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Incidence of Burnout Experience Towards Work Among Staff Nurses of Cotabato Regional and Medical Center
A Thesis Presented to the Faculty of
Cotabato Medical Foundation College,Inc.
In Partial Fulfillmentof the Requirements for the
Bachelor of Science in Nursing
Pamela Joy A. CabreraOctober ,2013
Chapter I
INTRODUCTION
Burnout, a term heard with increasing frequency these days, is
becoming a prominent fact of life in the fast-paced and stress-filled
21stcentury. People in all walks of life are experiencing burnout, and many
end up losing their jobs, their health, and sometimes their families because of
it. Some even commit suicide as a way of escape. Since almost everybody
will experience burnout to a certain degree in some stages of life, one may
ask what exactly burnout is, what the warning signs are, how to deal with it
and what can be done in order to prevent it.
Nevertheless, work stress and burnout remain significant concerns in
nursing, affecting both individuals and organizations. For the individual nurse,
regardless of whether stress is perceived positively or negatively, the
neuroendocrine response yields physiologic reactions that may ultimately
contribute to illness. In the health care organization, work stress may
contribute to absenteeism and turnover, both of which detract from the
quality of care. Hospitals in particular are facing a workforce crisis. The
demand for acute care services is increasing concurrently with changing
career expectations among potential health care workers and growing
dissatisfaction among existing hospital staff. By turning toxic work
environments into healthy workplaces, researchers and nurse leaders
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believe that improvements can be realized in recruitment and retention of
nurses, job satisfaction for all health care staff, and patient outcomes
particularly those related patient safety.
The aim of this study is to determine the incidence of burnout among
staff nurses of Cotabato Regional and Medical Center. Since the said
hospital, is one of the busiest hospitals in the city, therefore, nurses are
prone to burnout. This could benefit the nursing staff of the said institution
and this could also be a great help in handling burnout incidence.
Statement of the Problem
This research aimed to determine the incidence of burnout towards work
among staff nurses of Cotabato Regional and Medical Center.
Specifically, it sought to answer the following questions:
1. What is the demographic profile of the respondents in terms of:
1.1 sex
1.2 age
1.3 marital status
1.4 length of service in years
1.5 area of assignment
1.6 number of hours worked in a week ( including overtime )
1.7number of patients handled in a week
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2. What is the Incidence of Burn-out experience towards work among the
Respondents in terms of:
2.1 psychological stress
2.2 physical stress
2.3 emotional stress
Theoretical Framework
This study is anchored on the Theory of Hans Selye, a pioneer in the
study of stress and disease, described stages of adaption to a stressful
event: alarm, resistance, and exhaustion. In the alarm stage, the body
senses stress and the CNS is aroused. The body releases chemicals to
mobilize the fight-or-flight response. Epinephrine and nor epinephrine, along
with other hormones causes an increase in heart rate, increased force of
heart contractions, increased oxygen intake, and increased mental activity.
The release of these substances is the adrenalin rush associated with panic
or aggression. In the resistance stage, the body either adopts and achieves
homoestasis (which lead to recovery) or fails to adopt and enters the
exhaustion stage, resulting in disease.
Supported by Betty Neuman’s adaptation theory (Neuman and
Fawcett, 2002), a community health nurse and clinical psychologist,
developed a model based on the individual’s relationship to stress, the
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reaction to it, the reconstitution factors that are dynamic in nature.
Reconstitution is the state of adaption to stressors. Neuman categorizes
stressor as intra-personal stressors those that occur within the individual;
interpersonal stressors, those that occur between individuals; and extra
personal stressors, those that occur outside the person. The individual’s
reaction to stressors depends on the strength of the lines of defense. When
the lines of defense fail, the resulting reaction depends on the strength of the
lines of resistance. As part of the reaction, a person’s system can adopt to a
stressor, an effect known as reconstitution.
Lazarus Transactional Stress Theory encompasses a set of cognitive,
affective, and adaptive coping responses that arise out of person-
environment transactions. The person and the environment are inseparable;
each affects and is affected by the other. Lazarus “referred stress to any
event in which environmental demands, internal demands, or both tax or
exceed the adaptive resources of an individual, social system, or tissue
system.” The individual responds to perceived environmental changes by
coping responses.
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Conceptual Framework
Independent Variable Dependent Variable
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Figure 1: Shows the variables considered in the study of Incidence of Burnout Experience Towards Work among Staff Nurses of Cotabato Regional and Medical Center.
In many situations in our daily lives, often find ourselves experiencing
burnout, suppressing feelings and displaying a more socially accepted
emotion. Indeed burnout literature, substantial research in this field
addresses unfavorable outcomes. This study anchored on the Theory of
Hans Selye, Betty Neuman and the Theory of Lazarus. This study
conceptualizes that the incidence of burnout experienced towards work of
staff nurses of Cotabato Regional and Medical Center is the independent
variable and the dependent variable in terms of their burnout experienced,
are psychological stress, the physical stress and the emotional stress.
General Adaptation Syndrome Theory
Transactional Stress Theory
Adaptation Theory
Incidence Burnout experience in terms of:Psychological stressPhysical stressEmotional stress
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Assumption
This study assumed that staff nurses have a different burnout
experiences towards work regarding stress that may affect them.
Scope and DeLimitation of the Sudy
This study is focused on the incidence of burnout experiences towards
work among staff nurses of Cotabato Regional and Medical Center. The
main respondents of the study are the staff nurses in this hospital.
Significance of the Study
This study is significant to the following population:
To the staff nurses, that they should be aware of their strengths and
weaknesses; be open and willing to learn and change for health care.
improvement of self, the quality of nursing care, and of the profession. To
have better understanding and appreciation of their legitimate and social
roles and functions for them to maximize their effort in providing quality
nursing care.
To the patients, that they may receive quality services and achieve
satisfaction;
To the hospital administrators, to have a better insight into the
stress management of nursing personnel in relation to the hospital’s
standards of health care.
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To the researcher the finding of this study serves as their reference
on formulating this study.
To the future researchers, that they may utilize this study as basis
and references if they are planning to conduct similar study.
Definition of Terms
For the clarity of terms used in this study, the following are defined
operationally.
Burnout Experience. It refers to prolonged stress at work resulting from a
variety of stressors that either individually or together lead the nurse to
experience burnout.
Cotabato Regional and Medical Center. It refers to the tertiary hospital
where the research will be conducted.
Emotional stress. It refers to a condition which occurs when a person is
under stress affecting their emotions.
Incidence. It refers to the rate or range of occurrence of influence or
something.
Physical stress. It refers to relating to the body as distinguished from the
mind or spirit.
Psychological stress. It refers to what people feel when they are under
mental, physical or emotional pressure.
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Staff Nurse. It refers to a Registered Nurse who was currently employed in
this hospital.
Work. It refers to what staff nurses do their job.
Chapter II
REVIEW OF RELATED LITERATURE AND STUDIES
This chapter presents pertinent reading and studies taken from books,
electronics, journals, published and unpublished articles, these dissertations.
This theories, concept and resources are significantly.
Burnout
Burnout is a psychological term for the experience of long-term
exhaustion and diminished interest. Research indicates general
practitioners have the highest proportion of burnout cases; according to a
recent Dutch study in Psychological Reports, no less than 40% of these
experienced high levels of burnout. Burnout is specified as a “State of vital
exhaustion” under "Problems related to life-management difficulty"
The term can be used to refer to different parts of lives, but usually is
in reference to one’s work life. Burnout may be seen by coworkers as the
effects of personal conflict or the lack of enjoyment of one’s job (Maxfield,
2005). Sadovich, 2005 has found that work excitement effects burnout. This
assessment may be correct; yet, true burnout goes much deeper. Stress in
the workplace does affect one’s personal stress levels just as stress in one’s
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personal life can affect workplace stress (Hurley, 2007). However, it takes
feeling unrelenting stress over a long period of time to finally lead to the
result of burnout (Altun, 2002)
Burnout is frequently related to emotional feeling. For example, main
Components of the burnout syndrome include exhaustion and
depersonalization. Another major component of burnout is feelings related to
personal achievements (Taormina, 2000). Pines, (2004) describes burnout
as being related to attachment styles. She finds that the more secure, rather
than anxious or avoidant, the adult’s attachment style, the more likely the
participant would notice causes of burnout and be less likely to experience
burnout. Maslach, (2001) further defines burnout as a type of mental illness.
Other researchers agree that burnout is related to mental health in
addition to its other life effects. There are physical, social, and organizational
or environmental as well as mental effects from and on burnout (Wu, 2007).
Burnout causes feelings of depression, fatigue, loss of sense of humor,
dissatisfaction, and ability to be alert and learn (Billeter-Koponen & Fredén,
2005).
The burned out employee feels as though there is too much work to
do and feels Unappreciated. Burnout results in poor work performance and
severe mental and physical symptoms such as mental and physical
exhaustion, feelings of hopelessness, poor health in general, boredom, and
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low self-esteem (Altun,2002). Schneider, (2007) goes on to suggest possible
severe consequences of burnout including coronary disease, heart attack,
asthma, hostility, suicidal feelings, and uncontrollable crying.
All of these symptoms affect each part of one’s life, work and
personal. They have the potential to change life such that it may not return to
the way it was before the burnout experience. As humans who experience
stress we are all subject to these consequences. (Schneider,2007).
Nursing Is Stressful
Nursing is a profession that is particularly vulnerable to stress
Augusto, (2008) explains that nurses’ stress results from the hospital
environment itself. The nature of nursing and patient care are identified as
stressful by Milliken, (2007). Specifically, the emotional work required while
working with patients is stressful to the nurse who must be emotionally
available and participatory while maintaining control over emotions.
In reflecting on her own experience, Beech, (2007) explains that the
stress of nursing can be felt at home as well. She reflects on often being
asked health-related questions and to provide nursing care even while off
duty and trying to rejuvenate. Nursing is a stressful career and that stress
definitely spills over from work life into home life.
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Stress is Related to Burnout
This frequent stress along with the lack of effectively dealing with
stress can lead to burnout (Altun, 2002) Specifically, Garrosa, (2008) found
that an increase in nursing job stressors can increase the tendency toward
burnout. Increasing burnout led to greater job stress, less satisfaction, and
poorer performance.
Nursing is stressful and this stress can lead to burnout. Burnout starts
with one nurse feeling stressed, and without proper interventions the stress
builds and can lead to burnout. The burnout of one nurse, and thus the loss
of one nurse from the team, leads to more work for the remaining nurses.
This extra workload can cause stress on the remaining nurses which may
build and lead to another nurse’s burnout (Sadovich, 2005).
Nursing is Related to Burnout
The nursing profession has been identified to be at a great risk for
burnout Demerouti, (2000) has identified that a great cause of stress and
emotional taxing is experienced when caring for people and dealing with
patient’s concerns and feelings.
This describes a specific stress in nursing that leads to the general
link to increased risk for burnout. Aiken, (2002) found that over 40% of the
nurses studied were experiencing burnout. Burnout is obviously a well
identified problem considering all of the research that is available.
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Significance of Nursing Burnout
Burnout is related to several different factors and varies depending on
the nurse and environmental factors. As the age of the nurse increases, the
amount of experience of emotional exhaustion and depersonalization
decreases and environmental factors (Patrick & Lavery, 2007). The risk for
burnout decreases with increasing age and experience. Overtime work has
been found to lead to burnout with mandatory overtime and unpaid overtime
causing more severe burnout results.
The risk of experiencing burnout increases quickly as the number of
patients per nurse increases. When a nurse is responsible for zero to four
patients the chance of burnout is greater than 50%. If the number of patients
increases to five to eight, the risk for burnout increases to about a two-thirds
chance. If the number of patients increases to nine to twelve and to greater
than thirteen, the risk for burnout increases to 80% and 100%, respectively
(Sheward, 2005). Billeter-Koponen, (2005) found that nurses with the most
patients were twice as likely to be burned out as those with the least patients,
confirming the significance of staffing levels on nurse satisfaction.
There are conflicting findings on the overall satisfaction of nurses. On
the one hand, Patrick and Lavery, (2007) found about 89% of nurses were
happy with nursing as their career choice. Buerhaus, (2005) found similar
results with 87% of nurses were satisfied being a nurse.
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Patient care is becoming more difficult as the length of stay shortens.
Since patients are not in the hospital as long, the time they do spend in acute
care is while they are quite ill (Lacey & Shaver, 2002). With the nursing
shortage, patient safety is threatened and the quality of care is decreased
(JCAHO, 2002).
Causes of Burnout
There are many different things that contribute to the onset of burnout.
Some are related to individual characteristics or values. Emotional
intelligence can lower stress and burnout (Augusto , 2008). Moral distress or
the pains that come from not being able to do what the nurse thinks is right
can lead to burnout (Pendry, 2007).
Other causes of burnout can include dealing with emotions of patients
and families and a lack of effective coping strategies (Wong, 2001). Nurses
have different preferences as to what they need to feel fulfilled professionally
(Takase, 2005). Some of the differences in needs are related to generational
differences in nurses (Rivers, 2005). Having a lot of responsibilities in the
nurse’s social and private life can create added stressors that can lead to
burnout in this professional nurse (Glasberg, 2007).
Many other causes of burnout are related to the work environment
(Oddie &Ousley, 2007). Working long hours and unfairness in working
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conditions can lead to burnout in staff (American Institute of Stress, 2008).
Similarly, being shown a lack of respect from staff and management
(Khowaja, 2005); and a poor relationship between nursing staff and doctors
can lead to burnout.
Nursing staff also can be affected by burnout when they do not feel
they are a part of the decision-making process (American institute of Stress)
or feel they lack power to have an effect (Manojlovich, 2007). Signs of a lack
of respect from patients and families such as expressions of violence can
also cause for burnout (Andrews, 2005).
A major cause of stress among nurses is staffing that does not allow
for enough staff to adequately care for the number of patients (AACN, 2005;
Glasberg, 2007) Aiken, (2002) found that an increase of one patient per
nurse in a hospital increased burnout in nurses by 23%.
Burnout can be caused by heavy workload (Khowaja, 2005) high
patient acuity, lack of autonomy, and feeling insufficiently trained for the job.
Some nurses feel as though there is not enough time to provide the nursing
care that meets the standard the nurse desires (McGrath, 2003). This lack of
time can lead to going through the day task by task rather than by holistically
caring for the patient (Wong, 2001).
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Some nurses may have a difficult time prioritizing due to a high workload
and patient acuity (Glasberg, 2007). Adding to stresses that can cause
burnout are low morale, reduced resources and being required to
perform administrative duties (Wong, 2001) Nurses find completing paper
work stressful too, because it takes time away from the patients and patient
care (Rivers, 2005).
Along with all of these stresses is the stress of society’s demands,
which, not unlike the nurses’ desires, seem to be different from what is
possible (Glasberg, 2007). Nurses have anxiety about possibly making a
mistake and do not feel they have the social support needed to prevent or
recover from a mistake (Wong, 2001).
Burnout Prevention Measures for the Nurse
Since there are so many causes of burnout, there are also many ways
the nurse can help prevent and treat burnout for his or her self. A lack of
clinical knowledge can cause stress that leads to burnout, so being up to
date with clinical knowledge is important to prevent burnout. The nurse can
be certain to learn and practice how to use all equipment needed for the job
(Augusto, 2008). Staff nurses should have social support, whether it is from
coworkers or from individuals outside the profession, nurses need someone
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who will listen and be supportive (Espelan, 2006).The nurse may benefit by
addressing any issues with coworkers to maintain a low stress environment
(Augusto, 2008). Nurses need their coworkers to share their frustrations and
receive the support and encouragement needed to help combat burnout.
Negative relationships with coworkers make nurses feel lonely and
lead to burnout (Đlhan, 2008). Lateral violence in nursing is a negative
response of the nurse to the stressful environment although it is directed
toward an innocent coworker. This leads to the spread of the feeling of
powerlessness (Sheridan-Leos, 2008).
Nurses can help by working on being assertive. Assertive
communication includes positive and constructive communication between
staff, rather than threatening, or abusive (Garrosa, 2008), conflictive
interaction is a major predictor of burnout. Each nurse can work on self-
improvements to help protect him or herself from burnout. The nurse can
work on maintaining a steady emotional level by learning to control his or her
emotions (Augusto, 2008). Also, furthering education has been shown to help
prevent burnout. Found that nurses with tertiary level education have better
coping skills. Increasing the knowledge of coping skills will itself help
maintain a healthy mental status (Wong, 2001).
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Every nurse should be aware of signs and symptoms of burnout and
be able to identify it and get help early in the process (Espeland,
2006).Personality traits can also be a risk for burnout. A hardy personality
can diminish one’s risk. The nurse needs to work on being open to change
and being resilient to help prevent burnout (Garrosa, 2008). Hodges, (2008)
found that nurses who were able to continue learning and growing into a
professional nurse despite the discrepancies and discouragements they face
showed self-efficacy, wisdom, and professionalism.
New nurses find differences between what they learned in school and
what they had believed nursing to be, and with real nursing. They find
discouragements as they continue through the learning process and as they
learn which co-workers can and cannot be turned to for support and
questions.
Those nurses who focus on the positive experiences through which
they have come and continue in the field will develop better coping strategies
along with self-efficacy, wisdom, and professionalism. These nurses will
become resilient and will likely stay in the profession as they have developed
their fit within nursing (Hodges, 2008).The nurse can prevent burnout by
noticing and changing how he or she treats him or herself. Nurses should
consider setting realistic goals and prioritizing work.
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The nurse may work to develop a positive attitude and work to
maintain it; controlling one’s own thoughts can help decrease stress. The
nurse may consider learning to not be too hard on him or herself (Espelan,
2006) and helping to keep the spirit light by adding humor into life (Beech,
2007).
The nurse can reduce burnout by learning how to be assertive and
practicing this skill. The nurse may choose to practice communication while
being aware of values and biases to ensure effective communication (Altun,
2002). A nurse may be often asked to help family and friends. Each nurse
can set boundaries and know when to stop and put oneself first (Beech,
2007).
The nurse may choose to be sure to get enough rest and to eat well
and exercise since a healthy body and mind can best deal with stress
(Beech, 2007) The nurse can help prevent burnout in oneself by helping to
create an overall healthy work environment (AACN, 2005). If possible, the
nurse may try to always work the same shift to reduce stress (Winwood,
2006). If nothing seems to reduce the stress and progression toward burnout,
the nurse may need to change jobs in order to maintain his or her health
(Espeland, 2006).
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Burnout Treatment Measures for the Nurse
In addition to the preventative measures discussed, there are also
some treatment measures the nurse can apply if burnout is already in
process. Improving coping skills may help reverse burnout (Browning, 2007);
Changing one’s thoughts to be more positive can help maintain health
(Wong, 2001). The nurse can also change his or her self-expectations to help
relieve burnout. Other ways to reduce stress are to practice delegation skills
and use them, and to say “No” when the nurse feels overloaded (American
Institute of Stress.).
Ways of Coping with Burnout
Research in the field of burnout started as an attempt to make sense
of what front line health workers were experiencing at work. Along with it
grew a body of research and literature on how to ameliorate the stress
placed on health care providers (Leiter, 2005). This led to proliferation of
strategies such as stress management programs and research on their
efficacy. coping as “constantly changing cognitive and behavioral efforts to
manage specific external and internal demands that are appraised as taxing
or exceeding the resources of the person”.
They emphasize a process-based approach to coping and propose a
transactional model that views the person and the environment in a dynamic,
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mutually reciprocal, bidirectional relationship. Leiter, (2005) have outlined
strategies for improving one’s relationship with work and align them with six
areas of work life (workload, control, reward, community, fairness and
values).
Emotional Exhaustion
Emotional exhaustion is a chronic state of physical
and emotional depletion that results from excessive job and/or personal
demands and continuous stress. It describes a feeling of being emotionally
overextended and exhausted by one's work. It is manifested by both
physical fatigue and a sense of feeling psychologically and emotionally
"drained". (Ghalandari, 2012), job burnout construct was formulated to reflect
the psychological response to repeated emotional and interpersonal stress
on the job. There have been three principal characterizations of burnout.
The original measure, the Maslach Burnout Inventory (MBI),
conceptualized burnout in service work as having three dimensions:
emotional exhaustion, depersonalization and reduced personal
accomplishment. Emotional exhaustion reflects a chronic feeling that one is
overtaxed and exhausted by the emotional demands of a job.
Depersonalization captures the degree to which one distances and
disconnects themselves from others. Eventually, diminish personal
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accomplishment is characterized by negative self-assessment on the job.
Emotional exhaustion is a main component of burnout, which refers to
individual’s “feelings of being emotionally overextended and drained by one’s
contact with other people”.
Job Satisfaction
Describes how happy an individual is with his or her job. The happier
people are within their job, the more satisfied they are said to be. Logic would
dictate that the most satisfied (“happy”) workers should be the best
performers and vice versa. Employee satisfaction, more frequently known as
job satisfaction, is described as both a global construct and a multi-
dimensional concept used most frequently in industrial-organizational
psychology when researching employee behavior and organizational
effectiveness.
Roelen , (2008) point out that there is no ‘gold standard’ of overall job
satisfaction therefore it is necessary to look at all facets of satisfaction when
considering measuring job satisfaction. Price describes satisfaction as a
degree of emotion that individuals have toward the organization or the
system.
Therefore, if an employee has positive sentiments towards the
organization, then the job satisfaction levels will be higher. If the individual
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does not feel an emotional attachment to the organization job dissatisfaction
can occur. Locke developed his own definition of job satisfaction around the
same time as Price. Locke in his studies of industrial and organizational
psychology.
Stress
According to Spielberger, Vagg & Wasala (2003), stress is recognised
as a complex process that consist of three major mechanisms: sources of
stress that are encountered in the work environment, the perception and
appraisal of a particular stressor by an employee, and the emotional
reactions that are a response to perceiving a stressor as threatening.
Spielberger’s State-Trait (ST) model of occupational stress focuses on the
perceived severity and frequency of occurrence of two major categories of
stressors, i.e. job pressures and lack of support (Spielberger, 2003).
Stress resulting from work is described as the mind-body arousal
resulting from physical and psychological job demands. If a stressor is
perceived as threatening then the person may react with anger and anxiety
and this leads to the activation of autonomic nervous system. If the reaction
continues to be severe, the resulting physical and psychological strain may
cause adverse behavioural consequences (Spielberger, 2003).
24Emotional intelligence
Emotional intelligence is concisely defined as “an ability to recognize
the meanings of emotions and to reason and problem solve on the basis of
them,” and it involves “the capacity to perceive emotions, assimilate emotion-
related feelings, understand the information of those emotions and manage
them”. Mayer and Salovey’s Theory essentially connects the main
components of emotions with intelligence at the same time preserving the
two distinct terms. As such they proposed that emotional intelligence involves
the ability to carry out accurate reasoning about emotions and the ability to
use emotions and emotional knowledge to boost thought (Ghalandari, 2012).
A Professional Nurse
Nursing is gaining recognition as a profession. Profession has been
defined as an occupation that requires extensive education or a calling that
requires special knowledge, skill, and preparation. Professionalism refers to
professional character, spirit or methods. It is a set attributes, a way of life
that implies responsibility and commitment. And, professionalization is the
process of becoming professional, that is, of acquiring characteristics
considered to be professional. (Kozier, 2004).
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Synthesis:
Burnout is a familiar term for today‟s health care professionals with
emotional, psychological, physical, and social consequences for those who
experience it. It leads to job dissatisfaction, low organizational commitment,
absenteeism, as well as inter personal conflict in teams and patient care.
Burnout happens when there is lack of intervention with a Stress. Stress
happens to anyone.
Most stressors affect family, work pressures, heavy workload and their
work environment. Some facts about stress said it can be relieved by
breathing exercises, plan a vacation, be honest about how you feel and
should learn how to balance life. And for the Staff Nurses to beat up stress,
time management, better sleeping habits, general health improvement and
most of all therapeutic effective technique or regimen to manage stressful
event in life.
The prevalence of perceived stress seems to be high among staff
nurses in this said institution, which tend to affect not only their performance
but all aspects how to deal to their work. Based on the above premise, this
research aims to study the Incidence of burnout experienced towards work
among staff nurses of Cotabato Regional and Medical Center.
Chapter III
Methodology
This chapter includes the research design, respondents of the study,
research locale, sampling technique, the data gathering instrument, research
procedures and the statistical treatment of the data.
Research Design
This study aimed to know the incidence of burnout experience among
staff nurses of Cotabato Regional and Medical Center. Thus, this study
employed a non-experimental descriptive research design. It described the
Incidence of burnout experience to the respondents psychologically,
physically, and emotionally.
Respondents of the Study
The respondents of this study were 91 staff nurses of Cotabato
Regional and Medical Center using total enumeration. Specifically, the
participants were conveniently selected from the entire population of hospital
nurses of CRMC. And to come up with a more reliable and comparative
result, the participants came from different assigned areas or wards.
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Research Locale
The research was conducted in a hospital institution at Cotabato City,
the Cotabato Regional and Medical Center (CRMC). It stands as the only
tertiary hospital in Central Mindanao with 400-bed capacity and its services
are categorized as Tertiary and classified as a General Hospital. CRMC
workforce is composed of 65 doctors, 91 nurses, 80 administrative
personnel, and accommodates student affiliates such as student nurses and
midwifery students. It is composed of different wards and special units. It also
covers the whole region and accepts referrals from different provincial
hospitals. It has the most number of hospital nurses here in Mindanao thus,
the hospital caters a large number of patients all over region XII and is one of
the busiest hospital in the city where nurses are prone to burnout.
Sampling Technique
This study utilized the non probability sampling technique in selecting
the respondents. The respondents were chosen purposively sampling
method based on the Incidence burnout experience in terms of
psychological, physical and emotional. A total of 91 staff nurses were
considered in the study as the population.
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Research Instrument
The research instrument used in gathering the data was a survey
questionnaire. The set of questionnaire was composed of two parts. Part I,
contains the demographic profile of the respondents which includes; sex,
age, marital status, length of years in service, area of assignment, number of
hours work in a week and number of patients handled in a week, the Part II,
contains the incidence of burnout experience among staff nurses of Cotabato
Regional and Medical Center in terms of psychological stress, physical stress
and emotional stress.
Research Procedure
The study was conducted, with a formal request letter sent to ask
permission from the chief administrator of Cotabato Regional and Medical
Center. When it was granted, a convenient date/time was scheduled for the
survey. The researcher gave the participants specific instruction to answer
the questionnaires individually, and as honest as possible, informing them
that their answers would be confidential. This is to ensure accuracy and
validity in the data gathered by establishing trust. Then the data was
organized for analysis.
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Statistical Treatment
To answer the questions proposed in this study, the data were
subjected to statistical treatment. The data gathered was consolidated and
tabulated. For the first Research Problem, the data on the demographic
profile of the respondents was analyzed by using descriptive measure likes
frequency and percentage distribution. For Problem number 2 the incidence
of burnout experience in terms of psychological stress, physical stress and
emotional stress were determined by using the frequency, percentage and
measures of central tendency were used with the weighted mean.
To determine the incidence of burnout experience for Problem 2, the 4-point
scale below will be used:
Number Description Range of Mean1 – Never (not done at all) .50-1.49
2 – Sometimes (done once in a while)
1.50-2.49
3 – Always (consistently done) 2.50-3.49
The Level of Significance on the tests will be 0.05. All computations will be
done through the aid of a Scientific Calculator.
Chapter IV
PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA
This chapter includes the presentation, tabulation, analysis,
interpretation of the data collected from the 91 staff nurses of Cotabato
Regional and Medical Center from the different areas of assignment.
Table 1
Frequency and Percentage Distribution of the Staff Nurses According to Gender
Gender Frequency PercentageFemale 59 65
Male 32 35Total 91 100
Table 1 shows the frequency and percentage distribution of the staff
nurses according to gender. Apparently, it reveals that majority (65%) of the
respondents are female and (35%) are males.
Table 2
Frequency and Percentage Distribution of the Staff Nurses According to AgeAge Frequency Percentage
24-28 22 2429-33 22 2434-38 25 2739-43 12 1344-48 8 849-53 2 2Total 91 100
Table 2 indicates the frequency and percentage distribution of the staff
nurses according to age. It reveals that most of the staff nurses are within
31
the age bracket of 29-33 years old and 34-38 years old both with the same
total frequency of 25 and with a percentage of 27 percent, It is followed by
the respondents who belong to the age bracket of 24-28 in age with the
frequency of 22 and with the equivalent percentage of 24. As for the age
bracket of 39-43, the total frequency is 12 and its percentage is 13. For the
staff nurses under the range of 44-48, the frequency is 8 and its percentage
is 8. Then, for the staff nurses within the age bracket of 49-53, the frequency
is 2 and the percentage is 2.
Table 3
Frequency and Percentage Distribution of the Staff Nurses According to Marital Status
Marital Status Frequency PercentageMarried 60 66Single 31 34Total 91 100
Table 3 reflects the frequency and percentage distribution of the staff
nurses according to marital status. It reveals that majority of the staff nurses
66 percent are married and 34 percent of the staff nurses are single.
Table 4
Frequency and Percentage Distribution of the Staff Nurses According to Length of Years in Service
Length of years in Service Frequency Percentage1-5 18 20
6-10 26 2911-15 24 2616-20 18 2021-25 4 426-30 1 1Total 91 100
32
Table 4 presents the frequency and percentage distribution of the staff
nurses according to length of years in service. It reveals that 26 staff nurses are
within the length of 6-10 years in service with a percentage of 29, It is followed by
those who are 11-15 years in service with a frequency of 24 and with a percentage
of 26. There were 18 0r 20% of nurses who have been in service for 1-5years, so
with those who have been in service 16-20 years in service for which got a
frequency of 18 and or a percentage of 20. The staff nurses who have served for
21-25 years obtained a frequency of 4 and or a percentage of 4. Nevertheless one
staff nurses have been in service for 26-30 years.
Table 5
Frequency and Percentage Distribution of the Staff Nurses According to Areas of Assignment
Area Of Assignment Frequency Percentage
Oncology 4 4.4Surgery Ward 7 7.7NICU 5 5.5Pedia Ward 9 9.9Intensive Care Unit 2 2.2Out Patient Department 4 4.4OB Ward 9 9.9Operating Room 8 8.8Medicine Ward 8 8.8Delivery Room 9 9.9Ortho 5 5.5Hemodialysis 3 3.3PIAD 1 1.1Heart Station 1 1.1P-Ward 6 6.6Emergency Room 10 10.9Total 91 100
Table 5 shows the frequency distribution of the staff nurses according
to areas of assignment. It indicates that 10 staff nurses work in emergency
33
room with a percentage of 10.9. It is followed by those who worked at pedia,
ob, and delivery room with the same frequency of 9 and with a percentage of
9.9; followed by the staff nurses assigned in the operating room and
medicine ward with the frequency of 8 and with a percentage of 8,8; for the
surgery ward with a frequency of 7 and with a percentage of 7.7; followed by
P-ward with a frequency of 6 and with a percentage of 6.6; And for staff
nurses assign in NICU and ortho areas with the frequency of 5 and and with
a percentage of 5.5; for oncology areas and in opd department with a
frequency of 4 and with a percentage of 4.4; In the area of hemodialysis with
a frequency of 3 and with a percentage of 3.3; Then, for the area of icu with a
frequency of 2 and with a percentage of 2.2. Nevertheless in area of heart
station and piad with the frequency of 1 and a percentage of 1.1.
Table 6
Frequency and Percentage Distribution of the Staff Nurses According to Number of hours worked in a week (including overtime)
Number of hours worked in a week (including overtime)
Frequency Percentage
36-45 29 3246-55 10 1156-65 44 4866-75 8 9Total 91 100
Table 6 indicates the frequency and percentage distribution of the staff
nurses according to number of hours worked in a week (including overtime).
It reveals that most of the staff nurses worked 56-65 hours in a week with the
total frequency of 44 and with a percentage of 48. It is followed by the staff
34
nurses worked in 36-45 hours in a week with a frequency of 29 and a
percentage of 32. Then, for the staff nurses worked in 46-55 hours in a week
with a frequency of 10 and with a percentage of 32. Nevertheless, the staff
nurses worked 66-75 hours in a week with a frequency of 8 and a percentage
of 9.
Table 7
Frequency and Percentage Distribution of Staff Nurses AccordingTo Number of patients handled in a week
Number of Patients Handled in a week
Frequency Percentage
1-30 23 25.331-60 10 10.961-90 15 16.5
91-120 13 14.3120150 17 18.7151-180 9 9.9181-210 4 4.4
Total 91 100
Table 7 reflects the frequency and percentage distribution of staff
nurses according to number of patients handled in a week. It reveals that 23
staff nurses handling 1-30 patients in a week with a percentage of 25.3. It is
followed by 17 staff nurses handling 120-150 patients with a percentage of
18.7.Then, followed by 15 staff nurses handling 61-90 patients in a week
with a percentage of 16.5. For 13 staff nurses handling 91-120 patients in a
week with a percentage of 14.3. Then 10 staff nurses handling 31-60 patients
in a week with a percentage of 10.9. For 9 staff nurses handling 151-180
patients in a week with a percentage of 9.9. Nevertheless, For the 4 staff
35
nurses handling 181-210 patients in a week with a percentage of 4.4. Nurses
with the most patients were twice as likely to be burned out as those with the
least patients, confirming the significance of staffing levels on nurse
satisfaction. (Billeter-Koponen, (2005)
Table 8
Frequency and Mean Distribution of the Incidence of Burnout Experienced of Staff Nurses in terms of Psychological Stress
Psychological Stress N S A Mean Interpretation1.Felt anxious when stressed 13 78 0 1,85 Sometimes2. Anger arise when stressed 33 44 14 1.79 Sometimes3. Feel depress when stressed 78 5 8 1.23 Never4. Feel easily embarrassed when stressed 73 14 4 1.24 Never5. Forgetfulness occur when experiencing stress 28 49 14 1.84 Sometimes6. Able to concentrate with what is doing; when feel stress 14 63 14 2.0 Sometimes7. Feel hopeless when in stress 3 88 0 1.96 Sometimes8. Turn to work or other substitute activities to occupy mind on things
76 14 1 1.17 Never
9. Stress causes a low self-esteem 90 1 0 1.0 Never10. Feel psychologically drained 74 16 1 1.19 Never11. Feel weak when stressed 17 61 13 1.95 Sometimes12. Feel easily tired when stressed 7 71 13 2.06 Sometimes13. Feel stress when noisy environment trigger 30 58 3 1.70 Sometimes14. Feel stress when seeing schedule of duty 0 80 11 2.12 Sometimes15. Maintain balance between professional and personal
0 9 82 2.90 Always
Grand Mean 1.73 Sometimes
Table 8 states frequency and mean distribution of the incidence of
burnout experienced towards work among staff nurses of Cotabato Regional
and Medical Center in terms of psychological stress. It reveals that staff
nurses maintaining balance between professional and personal got the
highest mean which is 2.90 described as always; With regard to the staff
nurses experiencing stressed seeing scheduled of duties It then got the
mean of 2.12 and described as sometimes; Next to it is the mean of 2.06
36
which indicates that the staff nurses do sometimes experienced feeling tired
and stressed; Furthermore it also shows that sometimes the staff nurses able
to concentrate with what is doing when feel stressed with the mean of 2.0;
However it reveals that the staff nurses sometimes experienced hopeless
when in stress as it gets 1.96 mean; Then 1.95 mean which indicates that
they sometimes experienced weak when stressed; Also, they Feeling
anxious when stressed described as sometimes and it then got the mean of
1.85; They sometimes experienced forgetfulness when stressed and it has
1.84 mean; Apparently, the staff nurses sometimes experienced anger when
stressed as it gets the mean which is 1.79; Next to it is the mean 1.70 which
shows that staff nurses sometimes experienced stress when noisy
environment trigger; Then 1.24 mean which indicates that they never easily
embarrassed when stressed; Furthermore it also shows they never
experienced depression when stressed as it has the mean of 1.23; Also the
staff nurses turn to worked or other activities to occupy mind on things which
is supported by the mean of 1.17 and described as never; On the other hand
the staff nurses never experienced psychologically drained and it has the
mean of 1.16; Lastly they never experienced stressed that causes a low self-
esteem with the mean of 1.01.
Generally, the grand mean in this table is 1.73. It only shows that the
staff nurses do sometimes experienced in terms of psychological stress.
37
Burnout causes feelings of depression, fatigue, loss of sense of humor,
dissatisfaction, and ability to be alert and learn (Billeter-Koponen & Fredén,
2005).
Table 9
Frequency and Mean Distribution of the Incidence of Burnout Experienced of Staff Nurses in terms of Physical StressPhysical Stress N S A Mean Interpretation1 .Engage in physical activities 16 68 7 1.90 Sometimes2. Maintain therapeutic relationship with clients 0 0 91 3.0 Always3. Set realistic goals for self 0 2 89 2.97 Always4. Take direct action to get around the problem 0 5 86 2.94 Always5. Restrain myself from doing anything too quickly 0 70 21 2.23 Sometimes6. Provide care round the clock 0 1 90 2.98 Always7. Work the same shift versus Different shifts 0 75 16 2.17 Sometimes8. Create a healthy work environment 0 1 90 2.98 Always9. Ensure adequate staffing 1 1 89 2.96 Always10. Lack of recognition of good work 73 18 0 1..19 Never11. Maintain Sense of humor when stressed 3 71 17 2.15 Sometimes12. Maintain sense of control over work responsibilities
1 66 24 2.25 Sometimes
13. Feel stress when you lack of sleep 13 74 4 1.90 Sometimes14. Feel stress when physical pain occurs 19 69 3 1.82 Sometimes15. Feel headache when stressed 30 60 1 1.68 SometimesGrand Mean 2.34 Sometimes
Table 9 shows frequency and mean distribution of the incidence of
burnout experience towards work among staff nurses of Cotabato Regional
and Medical Center in terms of physical stress. It reveals that maintained
Therapeutic relationship with clients got the highest mean which is 3.0
described as always; with regard to Providing care round the clock the staff
nurses do always with the mean of 2.98; Also they always create a healthy
38
worked environment got the mean of 2.98; Howevever, Setting realistic goals
for self got the mean of 2.97 and described as always; They always ensure
adequate staffing and it has a mean of 2.96; Apparently the staff nurses do
always take direct action around the problem as it gets the mean which is
2.94; Next to it is the mean of 2.25 which indicates that the staff nurses do
sometimes maintained sense of control over work responsibilities; Then 2.23
mean which indicates that they sometimes restrained myself from doing
anything too quickly; Furthermore it also shows that the staff nurses
experienced work the same shift versus different shifts with the mean of 2.17;
Also, they sometimes maintained sense of humor when stressed and it then
get the mean of 2.15; With regard to the staff nurses they engaged in
physical activities it then got the mean of 1.90 and described as sometimes;
They sometimes experienced stress when you lack of sleep and it has 1.90
mean; Also, they sometimes experienced stress when physical pain occurs
and it then get the mean of 1.82; On the other hand the staff nurses
sometimes experienced headache when stressed and it has the mean of
1.68; Nevertheless, they sometimes experienced lack for recognition for
good work as it gets the mean of 1.14.
Overall, the grand mean in this table is 2.34; it only shows that staff
nurses do sometimes experienced burnout in terms of physical stress.
Burnout results in poor work performance and severe mental and physical
39
symptoms such as mental and physical exhaustion, feelings of
hopelessness, poor health in general, boredom, and low self-esteem
(Altun,2002).
Table 10
Frequency and Mean Distribution of the Incidence of Burnout Experienced of Staff Nurses in terms of Emotional StressEmotional Stress N S A Mean Interpretation1.Have a less ability to Handle emotions 11 80 0 1.87 Sometimes2. Feel emotionally drained 90 1 0 1.01 Never3. Force myself to stay calm even though feel angry deep inside
4 86 1 1.96 Sometimes
4. Try to get emotional support from friends and relatives
1 88 2 2.01 Sometimes
5. Have so much to do on my job that in takes me away from my personal interest
2 88 1 1.98 Sometimes
6. Pretend to be happy even though feel sad deep inside
57 34 0 1.37 Never
7. Have enough time to do what is important on my job
0 80 11 2.12 Sometimes
8. Feel exhausted at work 0 12 79 2.86 Always9. Covered up true feelings when dealing with patients feelings
0 91 0 2.0 Sometimes
10. Get upset and let my emotion out 72 19 0 1.20 Never11. Feel stress when their are problems at home arises
1 90 0 1.98 Sometimes
12. Feel stress when emotional pain occurs 7 84 0 1.92 Sometimes13. Experience palpitation when stressed 82 9 0 1.09 Never14. Maintain professional Identity and values 0 20 71 2.78 Always15. Maintain self-awareness and self monitoring 0 19 72 2.79 AlwaysGrand Mean 1.92 Sometimes
The Table 10 indicates frequency and mean distribution of the
incidence of burnout experience towards work among staff nurses of
Cotabato Regional and Medical Center in terms of psychological stress. It
reveals that experienced exhausted at work got the highest rank which mean
40
is 2.86 described as always; With regard to the staff nurses maintained self-
awareness and self-monitoring it then got the mean of 2.79 and described as
always; Next to it is the mean of 2.78 which indicates that the staff nurses do
always Maintained professional identity and values; Furthermore it also
shows that the staff nurses have enough time to do with what is important on
my job with the mean of 2.12 described as sometimes; However, it reveals
that the staff nurses sometimes tried to get emotional support from friends
and relatives as it gets 2.01 mean; Then 2.0 mean which indicates that they
sometimes covered up true feelings when dealing with patients; Also, they
have so much to do on the job that it takes away from my personal interest
described as sometimes and it then get the mean of 1.98; They sometimes
experienced stress when there are problem at home arises and it has 1.98
mean; Apparently, the staff nurses sometimes forced myself to stay calm
even though feel angry deep inside as it gets the mean which is 1.96; Next to
it is the mean 1.92 which shows that staff nurses sometimes experienced
stress when emotional pain occurs; Then 1.87 mean which indicates that
they sometimes have less ability to handle emotions; Furthermore it also
shows that the staff nurses pretending to be happy even though feel sad
deep inside with the mean of 1.37; Also, they experienced upset and let my
emotion out described as never and it then get the mean of 1.20; In addition
to that, staff nurses experienced palpitation when stressed got the mean of
41
1.09 which mean that they only experienced sometimes; Lastly, they never
experienced emotionally drained got the lowest mean of 1.01.
In this table, the grand mean is 1.92, reveals that Incidence of burnout
experienced by staff nurses of CRMC they sometimes encountered in terms
of emotional stress. Burnout is frequently related to emotional feeling. For
example, main components of the burnout syndrome include exhaustion and
depersonalization. Another major component of burnout is feelings related to
personal achievements (Taormina, 2000)
Table 11Incidence of Burnout Experienced towards Work among staff nurses of
CRMC in terms of:Mean Interpretation
Psychological Stress 1.73 Sometimes
Physical Stress 2.34 Sometimes
Emotional Stress 1.92 Sometimes
Grand Mean 1.99 Sometimes
Table 11 reveals the summary on the incidence of burnout
experienced towards work among staff nurses of Cotabato Regional and
Medical Center. It shows that the Incidence of burnout experienced by staff
nurses in terms of physical stress is sometimes as indicated by a mean of
2.34. Next is emotional stress gives a mean of 1.92 and described as
42
sometimes. Then, Psychological stress a mean of 1.73 and describe as
sometimes.
Overall, the grand mean is 1.99. It only shows that staff nurses
sometimes experienced burnout of worked in Cotabato Regional and Medical
Center.
Chapter V
Summary, Conclusion and Recommendation
This chapter presents the summary of the study, findings of the study,
conclusions derived from the study and recommendation based on the
findings and conclusions.
Summary of the Study
This study aimed to find out the Incidence of Burnout experience
towards work among staff nurses of Cotabato Regional and Medical Center.
Specifically, this study sought to answer the following questions.
1. What is the demographic profile of the staff nurses in terms of:
a. sex
b. age
c. marital status
d. length of years in service
e. area of assignment
f. number of hours worked in a week (including overtime)
g. number of patients handled in a week
2. What is the Incidence of Burnout Experienced towards work among staff
nurses in terms of:
a. psychological stress
b. physical stress
c. emotional stress
44
Findings of the study
The following where the findings of the study conducted:
1. The demographic profile of the staff nurses is presented in the study. It
reveals that majority of the staff nurses are females (65%); majority of the
staff nurses are 29-33 years of age and 34-38 years of age (27%); majority of
them are married (60%); majority of them are 6-10byears in service (26%);
majority of them are in emergency room department; majority of them worked
at 56-65 hours in a week including overtime (48%); majority of them have 23
number of patients handled in a week (25.2%) and they are selected as total
enumeration.
2. Moreover, the incidence of burnout experienced towards work among staff
nurses in terms of psychological stress reveals a mean of 1.73 which is
described as sometimes, with regard to physical stress it indicates a mean of
2.33 which is describe as sometimes. As for emotional stress it signifies a
mean of 1.92 which is describe as sometimes.
Conclusions:
Based on the findings presented and discussed in this study the
researcher concluded that the incidence of burnout experience towards work
among staff nurses of CRMC indicates a grand mean of 1.99 which
corresponds of its experienced as sometimes.
45
Recommendations:
After drawing the conclusion based on the findings of the result of the
study, the researcher highly recommends the following:
To the Staff Nurses. This study recommends to the staff nurses that they
should have self-evaluation of their strengths and weaknesses to evaluate
their strong and weak points for individual efficiency. This will be beneficial
for their own self improvement and for the betterment of quality nursing care
that standard to their profession
To the Patients. This study recommends to the patients that in return they
may be considerate also of the nurse’s feelings most especially during busy
times at work; or they should not overact or over seek nurses attention and
they will understand that there are also other patients needing the nurse’s
care in the hospital.
To the Hospital administrator. This study recommends to the hospital
administrator that they should have a better insights into the stress
management of nursing personnel of the hospital should conduct a regular
performance evaluation with the staff nurses for individual improvement.
To the Future Researcher.This study recommends to the future researcher
that they may be able to study the Incidence of burnout experienced of staff
46
nurses in other hospitals aside from Cotabato Regional and Medical Center
hospital in Cotabato City. And they should include in the research instrument
the coping management that they may be able to come up with a widely
acceptable theory about burnout of a staff nurses to possess. And this study
may serve as their source in their research.
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CURRICULUM VITAE
Name: Pamela Joy A. Cabrera
Nick Name: “Pam” or “Joy-Joy”
Age: 23 years old
Date of Birth : August 09, 1989
Place of Birth : Cotabato City
Address : Zone4, PC Hill Cotabato City
Religion : Roman Catholic
Civil Status: Single
EDUCATIONAL ATTAIMENT:
Elementary : PC Hill Elementary School
High School : Notre Dame RVM College of Cotabato
College : Cotabato Medical Foundation College,Inc.
Course : Bachelor of Science in Nursing
SEMINARS AND TRAINING
Basic Life Support Training
A Seminar in Best Practices on Managing Eye Emergencies
A Seminar on Caring with Disability
A Seminar in Cancer Care Management
A Seminar in Nutrition Facts For a Balanced Personality: A must for Young Adults
A Seminar in Management for Children with Special Needs
A Seminar in ECG Reading and Common Emergency Drugs.
TABLE OF CONTENTS
TITLE PAGE ....…………………………………………………………..…….. i
TABLE OF CONTENTS…………………………………………………............ii
LIST OF TABLES……..…………………………………………………………. iiii
Chapter I INTRODUCTION
Background of the Study.……………………...….……………..1
Statement of the Problem ……………..………...……............. 2
Theoretical Framework ……………………………...…….…... 3
Conceptual Framework .…………………………...………...…. 5
Assumption of the Study ………………………………………...6
Scope and Delimitation of the Study....……………...…...…... 6
Significance of the Study .…………………………...………..... 6
Definition of Terms ...…………………………………….…....... 7
Chapter II REVIEW OF RELATED LITERATURE AND STUDIES
Burnout.................................................................................... 9
Nursing is Stressful.....................…. ..…….............……..........11
Stress is Related to Burnout.……..…...................................... 12
Nursing is Related to Burnout….……………….……..........…..12
Significance of Nursing Burnout..................…….…................ 13
Causes of Burnout................................................................... 14
Burnout Prevention Measures for Nurses............................... 16
Burnout Treatment Measures for the Nurse............................ 20
Ways of Coping with Burnout.................................................. 20
Emotional Exhaustion............................................................ 21
Job Satisfaction....................................................................... 22
Stress...................................................................................... 23
Emotional Inteligence.............................................................. 24
A Professional Nurse............................................................... 24
Synthesis ....…………………………………………….…….......25
Chapter III METHODOLOGY
Research Design .............………………………………………. 26
Respondents of the Study .....………………………………….. 26
Research Locale.........................………………………….........27
Sampling Technique…………………………………………...... 27
Research Instruments ..……………………………………….... 28
Research Procedure................................................................28
Statistical Treatment .………………………………………........29
Chapter IV PRESENTATION, ANALYSIS, AND NTERPRETATION
OF DATA ………………………………………………….….......30
Chapter V SUMMARY, CONCLUSIONS, RECOMMENDATIONS
Summary of the Study ...………………………………………... 42
Findings of the Study ..………………………………………......43
Conclusions ...……………………………………………………. 44
Recommendations ....………………………………………….... 45
BIBLIOGRAPHY
APPENDICES
A. Letter to the Chief of Hospital
B. Letter to the Respondents
C. Research Instrument
CURRICULUM VITAE
LIST OF TABLES
Table Pages
1 Frequency and Percentage Distribution of the Staff Nurses
According to Gender…………………………………………………..........30
2 Frequency and Percentage Distribution of the Staff Nurses
According to Age………….……………………........................................ 30
3 Frequency and Percentage Distribution of the Staff Nurses
According to Marital Status……….………………………………….....…. 31
4 Frequency and Percentage Distribution of the Staff Nurses
According to Length of Years in Service................................................. 31
5 Frequency and Percentage Distribution of the Staff Nurses
According to Area of Assignment............................................................32
6 Frequency and Percentage Distribution of the Staff Nurses
According to Number of Hours Worked in a week (including overtime).. 33
7 Frequency and Percentage Distribution of the Staff Nurses
According to Number of patients Handled in a week............................. 34
8 Frequency and Mean Distribution of the Incidence of Burnout
Experienced of Staff Nurses in terms of Psychological Stress............. 35
9 Frequency and Mean Distribution of the Incidence of Burnout
Experienced of Staff Nurses in terms of Physical Stress...................... 37
10 Frequency and Mean Distribution of the Incidence of Burnout
Experienced of Staff Nurses in terms of Emotional Stress.................... 39
11 Incidence of Burnout Experienced towards Work among Staff
Among Staff Nurses of Cotabato Regional and Medical Center.......... 41
APPENDIX A
LETTER TO THE CHIEF OF HOSPITAL
Cotabato Medical Foundation College Inc.Midsayap ,Cotabato
Dr. Helen P. Yambao, MD, FPOG, FSGOPChief of Hospital IIICotabato Regional and Medical CenterCotabato City
Thru: Jorge L. Padilla, MD Research Committee Chairman Cotabato Regional and Medical Center
Dear Doctor/ Ma’am:
Greetings of Peace.
I, the undersigned fourth year nursing student of the College of Nursing, Cotabato Medical Foundation College, Inc, and currently undertaking the study entitled “Incidence of Burnout Experience Towards Work Among Staff Nurses of Cotabato Regional and Medical Center”, would like to ask permission to conduct a survey from your institution. The staff nurses of different wards will be our respondents in the said study.
Rest assured that all data will be dealt with utmost care and confidentiality.
Thank you and God bless!
Respectfully yours,
Pamela Joy A. CabreraThe Researcher
Noted by:
Dr. Romulo M. Garcesa Mrs. Edelweiss P. Jaum, RM, RN,MAN Adviser Dean of College of Nursing
APPENDIX B
LETTER TO THE RESPONDENT
Dear Sir/ Maam:
Good day!
I, a student of College of Nursing, Cotabato Medical Foundation College, Inc, and currently conducting a research study entitled” Incidence of Burnout Experience Towards Work Among Staff Nurses of Cotabato Regional and Medical Center” would like to have a survey in your institution as part of the fulfillment of the requirements for the degree of Bachelor of Science in Nursing.
Rest assured, all information will be kept confidential.
Thank you very much for your cooperation and support.
Respectfully yours,
Pamela Joy A. Cabrera The Researcher
Noted by:
Dr. Romulo M. Garcesa Mrs. Edelweiss P. Jaum, RM, RN,MAN Adviser Dean of College of Nursing
------------------------------------------------------------------------------------------------------CONSENT FORM
I would like to signify my intentions to (please check the appropriate line below)
______ Participate in the said study
______ Not participate in the said study (Please state your reason for not participating)
_________________________ Name and Signature (optional)
APPENDIX C
Research Instrument
“Incidence of Burnout Experience Towards Work Among Staff Nurses of
Cotabato Regional and Medical Center”.
I. Demographic Profile of the Respondents. Your honest answers are
highly appreciated. Rest assured that all responses will be treated
confidentially.
Name: ____________________________ (Optional)
Sex: M [ ] F [ ] Age: ____
Marital Status:_____________
Length of Years in Service: ______ Area of assignment: __________
Number of hours worked in a week (including overtime ): _________
Number of patients handled in a week:______________________
II. Instruction. Please complete the following by encircling one
number that corresponds to your incidence of burnout in terms of
psychological stress, physical stress and emotional stress. The
rating scale ranges from;
3 – Always 2 – Sometimes 1 – Never
Psychological Stress 1 2 3
1. Felt anxious when stressed. 1 2 3
2. Anger arise when stressed 1 2 3
3. Feel depress when stressed. 1 2 3
4. Feel easily embarrassed when stressed. 1 2 3
5. Forgetfulness occurs when experiencing stress. 1 2 3
6. Able to concentrate with what is doing, when feel stress. 1 2 3
7. Feel hopeless when in stress 1 2 3
8. Turn to work or other substitute activities to occupy
mind on things. 1 2 3
9. Stress causes a low self-esteem. 1 2 3
10. Feel psychologically drained. 1 2 3
11. Feel weak when stressed. 1 2 3
12. Feel easily tired when stressed. 1 2 3
13. Feel stress when noisy environment trigger. 1 2 3
14. Feel stress when seeing schedule of duty. 1 2 3
15. Maintain balance between professional and personal lives. 1 2 3
Physical Stress
1. Engage in physical activities. 1 2 3
2. Maintain therapeutic relationship with clients. 1 2 3
3. Set realistic goals for self. 1 2 3
4. Take direct action to get around the problem. 1 2 3
1 2 3
5. Restrain myself from doing anything too quickly. 1 2 3
6. Provide care around the clock. 1 2 3
7. Work the same shift versus different shifts. 1 2 3
8. Create a healthy work environment. 1 2 3
9. Ensure adequate staffing. 1 2 3
10. Lack of recognition for good work. 1 2 3
11. Maintain sense of humor when stressed 1 2 3
12. Maintain sense of control over work responsibilities 1 2 3
13. Feel stress when you lack of sleep. 1 2 3
14. Feel stress when physical pain occurs. 1 2 3
15. Felt headache when stressed. 1 2 3
Emotional Stress
1. Have less ability to handle emotions. 1 2 3
2. Feel emotionally drained. 1 2 3
3. Force myself to stay calm even though
feel angry deep inside. 1 2 3
4. Try to get emotional support from friends and relatives 1 2 3
5. Have so much to do on my job that it takes me away
from my personal interest. 1 2 3
31 2
6. Pretend to be happy even though feel sad deep inside. 1 2 3
7. Have enough time to do what is important on my job. 1 2 3
8. Feel exhausted at work. 1 2 3
9. Covered up true feelings when dealing with
patient’s feelings. 1 2 3
10. Get upset and let my emotion out. 1 2 3
11. Feel stress when their are problem at home arises. 1 2 3
12. Feel stress when emotional pain occurs. 1 2 3
13. Experience palpitation when stressed. 1 2 3 14. Maintain professional identity and values. 1 2 3
15. Maintain self-awareness and self-monitoring. 1 2 3
-Thank you and God bless.-