Burnout and collegial support in state psychiatric hospital staff

Corrigan, Patrick W.; Holmes, E. Paul; Luchins, Daniel J.

doi:10.1002/1097-4679(199509)51:5<703::aid-jclp2270510516>3.0.co;2-p

Cited by 40 publications

(49 citation statements)

References 11 publications

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“…For example, Reid et al (1999a, b) found that specific coping strategies such as informal contacts with colleagues promoted job satisfaction, in turn lowering burnout. This buttressed the prior work that describes a meaningful association between collegial support and burnout (Corrigan, Holmes, & Luchins, 1995). However, as no interventions have yet shown to be effective in reducing burnout and secondary trauma, suggestions to this end cannot be offered.…”

Section: Discussionmentioning

confidence: 99%

Burnout and Secondary Trauma Among Forensic Interviewers of Abused Children

Perron¹,

Hiltz²

2006

Child Adolesc Soc Work J

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This study examined factors associated with burnout and secondary trauma among forensic interviewers of abused children. Sixty-six forensic interviewers who are affiliated with advocacy centers across the United States completed an online survey. The Oldenburg Burnout Inventory and Secondary Traumatic Stress Scale were used to measure burnout and secondary trauma, respectively. Results indicate that organizational satisfaction has a moderate inverse relationship with burnout and a slight inverse relationship with secondary trauma. The number of forensic interviews conducted or length of employment in forensic interviewing did not have a strong relationship with either burnout or secondary trauma.

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Section: Discussionmentioning

confidence: 99%

Burnout and Secondary Trauma Among Forensic Interviewers of Abused Children

Perron¹,

Hiltz²

2006

Child Adolesc Soc Work J

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“…A sampling of these strategies, which have been described at various levels of detail, includes the following: (1) competitive salaries, (2) financial and non-financial incentives to enhance staff motivation and morale, (3) opportunities for promotion and career advancement, (4) funding for increased staffing levels, (5) training staff on self-care strategies, (6) additional clinical supervision and mentoring, (7) clear job descriptions/expectations, (8) routine assessment of burnout, (9) flexible work schedules, (10) social events and informal support, (11) in service trainings, and (12) open-door policies with management. 7,9,32,[35][36][37][38][39] All of the above cited actions may have a potential impact in decreasing the negative consequences associated with burnout and its effect on turnover, but as previously stated, the empirical support for these interventions is lacking.…”

Section: Interventions To Decrease Burnoutmentioning

confidence: 99%

Burnout in the Mental Health Workforce: A Review

Paris

Hoge

2009

J Behav Health Serv Res

177

144

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There are enormous concerns regarding the recruitment, retention, training, and performance of the behavioral health workforce. Paramount among these concerns is turnover, which causes disruption in continuity of care, diminishes access to care while a position remains vacant, and poses financial hardship on the provider organization through costs related to recruitment, orientation, and training of a new hire. There is frequent mention of burnout within the literature and among behavioral health managers as a potential cause of turnover. However, there is no recent or comprehensive review of burnout that examines the evidence surrounding its validity, utility, and potential relationship to turnover. The purpose of this paper is to provide such a review by examining the construct of burnout, methodological and measurement issues, its prevalence in the mental health workforce, correlates of burnout, and interventions to decrease it. The implications for provider organizations and recommendations for future research are identified.

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“…For example, a perceived lack of collegial supports has been associated with burnout among psychiatric workers (Corrigan, Holmes, & Luchins, 1995;Corrigan et al, 1994). K. I.…”

Section: Evidence For the Importance Of Relatednessmentioning

confidence: 99%

Psychological Needs and Threat to Safety: Implications for Staff and Patients in a Psychiatric Hospital for Youth.

Lynch¹,

Plant²,

Ryan³

2005

Professional Psychology: Research and Practice

145

103

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For psychiatric care workers and administrators, physical threat from behaviorally dysregulated patients is an important issue tied to many others, including workers' job satisfaction, motivation, well-being, and attitude toward patients. Yet, the impact of threats to physical safety may be offset by factors in the clinical environment. The authors tested hypotheses derived from self-determination theory concerning the relations of workplace need satisfaction and perceived threat to motivation, attitudes, and well-being among clinical staff within an adolescent psychiatric inpatient hospital. Also tested were relations between need satisfaction and treatment motivation among adolescent patients. To improve the experience of psychiatric workers and their patients, clinical staff and their administrators must attend to the satisfaction of needs for autonomy, relatedness, and competence.For the worker in a psychiatric inpatient facility, the question "How satisfied am I on the job?" can have multiple meanings, and its answer can have multiple determinants. Job satisfaction in the traditional sense conveys a contentment with salient aspects of the job's demands and rewards, a contentment that in turn may be shaped by the affective "climate" of the workplace (Brief & Weiss, 2002). Job demands can of course include everyday work-related responsibilities, whereas rewards are often thought of as tangible things like pay and benefits; in an inpatient setting, the work climate may be shaped by, among other things, the risks to safety inherent in working with behaviorally compromised patients. Yet, presumably there are other aspects of such work settings that can contribute to the overall climate in ways that buffer psychiatric employees from the risks of their jobs while providing them a sense of satisfaction in what they do.There is, in fact, a growing literature that highlights how various attributes of treatment settings affect the motivation and mental health of care workers. This study extends the literature by applying a model of self-motivation and adjustment derived from selfdetermination theory (SDT; Deci & Ryan, 1985;. Specifically tested are the relations of worker outcomes (such as "buying into" or acceptance of hospital programs, attitudes toward patients, and employee well-being and job satisfaction) both with satisfaction of basic psychological needs at work and with the experience of threat to safety on the job. Subsidiary goals of this study included testing whether enjoyment of work, or intrinsic job satisfaction, accounts for more variance in well-being and motivation than does extrinsic job satisfaction, or satisfaction with pay and benefits. Finally, in a parallel model, we also examined whether the relation between need satisfaction and "buying into" the treatment program would hold for psychiatric patients, as we predicted it would for staff.To explicate the basis for these predictions, we present a review of the SDT model of basic needs and their importance in work and treatment settings. We review...

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Burnout and collegial support in state psychiatric hospital staff

Cited by 40 publications

References 11 publications

Burnout and Secondary Trauma Among Forensic Interviewers of Abused Children

Burnout and Secondary Trauma Among Forensic Interviewers of Abused Children

Burnout in the Mental Health Workforce: A Review

Psychological Needs and Threat to Safety: Implications for Staff and Patients in a Psychiatric Hospital for Youth.

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