Magister Public Health - MPH / Burnout is a condition of emotional exhaustion (EE), depersonalization (DP), and a reduced sense of personal accomplishment (PA) that can occur among individuals who work with people in some capacity. Burnout is more prevalent in the helping professions, and high levels of burnout have been documented in all categories of nurses. A descriptive and analytical quantitative cross-sectional study was conducted to measure the level of burnout and its possible associated factors among nurses of two district hospitals in Kigali City. All 126 nurses working in the maternity and paediatric sections of Muhima and Kibagabaga District Hospitals were included in the study. A self-administered questionnaire was used to collect socio-demographic and workplace information as well as responses to 22 questions in the Maslach Burnout Inventory (MBI), which assesses burnout along its three dimensions of emotional exhaustion, depersonalisation and reduced personal accomplishment. Descriptive statistics such as percentage, mean score, and standard deviation were computed for each burnout category and Chi-square test statistic was performed to test the relationship between burnout (dependent variable) and personal factors, workplace demands, and access to resources (independent variables); and between burnout and hospital and service (paediatric or maternity). Of the 126 questionnaires distributed, 102 (81%) were returned and useable for analysis. The average age of respondents was 29.7 years and female nurses represented the majority (88.2%) of our sample. Just over half (52.9%) were married and 53.9% had at least on child. The average years of experience as a nurse was 5.6 years, while the average years of experience in the hospital was 4 years. High burnout was found with high levels of EE in 43.1% of respondents, high levels of DP in 48.0%, and low level of PA in 34.3%. Burnout was associated with being young and inexperienced, having less training, having at least one child, working longer hours, experiencing workloads as demanding, poor perceived control of the work, perceived staff shortages and workplace conflicts. However, good communication, job satisfaction and trust in colleagues and in hospital management, appeared to be protective for all three dimensions of burnout. In conclusion, burnout was found to be associated with personal, workplace demands and environmental factors. Improvement of nursing work conditions, conflict prevention and improved communication between hospital managers and staff would be expected to prevent burnout among nurses working in paediatric and maternity wards of Muhima and Kibagabaga District Hospitals.

No

Yes / Given the devastating impact of austerity upon employment in the public sector and the re-prioritising of union funds, it is essential for PCS to continue to develop new and innovative ways of offering support to their officials in respect of their existing roles as well as their potential development into decision making positions and onto committees. Moreover, true influence and representation within the workplace is achieved through an effective voice within the union and as such PCS must continue to promote gender proportionality throughout decision making structures and leadership roles at all levels. Mentoring as a support strategy within business and the third sector has received much attention in recent years and is reportedly positively associated with career and job satisfaction, expectations for advancement, intention to stay (increased tenure), being better able to deal with negative work scenarios and conflict, improved confidence, feeling better prepared and supported and feeling better integrated into a wider organisation or network. This research report, therefore, ultimately seeks to generate empirical evidence to support the development of a national PCS mentoring programme as a means of providing support and encouraging the development of all officials whilst also providing a means for female officials to better circumvent barriers to activism and development. This report presents the headline findings from a large scale survey of almost 500 PCS lay officials and concludes that where informal mentoring already occurs officials receive tangible developmental benefits, moreover there is universal support for the development of a national PCS mentoring programme.

Cartas al Editor / Revisión por pares

The Abstract of Thesis Title¡GThe study of the relationship among hospital employees, emotion labor load and customer-oriented behavior. School¡GNational SUN YAT-SEN University Department¡GInstitute of Human Resource Management Academic year¡G91 Author¡GHsiu-Ching Tai Adviser¡GDr. Bih-Shiaw Jaw Dr. Liang-Chih Huang Abstract At the world competition period, business must pay more attention to customer oriented service and customer satisfaction as the company core ability to face the challenges. Customer-oriented behavior is the necessary condition for business to exist in the world and it becomes the business management trend. Medical treatment in Taiwan will make a revolution in the 21st century by the medical policy changes. This situation makes the hospital management become harder and face more challenges. Medical service industry doesn¡¦t only have normal trait like the common service industry, but also have many specific traits. However, the hospital is a working environment with high emotional labor load. If hospital employees can not deal with their emotions appropriately, it will cause emotional exhaustion and influences customer-oriented behaviors. In order to understand if the emotional exhaustion is a mediator between the emotional labor load and the customer-oriented behavior, also, if the emotional management affects the emotion labor load, emotion exhaustion and customer-oriented behavior is the research purpose. The samples are 503 employees of two hospitals at Kaohsiung, but the valid questionnaires are 399. After SPSS for Windows 8.0 statistic analyzing, the results are summarized as following: 1. The hospital employees with different characters will lead to variance emotional labor load, emotional exhaustion, emotional management and customer-oriented behaviors. 2. There is a relationship between the emotional labor load, emotional exhaustion and customer-oriented behaviors. 3. The relationship between the emotional labor load and customer-oriented behavior has prediction. 4. The emotional exhaustion has intermediary effect between emotional labor load and customer-oriented behavior. 5. The emotional management of emotional empathy, emotional expression and awareness have mediator effects between the emotional labor load and emotional exhaustion. Therefore, the high emotional labor load of hospital employees can be eliminated by emotional expression and awareness, and the emotional exhaustion can be decreased. Then, this situation will influence the customer-oriented behavior. Also, management use human resource management proposal to reinforce employees¡¦ emotional manage skills. IT will help employees decrease the emotional labor load, emotional exhaustion, and improve customer-oriented behavior. Key Words: hospital employees, emotional labor load, emotional exhaustion, emotional management, customer-oriented behavior.

Background: Burnout and physician wellness are becoming increasingly topical. While some surveys have been performed with South African anaesthesiologists, these have been conducted in limited samples. While Burnout is often measured, there is a paucity of research on contributory risk and protective factors. Method: A contextual, prospective, cross-sectional study was conducted. The Maslach Burnout Inventory-Human Services Survey (MBI-HSS) and the Areas of Work-Life Survey (AWS) were used to assess Burnout and contributory organizational risk factors amongst state-employed anaesthesiologists working at Groote Schuur Hospital. Results: Out of a possible 127 members of staff (Medical officers, Registrars and Consultants), 81 responded with 75 completing the full survey (59% response rate). Only 4% of respondents were classified as “burnt out”, defined as scoring 8 high in all three domains of Burnout: High Emotional Exhaustion and Depersonalization and Low Personal Accomplishment. However, 67% of respondents scored high for at least one of the components of Burnout, indicating the majority of the respondents are at risk for developing clinically significant Burnout. The Areas of Work-Life survey showed that respondents found their workload inappropriate. However, responses for the categories of Control, Reward, Community, Fairness and Values were all in the acceptable range. Conclusion: While the overall rate of Burnout was low, the majority of respondents were at risk of developing Burnout. High perceived workload appeared to be a particular contributory factor. Protection against Burnout in this group may be provided by a combination of few organisational risk factors together with feelings of personal accomplishment.

Burnout is a topic that is drawing an increasing amount of attention in the social work field. The compassion and emotional energy that is used daily by these service providers can cause them to experience emotional exhaustion, depersonalization, and reduced personal accomplishment. The effects of burnout are detrimental on several levels. Staff will experience decreased interest and efficiency in their work and may even leave their place of employment. Clients will not receive the help that they require and agencies will suffer from staff turnover and lowered productivity. Utilizing a survey including a burnout inventory and spirituality inventory, data was gathered regarding burnout and the spiritual attitudes and practices of 133 service providers. Results show that there is a negative significant relationship between depersonalization and spirituality. There was a positive significant relationship between personal accomplishment and spirituality. The correlation showed that personal accomplishment was negatively related to emotional exhaustion as well as depersonalization. These results are consistent with the literature in the way that it demonstrates that the use of spiritual beliefs and practices can reduce the effects of burnout on social workers.

The purpose of this study is to integrate the past studies of the consequences of emotional labor via meta-analysis. We tested the relationships between emotional labor, job pressure, job attitudes, and job performance outcomes. Besides, we analyzed the effects of three potential moderators on above relationships: service categories (service relationship/service encounter) and sources of performance ratings (self-rating/ independent-rating). We included 31 independent studies in our meta-analysis and applied Hunter & Schmidt¡¦s (2004) approach to calculate the effect size for testing our hypothesis. Results revealed that surface acting was positively related to emotional exhaustion and negatively related to organization commitment. In addition, deep acting was positively related to job satisfaction, organization commitment and service performance. Finally, Service categories moderated the relationships between surface acting, job satisfaction and service performance. Implication for practices and suggestion for future research are also discussed.

Migrant workers in China tend to suffer from inferior status and hardship in the workplace. Domestic private enterprises have become highly market-oriented and have been criticized for exploiting workers; however, some of them have started to pay increasing attention to motivating and retaining workers. The well-being of migrant workers is worthy of study. This study collected survey data from migrant workers in two Chinese private enterprises in the cosmetics industry, aiming to probe how a harmonious and supportive working environment may benefit workers. It is argued that HR???s assistance to line managers can be conveyed to workers via supervisors, leading to perceptions of a supportive working system (represented by the behaviour of HR, managers and supervisors). This kind of system is likely to promote employees??? identification with the organisation and social exchanges with organisational members. Further, these may improve workers??? psychological state and cooperative worker relations. This thesis starts by presenting migrant workers??? experience and discussing how HRM is practised in Chinese private enterprises. Studies of organisational support are introduced as a foundation to explore the influences of HR on employee outcomes???emotional exhaustion and co-worker assistance???through the mechanism of supervisor support. The results validate the substantial role of effective HR assistance to line managers and the role of the supportive supervisor in improving employees??? well-being and in facilitating helping behaviour among co-workers. Finally, implications for management practices and future research are considered.

Abstract An estimated 33% to 54% of hospital nurses exhibit signs of emotional stress and decreased well-being, which is associated with a negative impact on nurses’ health, job performance, patient care outcomes, and healthcare cost. This project sought to improve nurse well-being by providing nurses with education on mindfulness-based practices. The practice question addressed whether implementing a mindfulness-based education strategy for nurses improved nurse well-being. Three models informed this project: the health promotion model, the andragogical model, and Kirkpatrick’s 4 levels of training evaluation. Sources of evidence included the Maslach Burnout Inventory (MBI) and a knowledge assessment administered to 10 registered nurse participants before and after a 6-week education program. An overall evaluation was also given at the end of the program. Analytical strategies included frequency distributions for demographics and program evaluation as well as measuring the mean difference between pre- and postscores using a paired t test for the MBI and the knowledge assessment. The results of this project demonstrated a significant improvement between pre- and postscores for basic knowledge of mindfulness practices (p = .004), confidence in performing mindfulness practices (p = .001), ability to apply mindfulness practices in the work setting (p = .004), participant’s belief that applying mindfulness practices supports self care (p = .013), and improvement in emotional exhaustion (p = .025). The implications are that teaching nurses mindfulness strategies can decrease emotional exhaustion and stress. Recommendations are to continue this program. The positive impact on social change included improved nurse well-being leading to better patient outcomes.