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The role of rewards and demands in burnout among surgical nurses

100%
Basińska B. A., Wilczek-Rużyczka E.
International Journal of Occupational Medicine and Environmental Health
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2013
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vol. 26
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issue 4
593-604
EN
Objective: Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees' development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector.
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Ocena własności psychometrycznych polskiej adaptacji kwestionariusza Meistera do oceny obciążenia psychicznego w pracy pielęgniarki

81%
Dębska G., Wilczek-Rużyczka E., Foryś Z., Pasek M.
Medycyna Pracy
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2013
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vol. 64
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issue 3
349-358
EN
Background: The objective of this study was to assess psychometric properties of the Polish version of the Meister questionnaire for subjective assessment of work-related mental load among nurses. Material and Methods: A group of 211 nurses (mean age, 43.1±7.26) participated in our study. In the process of adaptation stability (test-retest) reliability and factorial validity were assessed. The Maslach Burnout Inventory (MBI) was used as a tool for assessing construct validity). Results: Factor analysis of the questionnaire confirmed a very good fit between input data and factor model (Kaiser-Mayer-Olkin measure of 0.83). Selected variables, including overload, monotony, and non-specific load, explained 57%, 41%, and 66% of the variance, respectively. The analysis proved high validity of the tool, Cronbach alpha was 0.83 for the total score. The correlation factor for questions and scores in subscales was high. Repeated measurements resulted in similar outcomes, which proved the stability of this measure. The analysis of construct validity showed that overload, monotony, and non-specific load presented positive correlation with emotional exhaustion and depersonalisation. Correlation between variables was moderate (rHO = 0.39–0.58; p < 0.001). The total score indicated the following correlations: strong positive with emotional exhaustion (rHO = 0.6, p < 0.001), negative with personal achievements, and positive and moderate with depersonalisation (rHO = –0.14; p < 0.05, rHO = 0.48; p < 0.001). Conclusion: The Polish version of the Meister questionnaire meets all psychometric criteria and may be used for evaluating mental load among nurses. Med Pr 2013;64(3):349–358
PL
Wprowadzenie: Celem pracy była ocena własności psychometrycznych polskiej adaptacji kwestionariusza Meistera do subiektywnej oceny obciążenia psychicznego związanego z wykonywaną pracą. Materiał i metody: Proces adaptacji przeprowadzono w grupie 211 pielęgniarek (średnia wieku: 43,1±7,26). W procesie zastosowano ocenę: stabilności (test-retest), rzetelności oraz trafności czynnikowej. Do oceny trafności teoretycznej wykorzystano narzędzie MBI (Maslach Burnout Inventory - kwestionariusz do oceny wypalenia zawodowego). Wyniki: Analiza trafności czynnikowej badanego narzędzia wskazywała na bardzo dobre dopasowanie danych wyjściowych do modelu czynnikowego (0,83 - miara Kaisera-Mayera-Olkina). Wyodrębnione czynniki: przeciążenie, monotonia, niespecyficzne obciążenie wyjaśniają odpowiednio 57%, 41% i 66% wariancji. Wykazano wysoką rzetelność narzędzia, współczynnik α Cronbacha dla wyniku ogólnego wynosił 0,83, wysoki był współczynnik korelacji pytań z wynikiem podskal. W pomiarach powtórzonych uzyskano podobne wyniki, co świadczy o stabilności narzędzia. Analiza trafności teoretycznej wykazała, że przeciążenie, monotonia, niespecyficzne obciążenie było związane pozytywnie z wyczerpaniem emocjonalnym i depersonalizacją. Korelacja między zmiennymi była umiarkowana (rHO = 0,39-0,58; p < 0,001). Wynik ogólny korelował dodatnio silnie z wyczerpaniem emocjonalnym (rHO = 0,6, p < 0,001), ujemnie z poczuciem osiągnięć osobistych oraz dodatnio i umiarkowanie z depersonalizacją (rHO = -014; p < 0,05, rHO = 0,48; p < 0,001). Wniosek: Polska wersja kwestionariusza Meistera spełnia kryteria psychometryczne i może być stosowana do oceny obciążenia psychicznego w pracy pielęgniarki. Med. Pr. 2013;64(3):349–358
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Shift schedule, work–family relationships, marital communication, job satisfaction and health among transport service shift workers

71%
Iskra-Golec I., Smith L., Wilczek-Rużyczka E., Siemiginowska P., Wątroba J.
International Journal of Occupational Medicine and Environmental Health
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2017
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vol. 30
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issue 1
121-131
EN
Objectives Existing research has documented that shiftwork consequences may depend on the shift system parameters. Fast rotating systems (1–3 shifts of the same kind in a row) and day work have been found to be less disruptive biologically and socially than slower rotating systems and afternoon and night work. The aim of this study was to compare day workers and shift workers of different systems in terms of rotation speed and shifts worked with regard to work–family and family–work positive and negative spillover, marital communication style, job satisfaction and health. Material and Methods Employees (N = 168) of the maintenance workshops of transportation service working different shift systems (day shift, weekly rotating 2 and 3‑shift system, and fast rotating 3-shift system) participated in the study. They completed the Work– Family Spillover Questionnaire, Marital Communication Questionnaire, Minnesota Job Satisfaction Questionnaire and the Physical Health Questionnaire (a part of the Standard Shiftwork Index). Results The workers of quicker rotating 3-shift systems reported significantly higher scores of family-to-work facilitation (F(3, 165) = 4.175, p = 0.007) and a higher level of constructive style of marital communication (Engagement F(3, 165) = 2.761, p = 0.044) than the workers of slower rotating 2-shift systems. There were no differences between the groups of workers with regard to health and job satisfaction. Conclusions A higher level of work–family facilitation and a more constructive style of marital communication were found among the workers of faster rotating 3-shift system when compared to the workers of a slower rotating 2-shift system (afternoon, night). This may indicate that the fast rotating shift system in contrary to the slower rotating one is more friendly for the work and family domains and for the relationship between them. Int J Occup Med Environ Health 2017;30(1):121–131
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