Hardiness, coping, and burnout in the nursing workplace

Simoni, Patricia S.; Paterson, John

doi:10.1016/s8755-7223(97)80069-5

Cited by 53 publications

(38 citation statements)

References 24 publications

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“…In what concerns to the relationship between personality and burnout among nurses, some evidence has been found in the literature (e.g., Boyle Grap, Younger, & Thornby, 1991;Ghorpade, Lackritz, & Gangaram, 2011;Phillips, 2011;Risquez et al, 2011;SaksvikLehouilliera et al, 2012;Simoni & Paterson, 1997). In particular, hardiness has shown to be a protector in the process of burnout among nurses (Garrosa, Rainho, Moreno-Jiménez, & Monteiro, 2010).…”

Section: Hardiness Y El Síndrome De Burnout: Un Estudio Transculturalmentioning

confidence: 99%

Hardiness and burnout syndrome: A cross-cultural study among Portuguese and Brazilian nurses

et al. 2014

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This cross-cultural study investigated and compared the infl uence of hardiness in burnout among Portuguese and Brazilian nurses, as measured by the Maslach Burnout Inventory-Human Service Survey (MBI-HSS) and the Personal Views Survey (PVS). The sample consisted of 630 nurses working in hospitals (394 Portuguese, 236 Brazilians). The statistical analysis using multiple linear regression showed that hardiness is a personality trait that explains burnout, presenting different predictive models for each sample. Results suggested that overall work characteristics and work settings of Portuguese and Brazilian nurses explained the differences found between the samples. Findings suggested that future applied interventions aiming to reduce burnout among Portuguese and Brazilian nurses, should contemplate different hardiness dimensions.Keywords: Burnout, cross-cultural study, hardiness, nurses. Hardiness e Sindrome de

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Section: Hardiness Y El Síndrome De Burnout: Un Estudio Transculturalmentioning

confidence: 99%

Hardiness and burnout syndrome: A cross-cultural study among Portuguese and Brazilian nurses

et al. 2014

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“…The number of home care workers 4) in health care professionals has been increasing since 1990s 5) . Health care professionals are reported to experience a high rate of burnout [6][7][8][9] , defined as a syndrome of emotional exhaustion and cynicism that occurs among the individuals in human services 10) . Interpersonal relationships with clients [11][12][13] , coworkers and supervisors 9,[14][15][16] have been receiving attention as a predictor of burnout 17) , besides job overload and job conflict 7,14,18) .…”

mentioning

confidence: 99%

Interpersonal Conflict, Social Support, and Burnout among Home Care Workers in Japan

Fujiwara

Tsukishima

Tsutsumi

et al. 2003

Journal of Occupational Health

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Medicine-To examine associations between interpersonal relationships in work settings and burnout, a cross-sectional survey was conducted on home care workers in Sapporo, Japan, by using the Maslach Burnout Inventory (MBI) and scales of interpersonal conflict and social support developed by the authors. Questionnaires were distributed among 303 subjects and returned by 243 subjects (80%). Complete answers were obtained from 106 subjects and were used for analysis. In multiple regression analyses, conflict with clients and their families significantly related to emotional exhaustion and depersonalization of the MBI (p<.05). Supervisory conflict significantly related to emotional exhaustion (p<.05), whereas coworker conflict significantly associated with depersonalization (p<.01). It is suggested that conflicts with clients' families, as well as clients, are important i n d i c a t o r s f o r e m o t i o n a l e x h a u s t i o n a n d depersonalization of home care workers. (J Occup Health 2003; 45: 313-320)

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“…Studies show that individuals who score higher on hardiness measures, such as the Dispositional Resilience Scale (Bartone, Ursano, Wright, & Ingraham, 1989), are more resistant to illness and depression, have fewer somatic complaints, are less likely to have fearful thoughts when faced with threat or challenge, and are less likely to use drugs and alcohol (Funk, 1992;Maddi, Wadhwa, & Haier, 1996;Manning, Williams, & Wolfe, 1988). In addition, studies performed on nurses suggest that nurses with high levels of hardiness experience less emotional exhaustion or burnout (Costantini, Solano, Di Napoli, & Bosco, 1997;Simoni & Paterson, 1997).…”

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confidence: 99%

First-Term Attrition in the Navy: Causes and Proposed Solutions

Larson¹,

Kewley²

2000

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SUMMARYMore than 18% of Navy recruits leave the service within the first 6 months, and more than 37% are discharged before the end of their first term. By reducing the attrition rate, the Navy could slash costs for recruiting, training, equipment, and related expenses. For example, the General Accounting Office estimates that in fiscal year 1996, the joint services lost an investment of $39 million by recruiting and training enlistees who separated before they had completed 6 months of service. The purpose of this research was to identify major individual and organizational factors that cause attrition, and to develop a set of interventions or recommendations for reducing attrition. Interviews were conducted with Navy personnel to determine perceptions of the types of individuals who are most likely to attrite and the organizational factors that increase attrition. Results from the interviews were then combined with other data, including Navy documents such as official instructions and press releases, government technical reports and briefings, media sources such as The Navy Times, and a variety of unofficial Navy surveys and meeting notes that were volunteered by respondents during interviews.The following factors play an important role in boot camp attrition:1. Inadequate preparation for transition from civilian life to recruit training, including incorrect or unclear expectations of military life, and poor civilian physical conditioning and lifestyle. 2. Failure to adapt to recruit training for reasons such as low stress resistance, homesickness, malingering, and immaturity. 3. Discipline problems stemming from disrespect for authority and disobedience of rules and regulations. 4. Medical/physical problems, many of which were not detected during earlier medical exams. 5. Fraudulent enlistment. 6. Screening deficiencies, including failure to detect mental disorders and personality disorder. 7. Drug use.The following factors play an important role in "A" school nonacademic attrition.(Academic attrition was not studied because personnel who attrite for academic reasons typically stay in the Navy).

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Hardiness, coping, and burnout in the nursing workplace

Cited by 53 publications

References 24 publications

Hardiness and burnout syndrome: A cross-cultural study among Portuguese and Brazilian nurses

Hardiness and burnout syndrome: A cross-cultural study among Portuguese and Brazilian nurses

Interpersonal Conflict, Social Support, and Burnout among Home Care Workers in Japan

First-Term Attrition in the Navy: Causes and Proposed Solutions

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