It was Maslach who developed a scale, the Maslach Burnout Inventory (MBI), which internationally is the most widely used instrument to measure burnout. The term burnout was introduced by Freudenberger in 1974 when he observed a loss of motivation and reduced commitment among volunteers at a mental health clinic. ![]() Yet, burnout itself-what constitutes it, what factors contribute to its development, and what the wider consequences are for individuals, organisations, or their patients-is not always elucidated in these studies. Burnout is often identified as a nursing ‘outcome’ in workforce studies that seek to understand the effect of context and ‘inputs’ on outcomes in health care environments. Several studies and reviews have considered relationships between work organisation variables and outcomes such as quality of care, patient safety, sickness absence, turnover, and job dissatisfaction. The past decades have seen a growing research and policy interest around how work organisation characteristics impact upon different outcomes in nursing. The literature on burnout in nursing partly supports Maslach’s theory, but some areas are insufficiently tested, in particular, the association between burnout and turnover, and relationships were found for some MBI dimensions only. ![]() The potential consequences for staff and patients are severe. The patterns identified by these studies consistently show that adverse job characteristics-high workload, low staffing levels, long shifts, and low control-are associated with burnout in nursing. Among the outcomes of burnout, we found reduced job performance, poor quality of care, poor patient safety, adverse events, patient negative experience, medication errors, infections, patient falls, and intention to leave. Other factors that were classified as predictors of burnout in the nursing literature were low/inadequate nurse staffing levels, ≥ 12-h shifts, low schedule flexibility, time pressure, high job and psychological demands, low task variety, role conflict, low autonomy, negative nurse-physician relationship, poor supervisor/leader support, poor leadership, negative team relationship, and job insecurity. Maslach suggested that turnover, sickness absence, and general health were effects of burnout however, we identified relationships only with general health and sickness absence. As hypothesised by Maslach, we identified high workload, value incongruence, low control over the job, low decision latitude, poor social climate/social support, and low rewards as predictors of burnout. ![]() The majority ( n = 87) were cross-sectional studies 39 studies used all three subscales of the Maslach Burnout Inventory (MBI) Scale to measure burnout. We included quantitative primary empirical studies (published in English) which examined associations between burnout and work-related factors in the nursing workforce. ![]() We searched MEDLINE, CINAHL, and PsycINFO. We aimed to provide a comprehensive summary of research that examines theorised relationships between burnout and other variables, in order to determine what is known (and not known) about the causes and consequences of burnout in nursing, and how this relates to theories of burnout. Yet, burnout itself-what constitutes it, what factors contribute to its development, and what the wider consequences are for individuals, organisations, or their patients-is rarely made explicit. The stress result is very reliable.Workforce studies often identify burnout as a nursing ‘outcome’. User Rating: | 4.6 out of 5.0 - 9736 votes | 897423 tests | 4 minutes Self-assessment questionnaire: Are you in Burnout? Choose the option that best describes how frequently you feel that way about your job, and be honest, we don't keep any data.
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