The Impact of Burnout syndrome on Nurse Workers !1 The Impact of Burnout Syndrome on Psychosocial Wellbeing, Expected Outcomes, Self-efficacy, Turnover, and Interest in Career of Nurse Workers. Olajumoke Omiyale Aspen University Author Note Essentials of Nursing Research N494 Dr. Keshea Britton Date of Submission February 11, 2020 Burnout Among Nurses !2 Background Burnout is a very common condition across the world and especially in the nursing career. It's the reduction in the energy and zeal of nurses manifesting in form of being emotionally exhausted, lacking motivation, feeling frustrated, fatigued, and low reaction time which reduces individuals' output and work efficacy in general. Burnout has been strongly attributed to the deficit in the number of healthcare professionals, a concern that goes way to be a matter of global importance. The rapidly changing healthcare landscape that brings a paradigm shift to increased demand for healthcare services in the world population has come with its challenges. Although experts associate the change to improvement in the quality of life for which people become capable of seeking healthcare services, the move has placed a lot of pressure on not only the healthcare systems but particularly on the workforce (Mudallal, Othman, & Al Hassan, 2017). However, governments have not moved at a similar pace to address these pressures, leaving the mantle on the health institutions and professionals. To be specific, nurses, as well as other healthcare providers, are left with a large number of patients to takes care of, a number that keeps on increasing day after day, keeping them on the run all the time. The absolute result of this healthcare environment is burning or wearing out, which without doubt minimizes the efficacy of the nurse’s output. The working environment for which the nurse staff doesn't match the care demand culminated by poor leadership creates unattractive working conditions. Indeed, WHO reports indicate that shortages of nurses would nationally and internally interfere with the efforts to health and well being of the world population. Where staff shortage exists, human resources are Burnout Among Nurses !3 overstretched, working conditions become poor and unbearable, work becomes increasingly hazardous to the health of the nurse- they get no rest, become stressed, productivity decrease with the poor patient outcome which add up to the trauma of the workers. They end up losing interest in their job, become highly dissatisfied, burnout and increase the chances of quitting the job. In return, the turnover of nurses affects the quality of healthcare services offered because of a lack of expertise and increasing the workload burden on the remaining staff (Sobral, et. al, 2018). .

1. The Impact of Burnout syndrome on Nurse Workers
!1
The Impact of Burnout Syndrome on Psychosocial Wellbeing,
Expected Outcomes, Self-efficacy,
Turnover, and Interest in Career of Nurse Workers.
Olajumoke Omiyale
Aspen University
Author Note
Essentials of Nursing Research N494
Dr. Keshea Britton
Date of Submission February 11, 2020
Burnout Among Nurses !2
Background
Burnout is a very common condition across the world and
especially in the nursing
career. It's the reduction in the energy and zeal of nurses
manifesting in form of being

2. emotionally exhausted, lacking motivation, feeling frustrated,
fatigued, and low reaction time
which reduces individuals' output and work efficacy in general.
Burnout has been strongly
attributed to the deficit in the number of healthcare
professionals, a concern that goes way to be a
matter of global importance. The rapidly changing healthcare
landscape that brings a paradigm
shift to increased demand for healthcare services in the world
population has come with its
challenges. Although experts associate the change to
improvement in the quality of life for which
people become capable of seeking healthcare services, the move
has placed a lot of pressure on
not only the healthcare systems but particularly on the
workforce (Mudallal, Othman, & Al
Hassan, 2017). However, governments have not moved at a
similar pace to address these
pressures, leaving the mantle on the health institutions and
professionals. To be specific, nurses,
as well as other healthcare providers, are left with a large
number of patients to takes care of, a
number that keeps on increasing day after day, keeping them on
the run all the time. The absolute

3. result of this healthcare environment is burning or wearing out,
which without doubt minimizes
the efficacy of the nurse’s output.
The working environment for which the nurse staff doesn't
match the care demand
culminated by poor leadership creates unattractive working
conditions. Indeed, WHO reports
indicate that shortages of nurses would nationally and internally
interfere with the efforts to
health and well being of the world population. Where staff
shortage exists, human resources are
Burnout Among Nurses !3
overstretched, working conditions become poor and unbearable,
work becomes increasingly
hazardous to the health of the nurse- they get no rest, become
stressed, productivity decrease
with the poor patient outcome which add up to the trauma of the
workers. They end up losing
interest in their job, become highly dissatisfied, burnout and
increase the chances of quitting the
job. In return, the turnover of nurses affects the quality of
healthcare services offered because of

4. a lack of expertise and increasing the workload burden on the
remaining staff (Sobral, et. al,
2018).
The research topic in question is consistent with the PICOT
format which requires the
development of answerable and researchable questions. The
research question of what impact
does burnout has on productivity or self-efficacy, career
interest, expected outcome, turnover,
and quality of healthcare services in the nursing profession can
have the following formula.
Population- the population is comprised of nurses in the wards;
palliative care wards,
maternity and newborn, renal, ICU wards among others.
Intervention/Indicator- indications would include stressors such
as social, psychological,
and work-related factors.
Comparison/control- may have placebo form nurses in private
hospitals or theater staffs,
who in most cases are relatively sufficient. They usually take
enough rest, do the work for a few
hours and thus less predisposed to burnout.
Outcome- nurses in these wards show a decrease in the reaction

5. time, often get fatigued
and sick, may lose hope in the career, high dissatisfaction
levels, and increased rate of turnover.
Burnout Among Nurses !4
Time-research can be cross-sectional.
Why burn out Syndrome is a Clinical problem
Productivity in many working environments, particularly in the
provision of healthcare
services depends majorly on the motivation, energy, and the
ability of the nurses to make fast and
accurate decisions regarding the circumstances they are
confronted with. While this freshness
remains significant for a nurse to give the best they can to their
client, many factors do affect that
state of consciousness and health for a nurse. just like other
workers, nurses require enough time
to rest after work, take vacations to refresh and maintain the
fitness of both the mind and the
body. However, in reality, nurses rarely get this rest, in most
cases being on call, working for
long-hour shifts and in a stressful working environment.

6. The palliative care ward where I work has a capacity of between
sixty to a hundred
patients. The nurses assigned to this ward are 20. Taking this as
a reflection of the entire
healthcare system, we find that the ratio of nurses to the patient
is 1:3 on the bare minimum. The
implication of this is that one nurse would at least take care of 3
patients daily on the minimum
with this number likely to increase every other day. Because the
aged population is growing
rapidly and are prone to lifestyle diseases, the likelihood of
demands for these services would
increase. Ultimately, nurses would have a huge burden on the
care they have to take care of a
large number of patients, possibly over a long time. If the
number of nurses remains the same
with the increasing workload, the department is likely to
experience higher rates of turnover.
Burnout Among Nurses !5
Literature Review
According to Rola, et. al, (2017), burnout Syndrome is a trend
that is synonymous in the

7. entire world with some areas severely suffering from the
condition due to the limited workforce.
In this study that was conducted in Jordan, burnout among the
working staff is characteristic of
depersonalization, emotional exhaustion, personal
accomplishment and correlates to work
conditions, demographic traits, and leader empowering
behaviors. the high level of burnout in
this part of the word subjective to poor working conditions
including unfairness, an overload of
work, lack of leaders, personal and social issues necessitate
improvement of health care services
to focus on eliminating burnout among the healthcare workers.
Besides, nurses working on fixed
schedules demonstrated a greater level of emotional exhaustion
and depersonalization compare
to the ones working on rotating shifts due to work overload.
Besides, nurses working in private
environments felt to be in favorable conditions in terms of the
quality of care, staffing, resource
capabilities, and leadership and collegial support (Mudallal,
Othman, & Al Hassan, 2017).
A study done by Chang in Taiwan involving nurses on full-time
basis self-efficacy,

8. outcome expectations, and positivity in career interests were
measured. The study showed a
strong association between the three factors and burnout. Both
self-efficacy and expected
outcomes showed an inverse relationship with a burnout in
which it negatively impacts them.
Since self-efficacy was positively related to outcome
expectations, any negative effects on the
two by burnout would consequently result in the diminishing the
other factor. Interest in nursing
career negatively impacted the intention to quit the organization
as well as leaving the
profession. The study concluded that since when nurses leave
the profession, patient outcomes
Burnout Among Nurses !6
are negatively impacted, policymakers must focus on satisfying
the expectations of nurses and
adequately compensate them fairly to retain them.
According to sabral, et. al, (2018), burnout syndrome is
experienced by workers as a
result of being exposed to interpersonal stressors for a
prolonged duration. The author notes that

9. burnout has become an issue of global concern by the
justification of the number of researches
that have been previously done concerning the topic. More than
4000 articles on nursing burnout
have been found in PubMed with the database recording over
6000 publications on burnout
generally. Prevalence of burnout among the public university
hospital workers in Sāo Paulo was
found to be 4.8% which was consistent with studies done in a
general hospital in Recife,
Pernambuco, brazil. It outlined that burnout could have
contributed to the high rate of sick nurses
observed during the study. In most cases, the participants
indicated working unfavorably-forced
to deliver services with their exhausted minds and bodies. Also,
the study identified failure of
getting support from colleagues and supervisors, lack of
dialogue in workplaces, relationship
issues, lack of autonomy work overload as well as failure to be
recognized as the major sources
of stress for nurses. Hence, organizations have a big role to play
in identifying and minimizing
stressors congruent in their various work station in order to
prevent employee burnout and

10. turnover (Sobral, et. al, 2018).
Elin in a study of the role of burnout in new professional's
problem of task mastering,
social acceptance, and role clarity, he noted that the is a gap in
the goal to improve healthcare
because despite burnout being a common phenomenon there are
no preventive measures.
Effective intervention programs for enabling socialization
processes within an organization can
Burnout Among Nurses !7
play a role in reducing cases of burnout for new employees.
When the programs target on
clarifying the new role, enhancing social acceptance, and
mastering of tasks within the first year
of work, it creates positive impacts of work in the years to
come. This emphasizes the
importance of incorporating such an intervention program in
establishing a favorable work
environment (Frögli, et. al, 2019).
According to Petitta et. al, (2016), that investigated the role of
various stakeholders such
as leaders, patients, and colleagues as the sources of emotional

11. exchanges and how they
determine the absorption of negative, (like anger) and positive
(joy) emotions which culminate to
burnout. It outlined that emotional exchanges in workplaces are
contributors to emotional
contingency and thus, burnout. However, while doctors are
capable of joy and anger from
colleagues but less from leaders or patients, nursing absorbs
emotions from both patients,
leaders, and colleagues. Emotions absorbed by doctors are
likely to result in exhaustion but only
cynicism in nurses (Petitta, Jiang, & Härtel, 2017).
The article that Supports Nursing Intervention for Burn out
Syndrome, why?
Both Rola’s and Sabral study provides that intervention
programs are critical in burnout
reduction among workers. Rola stipulated that leaders and
empowering leadership play a critical
role in helping nurses cope with stress at work. Identifying and
devising preventive measures to
the causes of burnout is paramount in motivation at work,
productivity, and the probability of
increased chances for career progression. This is synonymous
with Sabral’s finding that removal

12. of various stressors by the management stand a big chance of
retaining of employees (Sobral, et.
al, 2018). Creating a favorable environment requires employees
to work for favorable shifts,
Burnout Among Nurses !8
getting support from management and collaboration form
colleagues to enable not only
experienced but also new employees from exhaustion and
burnout.
Conclusion
From the discussions above, Burnout remains a world concern
in the healthcare
profession. Many studies, both cross-sectional and case studies
implicate a reduction in
employee nurses as the main cause of burnout. However, many
types of research implicate
burnout in workplaces as a multifactorial condition developed
sequentially by many social and
health environment under which nurses work. hence, the
leadership of various institutions must
address the need as they vary from one institution to another in
order to achieve a highly

13. motivated workforce, with energy to deliver quality healthcare
and essentially reduce burnout
and the likelihood of experiencing the detrimental employee
turnout.
Burnout Among Nurses !9
References
Frögli, E., Rudman, A., Lövgren, M., & Gustavsson, P. (2019).
Problems with task mastery,
social acceptance, and role clarity explain nurses’ symptoms of
burnout during the first
professional years: A longitudinal study. Work, 62(4), 573-584.
Mudallal, R. H., Othman, W. A. M., & Al Hassan, N. F. (2017).
Nurses’ burnout: the influence of
leader empowering behaviors, work conditions, and
demographic traits. INQUIRY: The
Journal of Health Care Organization, Provision, and Financing,
54, 0046958017724944.
Petitta, L., Jiang, L., & Härtel, C. E. (2017). Emotional
contagion and burnout among nurses and
doctors: Do joy and anger from different sources of
stakeholders matter?. Stress and

14. Health, 33(4), 358-369.
Sillero, A., & Zabalegui, A. (2018). Organizational factors and
burnout of perioperative
nurses. Clinical practice and epidemiology in mental health: CP
& EMH, 14, 132.
Sobral, R. C., Stephan, C., Bedin-Zanatta, A., & De-Lucca, S.
B. (2018). Burnout and work
organization in Nursing. Rev Bras Med Trab, 16(1), 44-52.