Evolution of Job Satisfaction and Burnout Levels of Emergency Department Professionals during a Period of Economic Recession

Abstract

Satisfaction at work has been found to be a predictive factor of permanency. On the other hand, burnout has been associated with financial loss. The purpose of this study was to analyse the levels of satisfaction and burnout of professionals in a hospital emergency department and make a comparison with results from the same service during the economic recession in 2012. An analytical, cross-sectional and descriptive study was undertaken during two time periods into the levels of satisfaction and burnout of the professionals of an emergency department. Consequently, 146 replies were received. The percentage of professionals who considered their salary to be unsatisfactory in 2012 diminished in comparison with 2018 (p = 0.034), while job stability was considered more satisfactory in 2018 (p = 0.039) and the timetable in 2018 as more unsatisfactory (p = 0.009). With regards to burnout, it was observed that in 2018 the score for depersonalisation had fallen (p = 0.029) in comparison with 2012. An improvement in the level of satisfaction is observed in 2018, and more positive scores have also been found in the depersonalisation subscale in 2018. An inverse association was observed between depersonalisation in 2018 and overall satisfaction.

Burnout and job satisfaction of healthcare workers in Slovenian nursing homes in rural areas during the COVID-19 pandemic

“…satisfaction is a predictor of burnout. Results of the in-depth interviews confirm those studies showing that job satisfaction causes burnout syndromes by healthcare workers [21], and not vice versa [23].…”

“…Annual income and household economic-well-being had a positive association with job satisfaction among healthcare workers in nursing homes [20]. Many studies have shown a negative relationship between job satisfaction and the burnout syndrome of nurses and doctors in a hospital environment from two perspectives: causes and consequences [20,21]. For example, a Turkish study on 250 emergency department professionals in two hospitals found out that a significant relationship exists between burnout and job satisfaction: emotional exhaustion was a significant predictor of all three dimensions of job satisfaction, while depersonalization had no significant effect on job satisfaction [20].…”

“…Moreover, gender, age, education and marital status had no significant effect on any form of satisfaction [20]. Fontova-Almató et al [22] in 2018 observed an inverse relationship between depersonalisation and overall satisfaction in the analysis of satisfaction and burnout in the emergency department of a Spanish hospital, the results of which were compared with the results of the same service during the economic recession in 2012 [21]. On the other hand, some studies have shown exactly the opposite, that job satisfaction is a predictor of burnout [23].…”

Communication Skills and Transformational Leadership Style of First-Line Nurse Managers in Relation to Job Satisfaction of Nurses and Moderators of This Relationship

“…According to Coomber and Barriball [ 26 ], an examination of the sources of job dissatisfaction over time has revealed that the most important factors for the stability of nurses are still the work environment and not individual or demographic factors. Many studies have examined and confirmed the relationship between nurses’ job satisfaction and the quality of healthcare perceived by patients [ 7 , 19 , 20 , 31 ], as well as nurses’ retention [ 26 , 38 , 41 , 43 ] and their burnout [ 24 , 44 ]. In accordance with Kalisch [ 13 ], we assume that higher job satisfaction of nurses will result in cost savings, because high JS is associated with lower turnover [ 25 , 45 , 46 ].…”

The Impact of Employee Training Programs on Job Performance and Job Satisfaction in the Telecommunication Companies in Malaysia

“…The primary purpose of this research is to investigate the relationships between the independent variable (training program conducted) and dependent variables job performance (Mahmood et al, 2018;Swaminathan et al, 2019;Gridwichai et al, 2020;Alnawfleh, 2020) and job satisfaction (Cascio, 1995;Latif, 2012;Imran & Tanveer, 2015;Ahmed et al, 2016;Sri Dhurgah et al, 2018;Cherif, 2020;Fontova-Almato et al, 2020). This research can be very beneficial for academics as well as managers who anticipate providing training to employees to get them ready to face the challenges that are present in the business environment especially after the lockdown is ended due to the Covid-19 pandemic.…”