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questionnaire, was utilized. A tool known as, The Burnout Measure, was used to assess for burnout, and they also used their questionnaire to determine the demographic information, causes or types of work-related stressors and ways the caregivers coped with stress. The results of this survey identified no correlation between their demographic factors, the time they worked in hospice, or the type of hospice care they provided. Burnout was detected in 6% of the hospice caregivers, while alarming levels were also identified in 28%. The primary sourceof stress that was identified was done so among who worked in the administrative
4-3 MILESTONE THREE - ANNOTATED BIBLIOGRAPHY9area of hospice, while continuously being faced with suffering. Some of the more common means of coping with the stress among the caregivers was related to timespent with their families. The best prevention for burnout included the desire to meet their peers outside of work. The conclusion emphasized the need to put morefocus on prevention and support of caregivers. This case survey and the results directly connects to the PICO(T) question with regards to hospice workers stress, burnout rates, prevention, and means of coping with work-related stress. Head, B., Middleton, A., & Zeigler, C. (2019). Work Satisfaction Among Hospice and Palliative Nurses. Journal of Hospice & Palliative Nursing, 1. doi:10.1097/njh.0000000000000562This article reviews the importance of job satisfaction among hospice and palliative care nurses and points out the costs associated with nurses who leave their jobs due to burnout, compassion fatigue, or other reasons for dissatisfaction. The article discusses a cross-sectional survey, using REDcap software and was performed in April and May of 2015. To analyze this qualitative data, a grounded theory approach was used. The article speaks to a survey and the turnover rates when dissatisfaction impacts the team, and how it can ultimately affect the entire hospice environment, including terminally ill patients and their families as well. This was a nationwide survey, while the article involved 633 hospice and palliative care nurses and reviewed their job satisfaction, their perceived job stressors, any intent they may have regarding resigning the current work environment, ideas for improving the work environment, and current or anticipated self-care strategies they are already involving themselves in. The research study found connections between the home healthcare job satisfaction
4-3 MILESTONE THREE - ANNOTATED BIBLIOGRAPHY10scales, and the individual self-rated job satisfaction scales. The self-rated survey and scaling indicated for job satisfaction, the possibility of resigning from the position, as well as any potential considerations about quitting the job. While there was also a very high likelihood between salary and ones satisfaction with their current hospice position, their relationship with the organization, their sentiments about their control within the work they performed, as well as pride and autonomy in their current role. The qualitative data was analyzed through