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Burnout Work Engagement In Nursing Essay

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A secure and prolific health service is of essential significance to any country. The nursing profession is included in the health service and nurses are by far the biggest component of this service sector. Nursing can be perceived as a demanding and psychologically challenging occupation which makes nurses remarkably vulnerable to burnout. The aim of this study was to investigate the impact of burnout, pace and amount of work, independence and work engagement on nurses in the Sedibeng area in South Africa, using cross sectional design. This approach may contribute to existing literature on burnout work engagement independence and pace and amount for work. …show more content…

The two dimensions of work engagement included work vigour and dedication. Vigour refers to a positive emotional response to one’s continuous interactions with important elements in one’s occupation or work environment. Dedication refers to experiences of meaning from one’s occupation such as feeling eager or a sense of pride of one’s occupation. Pace and amount of work and burnout respectively recorded five and four components with eigenvalues larger than 1 that explained 67.28% and 59.21% of the variance. The screen test for independence delivered 1 factor and based on the screen test, a one-factor analysis was decided …show more content…

Translation into other languages could have resulted in better feedback. The use of self-report measures could be a limitation as it was the only source of information about predictor and outcome variables. The likely consequence of this is common, method variance in such instances correlations between predictors and outcomes are likely to be overstated. In this study nurses perceptions on concepts such as pace and amount of work, burnout, independence, and work engagement were evaluated and self-reports were the method used most to measure these

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Burnout and stress can happen to any individual within any organization but if I were in charge of socializing the newly hired nurses at the local hospital I would ensure that the new nurses went through new hire orientation by knowing what the hospital stands for, mission, and expectations. I would expect them to adhere to our values and the importance of patient care and the services we provide. I would have to make certain they are qualified and right fit for the job and hospital. Ongoing training is most important and would be provided from beginning and throughout the nurse’s career. Since burnout is the underlying issue, stress counseling or various forms of relaxation methods are needed to cope with this condition.

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What was once thought of as a profession driven by compassion and the desire to help those in need has now become filled with weary burnt out nurses who have lost sight of their purpose. Stress has caused them to distance themselves from the principles nursing is built upon. Our health care system needs to be revamped to improve the quality of care being administered. Nurses can be proactive and take steps to avoid burning out but, our health care administrators have to take matters into their hands because they have the capacity to initiate change. They must realize the gravity of the situation and take an offensive position to make a stand against the crisis of nursing

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Nursing is the profession that never leaves the patient from admission to discharge. Due to the high emotional and physical demands of the job, burnout or nursing fatigue is prevalent in the profession. Burnout is a well-studied problem; however, there are very little changes done to prevent fatigue in health care. Nursing fatigue is an interplay of individual, organizational and systematic factors that negatively affect not only the health of the nurse but also patient safety. For the purpose of this paper, I will focus on the external challenges in the organizational level that might affect new nurses in their first year of practice such as heavy workload, lack of support and poor leadership style.

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Schaufeli, W. B., Taris, T. W., & Bakker, A.B. (2006), did a study entitled, “Dr.Jekyll and Mr. Hide: On the differences between work engagement and work a holism’. This research examined the discriminate validity of (“bad”) work a holism and (“good”) work engagement. 2,164 Dutch employees information were collected through Internet-based survey. The results showed (1) the scale measuring work engagement were highly interrelated and can be distinguished from the two work a holism scales (Working Excessively and working compulsively) ; (2) various indicators of overwork were stronger related to the work excess component than to the compulsive component of work a holism, or to work engagement; (3) work a holism was positively related to engagement,

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I thought about nursing burnout through watching the video by speaker Madelyn Blaire. Burnout is categorized as physical, mental, and emotional exhaustion. Burnout can lead to dulled emotions and detachment. I wonder why nurses are burning out.

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Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people’s relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on the interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable

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The latter, in turn, reflects individual's response to their tasks or certain aspects of their work. The authors also added that the engagement tends to be more stable

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Researches ensure engagement level is in a straight line correlated with the aspects of working life. However, the premium driver of all is a sense of feeling involved and valued. This has several key components like involvement in decision making, listening to the new ideas, rewarding the employees` contributions, developing the employees in their areas, and caring about employees` health and safety. The aspects of work life that directly affect the level of employee engagements are briefed in the following figure.

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Employees are well aware of the objectives of the organisation, are team oriented, ensure a pleasant atmosphere at work and strive towards achieving the set objectives. Gatenby, Rees, Soane and Truss, (2008, p. 3), in an interim to the Chartered Institute of Personnel and Development defined employee engagement as delivering high quality performance at work, experiencing and sharing positive emotions and connecting to others. W.D Kahn (1990) has been credited with conceptualising the major components of employee’s engagement. The model focuses on three aspects namely the cognitive, physical and emotion that need to be expressed by the employee while performing his duty. These psychological conditions must be satisfied in order for individuals

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If employees don 't connect with the values of an organisation, appreciate the contribution they can make, or do not feel that their employer cares or values them; they will not feel committed to the organisation or motivated to perform well. The strength of this is its focus on a specific physical and psychological state of being, meaning that it can be reliably measured and acted upon. Employee engagement as a concept has become increasingly main stream in management thinking over the last decade. It proposes a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers.

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Schaufeli (Schaufeli, 2002)has presented work engagement as a Linguist concept to burnout; they have defined work engagement “as a positive, work-related state of mind that is characterized by enthusiasm, dedication, and commitment”. They have also gone to state that engagement is not momentary, But it is on a border sense its “persistent and it is not focused on any particular individual, object, event,” In his research Harter (Harter, 2003) referred to employee engagement as “the individuals’ involvement enthusiasm as well as satisfaction for

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