Retention of critical care staff

Ackerman, Alice D.

doi:10.1097/00003246-199309001-00063

Cited by 25 publications

(16 citation statements)

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“…Turnover, or lack of retention of qualified personnel in the job environment, occurs frequently in critical care nursing, with reported annual rates exceeding 25% to 60%. 3 Accordingly, reducing the ICU nurse turnover rate is a high priority for nursing and health care leaders.…”

Section: Study Population and Enrollmentmentioning

confidence: 99%

Feasibility and Acceptability of a Resilience Training Program for Intensive Care Unit Nurses

Mealer¹,

Conrad²,

Evans³

et al. 2014

American Journal of Critical Care

242

265

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BackgroundThe critical nursing shortage is particularly apparent in specialty areas such as intensive care units (ICUs). Some nurses develop resilient coping strategies and adapt to stressful work experiences, mitigating the development of common maladaptive psychological symptoms. Objectives To determine if a multimodal resilience training program for ICU nurses was feasible to perform and acceptable to the study participants. Methods In a randomized and controlled 12-week intervention study, treatment and control groups completed demographic questions and measures of resilience, anxiety, depression, posttraumatic stress disorder (PTSD), and burnout syndrome before and after the intervention. The intervention included a 2-day educational workshop, written exposure sessions, eventtriggered counseling sessions, mindfulness-based stress reduction exercises, and a protocolized aerobic exercise regimen. Nurses in the intervention arm also completed satisfaction surveys for each component of the intervention. Results This mulitmodal resilience training program was feasible to conduct and acceptable to ICU nurses. Both nurses randomized to the treatment group and nurses randomized to the control group showed a significant decrease in PTSD symptom score after the intervention. Conclusions A multifaceted resilience training program for ICU nurses was both feasible and acceptable. A sufficiently powered, randomized clinical trial is needed to assess the effect of the intervention on improving individuals' level of resilience and improving psychological outcomes such as symptoms of anxiety, depression, burnout syndrome, and PTSD.

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Section: Study Population and Enrollmentmentioning

confidence: 99%

Feasibility and Acceptability of a Resilience Training Program for Intensive Care Unit Nurses

Mealer¹,

Conrad²,

Evans³

et al. 2014

American Journal of Critical Care

242

265

View full text Add to dashboard Cite

show abstract

“…44 Excessive turnover rates increase health care costs, decrease productivity, lower staff morale, and reduce the overall quality of care because experienced professionals who leave the ICU must be replaced. [45][46][47] Turnover occurs frequently in ICU nurses, with reported annual rates ranging between 13% and 20% (the 2013 US average annual turnover rate for all types of employees was 10.4%). 45,48 In one survey, 41% of all nurses were not satisfied with their job, and 22% planned to leave their profession.…”

Section: Consequences Of Bosmentioning

confidence: 99%

“…[45][46][47] Turnover occurs frequently in ICU nurses, with reported annual rates ranging between 13% and 20% (the 2013 US average annual turnover rate for all types of employees was 10.4%). 45,48 In one survey, 41% of all nurses were not satisfied with their job, and 22% planned to leave their profession. When asked why they were considering leaving the nursing profession, 56% desired a less stressful position.…”

Section: Consequences Of Bosmentioning

confidence: 99%

An Official Critical Care Societies Collaborative Statement: Burnout Syndrome in Critical Care Health Care Professionals: A Call for Action

Moss¹,

Good²,

Gozal³

et al. 2016

American Journal of Critical Care

281

335

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Burnout syndrome (BOS) occurs in all types of health care professionals and is especially common in individuals who care for critically ill patients. The development of BOS is related to an imbalance of personal characteristics of the employee and work-related issues or other organizational factors. BOS is associated with many deleterious consequences, including increased rates of job turnover, reduced patient satisfaction, and decreased quality of care. BOS also directly affects the mental health and physical well-being of the many critical care physicians, nurses, and other health care professionals who practice worldwide. Until recently, BOS and other psychological disorders in critical care health care professionals remained relatively unrecognized. To raise awareness of BOS, the Critical Care Societies Collaborative (CCSC) developed this call to action. The present article reviews the diagnostic criteria, prevalence, causative factors, and consequences of BOS. It also discusses potential interventions that may be used to prevent and treat BOS. Finally, we urge multiple stakeholders to help mitigate the development of BOS in critical care health care professionals and diminish the harmful consequences of BOS, both for critical care health care professionals and for patients.

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“…Because BOS was associated with decreased quality of care [18,47], absenteeism and high turnover rates [21], and poor communication with families [18,48], looking for determinants of BOS may offer opportunities to identify preventive strategies. In our study [27 ], both personal characteristics and work-related factors were associated with BOS.…”

Section: Burnout Among Critical Care Nursesmentioning

confidence: 99%

“…High rates of severe BOS were reported in ICU nurses as early as 1987 [16]. BOS is associated with decreased well being among nursing staff members [17], decreased quality of care [18][19][20], and costs related to absenteeism and high turnover [21], all of which have particularly devastating consequences in the ICU. Few studies have addressed the prevalence and determinants of BOS in ICUs.…”

Section: Introductionmentioning

confidence: 99%