RESUMO
Compassion fatigue (CF), or vicarious traumatization, is a state of physical/emotional distress that results from caring for those experiencing pain. We sought to characterize levels of CF in intensive care unit (ICU) and oncology nursing populations with subanalyses comparing specific personal/professional demographic factors. The Professional Quality of Life (ProQOL) scale, a validated tool for assessing CF, burnout (BO), and compassion satisfaction (CS), was distributed to the ICU and oncology divisions of a community hospital. Demographic data and ProQOL scale scores were collected and compared within specialty and gender subgroups. Two-sample t tests and regression analyses were used to compare groups. Statistical significance was defined as p < .05. A total of 86 nurses submitted completed surveys able to be analyzed. Levels of CS were significantly lower (p = .023) and levels of BO were significantly higher (p = .029) in ICU nurses than in oncology nurses. Male nurses exhibited significantly higher CS (p = .001) and significantly lower BO (p = .021) and CF (p = .014) than female nurses. Intensive care unit nurses and female nurses from both ICU and oncology specialties may be at increased risk for developing a poorer overall ProQOL and CF.
Assuntos
Esgotamento Profissional/epidemiologia , Fadiga de Compaixão/epidemiologia , Satisfação no Emprego , Recursos Humanos de Enfermagem Hospitalar/psicologia , Qualidade de Vida , Adulto , Esgotamento Profissional/psicologia , Fadiga de Compaixão/psicologia , Enfermagem de Cuidados Críticos/métodos , Estudos Transversais , Demografia , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem Hospitalar/classificação , Enfermagem Oncológica/métodos , Satisfação Pessoal , Medição de Risco , Inquéritos e QuestionáriosRESUMO
To ensure succession planning within the ranks of nurse managers meet current and projected nursing management needs and organizational goals, we developed and implemented a nurse manager residency program at our hospital. By identifying, supporting, and mentoring clinical experts who express a desire and display an aptitude for nursing leadership, we are graduating individuals who can transition to a nurse manager position with greater ease and competence.
Assuntos
Educação Continuada em Enfermagem/organização & administração , Enfermeiros Administradores , Recursos Humanos de Enfermagem Hospitalar/educação , Mobilidade Ocupacional , Currículo , Hospitais Comunitários , Humanos , Pennsylvania , Desenvolvimento de ProgramasRESUMO
Oncology nurses frequently care for patients who are dying or near death, leading to emotional distress, compassion fatigue, and staff turnover. Providing appropriate social and professional support to nursing staff is imperative to maintaining satisfaction and decreasing turnover. Inpatient and outpatient oncology staff should identify the signs of compassion fatigue and know how to perform self-care to combat it. The experiences of nursing staff and patients with cancer and their families can be improved if nurses feel satisfaction with, and confidence in, performing end-of-life care. The current article discusses the success of helping the staff in the fight against compassion fatigue by implementing bereavement interventions in a community hospital's oncology unit. The program can be applied to many oncology settings and practices to help keep valuable oncology nurses in their careers.
