Nurses Amidst Change

Abstract

This article aims to clarify the concept of change fatigue and deems further exploration of the concept within the discipline of nursing is relevant and necessary. The concept of change fatigue has evolved from the discipline of management as a means to explore organization change and its associated triumphs and failures. Change fatigue has typically been described as one and the same as change resistance, with very little literature acknowledging that they are in fact distinct concepts. Concept clarification has highlighted the striking differences and few similarities that exist between the concepts of change fatigue and change resistance. Further exploration and subsequent research on the concept of change fatigue is needed within the discipline of nursing. The concept not only presents new and alternative perspectives on the processes of organization change, but provides opportunity for theory development that recognizes the impact organizational change has on nurses' work lives.

Change fatigue: The frontline nursing experience of large‐scale organisational change and the influence of teamwork

“…Demonstrated within this study is evidence consistent with other studies that change fatigue is a phenomena that develops over time (Bernerth et al, 2011;McMillan & Perron, 2013). Although not analyzed within the context of this study, further analysis in to the subcategories of Group data may support prior research on nursing teams.…”

“…The effects of continuous change and subsequent coping are often overlooked by higher levels of management in health care organisations, especially from a nursing perspective (Brown, 2016;McMillan & Perron, 2013). It has also been suggested that in any large-scale project, change fatigue should be considered a normal variant (Winter, 2013), especially in new organisations where there may be a general assumption that change is excessive (Rafferty & Griffin, 2006in Bernerth et al, 2011 .…”

“…change appears excessive (Johnson, Bareil, Giraud, & Autissier, 2016;Smollan, 2015). Change fatigue is a phenomenon that represents the overwhelming feeling of stress, exhaustion and burnout associated with rapid and continuous change in the workplace (McMillan & Perron, 2013). The concepts of "change fatigue" and "excessive change" appear within the literature pertaining to a variety of industries and identify the adverse effects of repeated or poorly managed change initiatives, or where changes are implemented without opportunity for a period of recovery or stabilization (Bernerth, Walker, & Harris, 2011;Brown, 2016;Ead, 2015;Johnson et al, 2016;McMillan & Perron, 2013;Stensaker & Meyer, 2012;Vestel, 2013;Winter, 2013).…”

“…Change fatigue is a phenomenon that represents the overwhelming feeling of stress, exhaustion and burnout associated with rapid and continuous change in the workplace (McMillan & Perron, 2013). The concepts of "change fatigue" and "excessive change" appear within the literature pertaining to a variety of industries and identify the adverse effects of repeated or poorly managed change initiatives, or where changes are implemented without opportunity for a period of recovery or stabilization (Bernerth, Walker, & Harris, 2011;Brown, 2016;Ead, 2015;Johnson et al, 2016;McMillan & Perron, 2013;Stensaker & Meyer, 2012;Vestel, 2013;Winter, 2013). Change Fatigue can develop over time and has a compounding effect on existing change stressors, produces symptoms of fatigue and burnout, affects team commitment, staff wellbeing and quality of patient care (Bernerth et al, 2011;Ead, 2015;McMillan & Perron, 2013;Szumilas, 2015).…”

Change Fatigue in Clinical Practice

“…Change fatigue is different from resistance to change (McMillan & Perron, 2013). Had the team reached their capacity-were they fatigued with the amount of change?…”