Hartford Institute for Geriatric Nursing, NYU Rory Meyers College of Nursing, NY, USA.
College of Nursing, University of Utah, Salt Lake City, UT, USA.
Am J Hosp Palliat Care. 2022 Mar;39(3):264-269. doi: 10.1177/10499091211023480.
Well-being and turnover intent represent key aspects to the promotion of a healthy workforce. Alarming levels of burnout and low levels of well-being have been documented in health professionals across care settings. Not only do high levels of burnout, low well-being and high turnover affect health professionals, but they are associated with poor patient care. However, limited research has investigated this topic specifically in hospice interdisciplinary team (IDT) members, nurses, chaplains, social workers. Thus, the purpose of this study was to explore hospice IDT members' well-being, and turnover intent.
This observational, pilot study used quantitative surveys to examine the well-being, and turnover intention at baseline and at 3 months. Twenty-five hospice IDT members at one site participated.
Paired t-tests and percent change demonstrated significant decreases in compassion satisfaction (44.5 vs. 42.1, p = 0.04) and secondary traumatic stress score (18.5 vs. 13.3, p = 0.0001) and a significant increase in burnout score (17.6 vs. 20.5, p = 0.03) from baseline to follow up. Employee turnover slightly decreased from baseline to follow-up.
In this pilot study, hospice IDT members had low levels of well-being at baseline that worsened over 3-months indicating a higher potential risk for burnout. Moreover, given the COVID-19 pandemic, this may be an ominous sign of what lies ahead for hospice providers regarding turnover, leading to significant long-term staffing problems in the field. If these results hold true in a larger sample, it could necessitate developing and testing further strategies to ensure a healthy and stable workforce.
幸福感和离职意愿是促进健康劳动力的关键方面。在各个护理环境中的卫生专业人员中，已经记录到令人震惊的倦怠水平和低幸福感水平。不仅高倦怠水平、低幸福感和高离职率会影响卫生专业人员，而且它们与较差的患者护理有关。然而，有限的研究专门调查了这个主题在临终关怀跨学科团队（IDT）成员、护士、牧师、社会工作者中。因此，本研究的目的是探讨临终关怀 IDT 成员的幸福感和离职意愿。
这项观察性的初步研究使用定量调查来检查基线和 3 个月时的幸福感和离职意愿。一个地点的 25 名临终关怀 IDT 成员参与了研究。
配对 t 检验和百分比变化表明，同情满足感（44.5 对 42.1，p = 0.04）和二次创伤压力评分（18.5 对 13.3，p = 0.0001）显著下降，倦怠评分（17.6 对 20.5，p = 0.03）从基线到随访显著增加。从基线到随访，员工离职率略有下降。
在这项初步研究中，临终关怀 IDT 成员在基线时的幸福感水平较低，在 3 个月内恶化，表明倦怠的风险更高。此外，鉴于 COVID-19 大流行，这可能是对临终关怀提供者在离职方面未来前景的一个不祥迹象，导致该领域出现重大的长期人员配备问题。如果这些结果在更大的样本中成立，可能需要进一步制定和测试策略，以确保劳动力的健康和稳定。
