Background. Emergency department (ED) nurses are prone to develop burnout, however, they also tend to be engaged in their work. The goals of this study were twofold: (1) to establish the frequency...Show moreBackground. Emergency department (ED) nurses are prone to develop burnout, however, they also tend to be engaged in their work. The goals of this study were twofold: (1) to establish the frequency of ED nurses in four burnout - work engagement profiles, and (2) to investigate which work characteristics best separated the four burnout – work engagement profiles. Method. A cross-sectional study was done among 967 ED nurses working in one of 28 hospitals in the Netherlands (response rate 74%). The data was gathered using an online questionnaire. A frequency analysis and a descriptive discriminant analysis were performed. Two separate analyses were done for emotional exhaustion and depersonalization. Results. For emotional exhaustion, the engaged profile was most prevalent among the ED nurses in this sample, followed by the burnout, unengaged and engaged-burnout profiles. For depersonalization, the engaged profile was also most prevalent, followed by the burnout, engaged-burnout and unengaged profiles. Two functions were generated by the descriptive discriminant analysis: (1) the Job Demands-Resources (JDR) function and (2) the mastery function. The JDR function separated the burnout from the engaged profile. When nurses scored high on job demands and low on job resources, they were more likely to be in the burnout profile, and vice versa for the engaged profile. Work-time demands and autonomy were primarily responsible for group separation for burnout overall. For emotional exhaustion staffing was also primarily important, whereas for depersonalization, educational and developmental possibilities and (financial) appreciation were also primarily important for group separation. The mastery function separated the engaged-burnout from the unengaged profile. When nurses had educational and developmental possibilities, and experienced a higher frequency of emotionally demanding and conflict/aggression situations, they were more likely to be in the engaged-burnout profile, and vice versa for the unengaged profile. Conclusion. This study provided insight in the interplay between burnout, work engagement, job demands and job resources. This study shows the importance to improve the ED working environment as many nurses are burned out, and showed that ED nurses can be burned out and engaged simultaneously. The findings support the Job Demands-Resources Model, and show that enhancing job demands and job resources is important to facilitate engaged ED nurses.Show less
Recent research reveals concerning rates of burnout in students, with worrisome consequences. Therefore, interventions to prevent burnout symptoms are desirable. This review aims at exploring...Show moreRecent research reveals concerning rates of burnout in students, with worrisome consequences. Therefore, interventions to prevent burnout symptoms are desirable. This review aims at exploring existing burnout prevention interventions for higher education students and their effectiveness. A systematic review and meta-analysis was conducted to create an overview of existing interventions. To be eligible for this review, a study must be an intervention study, it must be aimed at (a component of) burnout prevention or stress prevention/reduction, it must include a student population and it must be written in English, Dutch or Greek language. Both qualitative and quantitative studies were eligible. Finally, ten studies where included in the qualitative analysis. Qualitative analysis revealed that the included interventions are useful in stress source recognition, stress reduction and increasing relaxation. Therefore, they are seen as helpful in preventing burnout in students. Five of the included studies (239 participants in total) contained enough data to be included in the meta-analysis. The quantitative analysis revealed that the included interventions significantly reduce levels of stress (Hedges’ g intervention-control comparison studies: 0.544; pre-post comparison studies: 0.692), but did not significantly reduce burnout symptoms (Hedges’ g omnibus intervention-control comparison studies: 0.127; focused intervention-control comparison studies: 0.110; omnibus pre-post comparison studies: 0.040; focused pre-post comparison studies: -0.049). In conclusion, results from this review and meta-analysis provide support that effective stress reduction interventions for students exist. However, these interventions are not effective in reducing burnout symptoms. Equalization and operationalization of terms and constructs in this area of research is needed.Show less
Objectives. The current study aims to examine whether four burnout-engagement cluster groups could be identified based on burnout and engagement dimension scores, and to investigate whether these...Show moreObjectives. The current study aims to examine whether four burnout-engagement cluster groups could be identified based on burnout and engagement dimension scores, and to investigate whether these four cluster groups differed significantly in terms of job demands and job resources. Methods. A cross-sectional study, involving 877 professionals working at the Emergency Department, was carried out in 19 hospitals in the Netherlands in 2017. Burnout was assessed by the Utrecht Burnout Scale, work engagement with the 9-item Utrecht Work Engagement Scale, and job demands and job resources by the Leiden Quality of Work Questionnaire for nurses and doctors, and the Quality of Labor Questionnaire. Results. K-means cluster analysis revealed that four groups could be identified with varying levels of burnout complaints and engagement. However, CH-index showed that two main clusters, the burnout and engagement group, were best at describing the data. Subsequent MANOVA analysis revealed that the groups differed in terms of job demands and resources. Additionally, it was found that the engaged group experienced high resources and low demands compared to the burnout group with low resources and high demands. Conclusion. This study found evidence for a distinction between the burnout-engagement cluster groups regarding the burnout and engagement dimension scores. Furthermore, the findings provide confirmation that the burnout and engagement group significantly differed in terms of job demands and job resources. Future research should focus on various perceptions of Emergency Department professionals and longitudinal research.Show less
