AIM

The aim of this study was to explore and describe the factors that contribute to burnout among nurses.

BACKGROUND

Burnout remains one of the major occupational health problems, posing risks to human health globally. In Namibia, there has been growing public criticism of nurses, stating that they are rude or act in a manner that does not show professionalism towards their clients. Reasons for such unprofessional behaviour could be linked to negative attitudes on the part of nurses towards their clients, resulting from burnout syndrome.

METHOD

A qualitative, exploratory, descriptive and contextual research design was followed as the basis for conducting the study. Using a purposive sampling technique, a sample of 20 nurses was selected from a population of 69 nurses employed in this setting. This sample size was determined by the saturation of data as reflected in repeating themes. Data were collected using individual semi-structured interviews and were analysed using qualitative thematic analysis.

RESULTS

The following three themes emerged: understanding the concept of burnout, factors leading to burnout and creating a conducive environment as a corrective measure to address burnout and to advance nurses.

CONCLUSIONS

Burnout is indeed real and affects nurses' performance negatively. Burnout has a negative impact on the well-being of nurses both physically and emotionally, which has the potential to compromise staff performance, productivity and the quality of patient care. Burnout among nurses is linked to many stressors such as poor staff management, inadequate resources, lack of support and lack of wellness programmes in the workplace.

IMPLICATIONS FOR NURSING MANAGEMENT

Strengthening communication between frontline health workers and management by engaging and involving them more in decision making in matters that concern them is anticipated to address poor staff management, enhance staff performance and improve the quality of patient care. Staff wellness programmes in the workplace are believed to be a good coping mechanism to address work-related pressure and tensions, and they are believed to resolve some work-related stress that may result in increased staff productivity.