The Role Of Burnout And Job Dissatisfaction Linking It 's Effect On Patient Outcomes

The Role Of Burnout And Job Dissatisfaction Linking It 's Effect On Patient Outcomes

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There are many studies referencing nursing burnout as it relates to the national nursing shortage. Two research studies confirm the relationship between burnout and job dissatisfaction linking it to its effect on patient outcomes. One documented study conducted by the RWJ Foundation, titled Nurse Burnout and Patient Satisfaction cited:
· 317 shifts were logged over 28 days between 393 RNs
· 360 shifts, nurses reported being mandated to work overtime
· 143 shifts where they were “coerced” to work voluntary overtime
· 199 errors and 213 near errors reported during the data-gathering period
· 58 % of the errors and 56% of the near errors involved medication administration
· 18% were procedural errors, 12% charting errors, and 7% transcription errors
The study indicated a direct relationship between unsafe nursing practice and the number of hours worked in a day; therefore, compromising the safety of patients.
A similar study produced The Aiken Fact sheet by Aiken, Clarke, Sloane, Sochalski, and Silber titled: Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction. The results of the study concluded:
For a ratio greater than 1 nurse for 4 patients, each additional patient corresponded to a 23% increased risk of burnout, as well as a 15% increase in the risk of job dissatisfaction. Forty-three percent of nurses reporting burnout and job dissatisfaction intend to leave their current position within the next 12 months; only 11% of nurses satisfied with their current positions intend to leave within the next 12 months.
The Aiken fact sheet summarizes many sources, all reinforcing its claim, that the link between nurses staying in the workforce and wanting to leave, is job satisfaction. It also cites...

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... expressed the psychosocial aspects of nursing focusing on the nurse as a person. Renee Johnson personalizes the nurse as someone who practices what they have learned, by personal experiences, good, bad or indifferent. Absent role models, lack of experienced preceptors in orientation, nurses who are burned out, tired and unable to utilize good critical thinking skills, low self-esteem or poor coping mechanisms, or invisible management. Many factors can influence the disruptive behavior and it; over time, is accepted as normal or becomes buried. Susan Strauss has a different perspective, that oppression plays a role in nurse to nurse bullying. The larger population of the two, being female who is targeted and the smaller group, administration or management acts as the oppressor, largely male dominant. Both theorists indicate a power struggle in a dysfunctional system.

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