; 95% CI, 0.27‐0.59), and cardiac arrest (OR, 0.72; 95% CI, 0.62‐0.84) in ICUs, with a lower risk of failure to rescue (OR, 0.84; 95% CI, 0.79‐0.90) in surgical patients. Length of stay was shorter by 24% in ICUs (OR, 0.76; 95% CI, 0.62‐0.94) and by 31% in surgical patients (OR, 0.69; 95% CI, 0.55‐0.86). Conclusions: Studies with different design show associations between increased RN staffing and lower odds of hospital related mortality and adverse patient events. Patient and hospital characteristics, including hospitals’ commitment to quality of medical care, likely contribute to the actual causal pathway.

http://www.safestaffing.org.uk/shared/cms/file.asp?e=35&i=187801

The association of registered nurse staffing levels and patient outcomes: systematic review and meta-analysis.

The correspondence of patient satisfaction and nurse burnout

The purpose of this paper is to review studies of burnout relating to mental health workers and to propose directions for future research. It will summarize findings with regard to established norms, demographic variables, possible antecedents and consequences of burnout, and burnout models tested with mental health workers. Comparison of group perceptions of burnout is facilitated by the fact that all the papers but one have used the Maslach Burnout Inventory (Maslach & Jackson, 1981, 1986). Strengths and weaknesses of the research will be analyzed and suggestions offered for extending research in this area.

Burnout among mental health workers: a review and a research agenda.

Relationships among organizational change strategies, staff engagement with work, and staff acceptance of change in two amalgamating hospitals were examined. Acceptance of change, as indicated by positive perceptions of morale, job security, and quality of patient care, was associated with supportive supervision, confidence in management, effective communication, and work meaningfulness. Engagement with work acted as mediator in most of the relationships. The impact of major organizational change on individuals is explored and management strategies examined.

Conditions for staff acceptance of organizational change : Burnout as a mediating construct

Staff members (N = 2,605) and supervisors (N = 55) of 39 administrative units in 2 healthcare organizations completed a survey measuring confidence in the organization, engagement with their work, and occupational hazards. A correlational analysis determined correspondence between the perspectives of supervisors with those of staff reporting to them as their facilities adjusted to major organizational changes. Supervisors' scores were significantly and positively correlated with the corresponding scores of staff members on cynicism, meaningfulness, acceptance of change, goals, hospital reputation, and health risks. Regression analysis found that relationships were relatively domain specific: Supervisor engagement with work was positively related to that of their staff members, and supervisors evaluations of the organization were positively related to those of their staff members. Supervisor assessment of occupational hazards was related to all 3 areas of staff perception.

Correspondence of supervisor and subordinate perspectives during major organizational change.

Although knowledge transfer (KT) in healthcare organizations is increasingly important, models have typically focused on the transfer of clinical knowledge. Despite numerous reports and studies on worklife issues for healthcare professionals, few recommendations have been implemented, and many of these professionals are unfamiliar with the reports. Using measures of knowledge transfer of quality of worklife information developed from a model of transfer of clinical knowledge, we tested the relationship between individual and organizational knowledge transfer among 769 nurses in hospitals across four provinces in Canada. We also examined a model that integrated these two knowledge transfer measures with burnout/engagement in the workplace. Our data supported a two factor structure for the measure of knowledge transfer involving a) individual perceptions of personal knowledge transfer activities and b) organizations' support for knowledge transfer. Data from structural equation modeling demonstrated the imp...

Phyllis Harvie

Papers

The correspondence of patient satisfaction and nurse burnout

Burnout among mental health workers: a review and a research agenda.

Conditions for staff acceptance of organizational change : Burnout as a mediating construct

Correspondence of supervisor and subordinate perspectives during major organizational change.

Personal and organizational knowledge transfer: Implications for worklife engagement