School of Nursing, University of Ottawa, Ottawa, ON, Canada.
J Adv Nurs. 2020 Oct;76(10):2627-2636. doi: 10.1111/jan.14454. Epub 2020 Jul 20.
To provide a conceptual update on change fatigue in nursing as it relates to rapid and continuous change implementation. This doctoral dissertation examined nurses' experiences of rapid and continuous organizational change, with a core component of the study examining the concept of change fatigue.
Change fatigue is understood as the overwhelming feelings of stress, exhaustion and burnout fuelled by feelings of ambivalence and powerlessness associated with rapid and continuous change in the workplace. Change fatigue may cause workers to become withdrawn and greatly influences their decision to leave the workplace and even their profession. Little research to date has explored change fatigue in nurses.
Were qualitative in nature.
A critical hermeneutic approach was used. Face-to-face interviews were conducted with 14 Registered Nurses. Open-ended questions were used. Theoretical thematic analysis and inductive analysis of data were completed using Brown and Gilligan's voice-centred relational method. The study spanned from 2015 - 2018.
Nurses did experience many of the core elements of change fatigue noted in the non-nursing literature, including exhaustion, apathy, powerlessness, and burnout. Two additional themes emerged pertaining to nurses' understandings of why they were experiencing change fatigue. These themes included the intensification of nursing work and repeated and ongoing self-sacrifice.
Participants offered important insight into an emergent concept in the discipline of nursing.
The negative experiences associated with change fatigue are important for administrators and other stakeholders to recognize and acknowledge, as they must work to alleviate change fatigue in their institutions to preserve the well-being of the nursing workforce. This knowledge is also important to nursing scholars, who may further research the topic and embed it into nursing curricula.
提供与快速和持续变革实施相关的护理变革疲劳的概念更新。本博士论文研究了护士在快速和持续组织变革中的体验，研究的核心部分考察了变革疲劳的概念。
变革疲劳被理解为由于与工作场所快速和持续变革相关的矛盾和无力感而产生的压倒性的压力、疲惫和倦怠感。变革疲劳可能导致工人变得退缩，并极大地影响他们离开工作场所甚至职业的决定。迄今为止，很少有研究探讨护士的变革疲劳。
本质上是定性的。
采用批判解释学方法。对 14 名注册护士进行了面对面的访谈。使用开放式问题。使用 Brown 和 Gilligan 的以声音为中心的关系方法完成了对数据的理论主题分析和归纳分析。研究时间跨度为 2015 年至 2018 年。
护士确实经历了非护理文献中提到的变革疲劳的许多核心要素，包括疲惫、冷漠、无力和倦怠。还出现了两个与护士对他们经历变革疲劳的原因的理解有关的额外主题。这些主题包括护理工作的加剧和反复的持续自我牺牲。
参与者为护理学科中的一个新兴概念提供了重要的见解。
与变革疲劳相关的负面体验对管理者和其他利益相关者来说非常重要，因为他们必须在机构中努力减轻变革疲劳，以保护护理人员的福祉。这方面的知识对于护理学者也很重要，他们可以进一步研究这个课题，并将其纳入护理课程。
