Beneficios positivos de cuidar en la motivación y el bienestar del personal de enfermería: un estudio de diario sobre el papel de las habilidades de regulación emocional en el trabajo / Positive benefits of caring on nurses’ motivation and well-being: A diary study about the role of emotional regulation abilities at work

La investigación reciente revela que no todas las demandas de trabajo tienen efectos negativos sobre el bienestar de los trabajadores, y sugiere que los efectos negativos o positivos de éstas dependen del sector laboral que se esté abordando. Específicamente, las demandas emocionales en el trabajo, que son el corazón del trabajo de enfermería, pueden ser interpretadas por el personal de enfermería como un reto que promueve la motivación y bienestar entre estos profesionales, especialmente cuando hay recursos personales y laborales disponibles. El estudio tuvo dos objetivos. En primer lugar, examinar si las exigencias emocionales diarias dentro del contexto del trabajo de enfermería tienen un efecto positivo en la motivación diaria del personal de enfermería en el trabajo (vigor) y en el bienestar en el hogar (vitalidad y sentimientos positivos). En segundo lugar, explorar si este efecto positivo podría mejorarse por las habilidades de regulación emocional del personal de enfermería. Esta investigación utilizó un diseño de diario para explorar las experiencias cotidianas y analizar cómo las variaciones de las características laborales y personales específicas pueden afectar los niveles de motivación y bienestar a lo largo de los días. Cincuenta y tres enfermeras que trabajan en diferentes hospitales españoles y centros sanitarios de atención primaria completaron un cuestionario diario durante 5 días laborables consecutivos en dos momentos diferentes, después del trabajo y por la noche (N = 53 participantes y N = 265 observaciones). En línea con nuestras hipótesis, el análisis multinivelreveló que, por un lado, las demandas emocionales en eltrabajo durante el día tuvieron un efecto positivo en el vigor en el trabajo y en la vitalidad en casa. Por otra parte, los análisis mostraron que el personal de enfermería con más habilidades de regulación emocional presentó mayores niveles de motivación en el trabajo y bienestar en el hogar cuando se enfrentaban a altas demandas emocionales en el trabajo, mostrando un efecto 'spillover' después del trabajo. Estos hallazgos apoyan la idea de que las demandas emocionales de la profesión de enfermería pueden actuar como desafíos que promueven la motivación y el bienestar, especialmente si se dispone de los recursos emocionales adecuados

Recent research reveals that not all job demands have negative effects on workers’ well-being and suggests that the negative or positive effects of specific job demands depend on the occupational sector. Specifically, emotional job demands form the heart of the work for nurses and for this reason they can be interpreted by nurses as a challenge that promotes motivation and well-being among these professionals, especially if personal and job resources become available.The study had two objectives. First,to examine whether daily emotional demands within a nursing work context have a positive effect on nurses’ daily motivation atwork (vigour) and well-being at home (vitality and positive affect). Second, to explore whether this positive effect could be enhanced by nurses’ emotional regulation abilities. This research used a diary design to explore daily experiences and to analyze how variations in specific job or personal characteristics can affect levels of motivation and well-being across days. Fifty-three nurses working in different Spanish hospitals and primary health care centres completed a general questionnaire and a diary booklet over 5 consecutive working days in two different moments, after work and at night (N = 53 participants and N = 265 observations). In line with our hypotheses, multi-level analyses revealed that, on the one hand, day-level emotional demands at work had a positive effect on vigour at work and on vitality at home. On the other hand, analyses showed that nurses with higher emotional regulation abilities have more motivation at work and well-being at home when they have to face high emotional demands at work, showing a spill over effect after work. These findings support the idea that emotional demands from the nursing profession can act as challenges which promote motivation and well-being, especially if internal emotional resources become available

Effects of a 1 year development programme for recently graduated veterinary professionals on personal and job resources: a combined quantitative and qualitative approach.

BACKGROUND: The early years in professional practice are for many veterinary and medical professionals a period of great challenges and consequently increased stress levels. Personal resources appear to have a positive impact on the course of this transition period. Personal resources are defined as developable systems of positive beliefs about one's self and the world that are generally linked to resilience. They are negatively related to burnout and positively and reciprocally to job resources, work engagement and job performance. With the aim of enhancing personal resources of recently graduated veterinarians, a 1 year multi-modular resources development programme was designed. This study was conducted to analyse: 1. if and how the development programme affected participants' personal resources, and 2. if and how personal resources affected participants' work characteristics and work engagement. RESULTS: Quantitative study: Twenty-five participants and ten non-participants completed an online survey covering personal resources, job resources and work engagement at the start and finish of the programme. Results showed a significant increase of personal resources in participants for self-reported ratings of proactive behaviour (Effect Size=-0.4), self-efficacy (Effect Size=-0.6) and reflective behaviour (Effect Size=-0.6). Results of the control group were not significant, although some moderate effect sizes were found. Qualitative study: Additionally 16 semi-structured interviews with participants of the programme were taken 6 months after finishing the programme. Analysis of the interviews revealed that participants also developed other important personal resources namely self-acceptance, self-esteem, awareness of own influence and responsibility. The reflection process, which took place in the course of the programme, seemed to be a necessary step for the development of the other personal resources. According to participants of the resources development programme, the increase in personal resources also gave rise to an increase in job resources. CONCLUSION: The multi-modular resources development programme seems to support development of participants' personal resources. Because personal resources are beneficial in improving well-being irrespective of where an individual starts working, it is important to give them explicit attention in educational settings.

Measuring potential predictors of burnout and engagement among young veterinary professionals; construction of a customised questionnaire (the Vet-DRQ).

The Job Demands-Resources model (JD-R model) was used as the theoretical basis of a tailormade questionnaire to measure the psychosocial work environment and personal resources of recently graduated veterinary professionals. According to the JD-R model, two broad categories of work characteristics that determine employee wellbeing can be distinguished: job demands and job resources. Recently, the JD-R model has been expanded by integrating personal resource measures into the model. Three semistructured group interviews with veterinarians active in different work domains were conducted to identify relevant job demands, job resources and personal resources. These demands and resources were organised in themes (constructs). For measurement purposes, a set of questions ('a priori scale') was selected from the literature for each theme. The full set of a priori scales was included in a questionnaire that was administered to 1760 veterinary professionals. Exploratory factor analysis and reliability analysis were conducted to arrive at the final set of validated scales (final scales). 860 veterinarians (73 per cent females) participated. The final set of scales consisted of seven job demands scales (32 items), nine job resources scales (41 items), and six personal resources scales (26 items) which were considered to represent the most relevant potential predictors of work-related wellbeing in this occupational group. The procedure resulted in a tailormade questionnaire: the Veterinary Job Demands and Resources Questionnaire (Vet-DRQ). The use of valid theory and validated scales enhances opportunities for comparative national and international research.

Burnout and engagement, and its predictors in young veterinary professionals: the influence of gender.

With the aim to assess levels of burnout and work engagement in junior veterinarians and identify predictors of burnout and work engagement in male and female veterinarians, 1760 veterinarians who had graduated in The Netherlands between 1999 and 2009, received an electronic questionnaire. Veterinarians numbering 860 (73 per cent females) participated. Levels of exhaustion, cynicism and work engagement were significantly lower compared to the norm group (a random sample of the Dutch working population). Male veterinarians were less exhausted and more engaged than female veterinarians. Exhaustion decreased over the years. Job demands positively related to exhaustion were work-home interference and workload. Job resources positively related to work engagement were opportunities for professional development and skills discretion (ie, the ability to use and develop skills on the job. Personal resources explained more of the variance in work engagement of female and male veterinarians (31 per cent and 42 per cent) than of the variance in exhaustion (19 per cent and 21 per cent) and cynicism (19 per cent and 10 per cent). Personal resources positively related to work engagement were self-efficacy and proactive behaviour. Relative importance analysis revealed differences between men and women in the importance of various job demands, job resources and personal resources in explaining burnout and engagement in young veterinary professionals.

Remote postconditioning is more potent than classic postconditioning in reducing the infarct size in anesthetized rabbits.

PURPOSE: Postconditioning confers protection to the heart after a potentially lethal episode of prolonged ischemia. There is evidence that it may also be protective when applied at a distal artery. In the present study, we sought to determine whether remote postconditioning within the heart (local) or outside the heart (distal) is effective in salvaging the ischemic heart in vivo and to compare its effect with that of the classic postconditioning. METHODS: Twenty seven open chest New Zealand white anesthetized male rabbits were divided into four groups and were exposed to 30 min regional myocardial ischemia (isc), after ligation of a prominent coronary artery, followed by 3 h reperfusion (rep) after releasing the snare. Control group (n = 7) was subjected to no additional interventions, postC group (n = 6) was subjected to four cycles of 1 min isc/1 min rep of the same coronary artery at the beginning of reperfusion, remote local postC group (n = 7) to four cycles of 1 min isc/1 min rep of another coronary artery 30 s before the end of index isc and remote distal postC group (n = 7) to four cycles of 1 min isc/1 min rep of another (carotid) artery again 30 s before the end of index isc. Infarct size (I) and area at risk (R) were delineated with the aid of TTC staining and green fluorescent microspheres respectively and their ratio was expressed in percent (%I/R). RESULTS: Remote local and remote distal postC reduced the % I/R ratio (17.7 +/- 1.7% and 18.4 +/- 1.6%, respectively vs 47.0 +/- 2.5% in the control group, P < 0.01). Classic PostC had an intermediate protective effect (33.1 +/- 1.7%, P < 0.05 vs all the other groups). CONCLUSION: Remote postconditioning consisted of 1 min isc/1 min rep protects the ischemic rabbit heart in vivo, independently of the site of the remote artery. This intervention seems to confer a stronger protection than the classic postconditioning.

Burnout and engagement at work as a function of demands and control.

OBJECTIVES: The present study was designed to test the demand-control model using indicators of both health impairment and active learning or motivation. METHODS: A total of 381 insurance company employees participated in the study. Discriminant analysis was used to examine the relationship between job demands and job control on one hand and health impairment and active learning on the other. RESULTS: The amount of demands and control could be predicted on the basis of employees' perceived health impairment (exhaustion and health complaints) and active learning (engagement and commitment). Each of the four combinations of demand and control differentially affected the perception of strain or active learning. Job demands were the most clearly related to health impairment, whereas job control was the most clearly associated with active learning. CONCLUSIONS: These findings partly contradict the demand-control model, especially with respect to the validity of the interaction between demand and control. Job demands and job control seem to initiate two essentially independent processes, and this occurrence is consistent with the recently proposed job demands-resources model.

The job demands-resources model of burnout.

The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

A model of burnout and life satisfaction amongst nurses.

This study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses' life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.