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 source
of stress that was identified was done so among who worked in the administrative
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9
area 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 time
spent 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 more
focus 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.0000000000000562
This 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
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scales, 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
