克服儿科肿瘤护士的同情疲劳和职业倦怠:实施员工福利计划。

IF 1 4区 医学 Q3 NURSING
Angie Blackwell
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引用次数: 0

摘要

背景:作为一线医疗工作者,儿科肿瘤护士面临职业倦怠、同情疲劳和同情满意度下降的高风险。研究表明,多达 60% 的肿瘤科工作人员会出现某种形式的职业倦怠。这可能导致个人和职业关系的困难、员工保留率下降以及对患者安全的负面影响。本循证实践项目评估了一项员工福利计划对一家儿童医院拥有 28 张床位的血液肿瘤科儿科肿瘤护士的影响。方法:在查阅了与同情满意度、同情疲劳、职业倦怠和幸福感相关的文献后,一个跨学科团队确定了实施员工幸福感计划的最佳做法。该计划整合了 "薰衣草代码"(旨在减轻压力和提供心理急救的警报,包括社会支持和有目的地离开病房)和员工汇报(或专门用于反思和关注团队情绪反应和应对策略的时间)的组成部分。结果护士们表示,"薰衣草代码 "满足了她们的期望;69%的护士同意或非常同意 "薰衣草代码 "对她们的身心健康产生了立竿见影的积极影响。团队在协调汇报的一致性方面遇到了挑战,因此对流程进行了修改,以制定一种能够满足参加幸福计划的人员需求的形式。从基线到 12 个月期间,同情满意度略有提高(p = .05)。讨论:促进医护人员的身心健康仍然是减少职业倦怠和提高同情满意度的首要任务。实施 "薰衣草代码 "和听取汇报是改善儿科肿瘤护士福祉的重要一步。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Overcoming Compassion Fatigue and Burnout in Pediatric Oncology Nurses: Implementation of a Staff Well-Being Program.

Background: As frontline healthcare workers, pediatric oncology nurses are at high risk for burnout, compassion fatigue, and decreased compassion satisfaction. Research indicates that up to 60% of oncology staff experience some form of burnout. This can lead to difficulties in personal and professional relationships, decreased staff retention, and negative effects on patient safety. This evidence-based practice project evaluated the impact of a staff well-being program on pediatric oncology nurses in a 28-bed hematology-oncology unit at a children's hospital. Method: After reviewing the literature related to compassion satisfaction, compassion fatigue, burnout, and well-being, an interdisciplinary team identified best practices for implementing a staff well-being program. This program integrated the components of Code Lavender, which is an alert designed to reduce stress and provide psychological first aid, including social support and a purposeful break from the unit, with staff debriefings, or dedicated time to reflect and focus on the team's emotional response and coping strategies. Results: Nurses reported that Code Lavender met their expectations; 69% agreed or strongly agreed that it had an immediate positive impact on their well-being. The team experienced challenges in coordinating debriefings with consistency, so the process was modified to develop a format that would address the needs of those who access the well-being program. There was a marginally significant improvement in compassion satisfaction from baseline to 12 months (p = .05). Discussion: Promoting healthcare worker well-being continues to be a priority to reduce burnout and to improve compassion satisfaction. Implementation of Code Lavender and debriefings is an important step toward improving the well-being of pediatric oncology nurses.

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CiteScore
3.30
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