The Interconnection Between Team Building and Job Burnout
Instructions
Students will use knowledge acquired in this course to compare and contrast 4 peer-reviewed research articles. Using the PICOT question developed in Assignment 2, the student will be required to evaluate the evidence found in the articles, identifying similarities, differences and overall implications for clinical practice. Students will use the APUS library to search relevant databases to find at least 4 research articles from peer-reviewed sources, no older than 7 years, unless it is a landmark study. Two of these articles must be authored by at least one nurse. Students will then evaluate the evidence found in the articles, identifying similarities, differences, and overall implications for clinical practice. The paper will consist of the following sections:
- Introduction to the problem or issue
-The PICOT question being asked, both in a sentence format and broken down into each element
-A brief discussion of the databases searched, including key words, limiters used, and total number of articles retrieved
-A brief summary of each of the articles and the Level of Evidence rating for each, including the evidence rating scale used (i.e. Level I, Johns Hopkins Nursing Evidence Based Practice Scale)
-In-depth discussion of major findings from the literature (EBP summary). This can be organized by article or major themes
-Specific recommendations for clinical practice
Reference page
The paper will be in APA format, written in third person, and should be 7-10 pages, not including the title and reference pages. An abstract is NOT required.
Please use the following rubric to guide you. This paper will then be used to create a presentation, which can be either a PowerPoint type presentation or a Poster (template attached in week 8 assignment).
Example of a Literature Review (note: you do NOT need the tables and charts in yours)
This was the assignment 2 . To help guide you better .
PICOT Question: Do nurses who work in non-team building hospitals experience more job burnout than those who work in team-building hospitals for one month.
P-Population and Problem: The population of interest for this study are nurses who work in non-team building and team-building hospitals. The problem of focus is job burnout.
I-Intervention: The project intervention is the effectiveness of team building in reducing job burnout among nurses.
C-Comparison: Non-team building accounts for a significant percentage of job burnout among nurses.
O-Outcome: Nurses working in non-team building hospitals recorded more job burnout, whereas those in team-building hospitals reported less job burnout.
Time: The study was conducted for three weeks. It embraced the qualitative design of stud; hence work performance of the two groups of nurses was recorded weekly for one month, and the effects of team-building and non-team building interventions were recorded.
Job burnout among nurses has been a great menace in the United States and worldwide. Consequently, this calls for the necessity to conduct research and determine the primary cause of job burnout among the nurses, resulting in poor work performance. Several studies have revealed that a lack of multidisciplinary collaboration and teamwork among nurses significantly contributes to job burnout and ultimate job turnover (Goh et al., 2020). Job burnout has a negative impact on nurses' health and work performance of nurses; hence should be addressed comprehensively to help improve patients’ outcomes.
The central area of interest for this presentation is job burnout among nurses. Job burnout has a detrimental impact on nurses, patients, and the hospital; hence should be eliminated in the healthcare system. Job burnout is significantly caused by lack of collaboration, poor working conditions, and shortage of nurses, which generally lead to work overload. increased workload subjects nurses to psychological and physical torture hence increasing cases of medical errors and reduced patients’ safety (Mijakoski et al., 2018). Achieving maximum teamwork within the healthcare system has remained a great challenge for decades. Some healthcare professionals perceive themselves as superior to the nurses, resulting in poor communication and poor performance at the workplace (Sonoda et al., 2018). Job burnout is a major global problem hence requires the development and establishment of practical strategies to help in reducing job burnout while improving the general performance of the nurses.
The issue of job burnout is a vital problem in the nursing practice that needs a deeper understanding of the predominant cause of job burnout among nurses, such as lack of collaboration, shortage of nurses, work overload, and autonomy among nurses and other healthcare providers (Rezaei et al., 2018). As a result, it is essential to implement suitable interventions to help in maximizing quality of care and hospital sustainability. Moreover, solving the problem of job burnout by creating a teamwork culture within the hospital will help improve the quality of health among the nurses while motivating them to share knowledge and work together to achieve high-quality, evidence-based care for all patients (Rezaei et al., 2018). The research will enhance insight among nurses and nurse leaders to make appropriate adjustments and adopt teamwork to eliminate further job burnout and job turnover in the nursing practice.
Job burnout imposes a significant burden on nurses, patients, and hospitals. Notable, job burnout leads to deterioration of the overall health of the nurses, including mental health problems such as major depressive disorder. Moreover, it leads to job dissatisfaction and demoralization, resulting in poor work performance. Consequently, job burnout contributes to extensive rates of job turnover and absenteeism, leading to patients' poor health outcomes. Job burnout is a significant problem among nurses who work in non-team building hospitals; hence hospitals leaders should create a diverse workforce that appreciates teamwork to help in reducing job burnout while maximizing health outcomes.
References
Goh, P. Q. L., Ser, T. F., Cooper, S., Cheng, L. J., & Liaw, S. Y. (2020). Nursing teamwork in general ward settings: A mixed‐methods exploratory study among enrolled and registered nurses. Journal of clinical nursing, 29(19-20), 3802-3811.
Mijakoski, D., Karadzhinska-Bislimovska, J., Stoleski, S., Minov, J., Atanasovska, A., & Bihorac, E. (2018). Job demands, burnout, and teamwork in healthcare professionals working in a general hospital were analyzed at two points in time. Open access Macedonian journal of medical sciences, 6(4), 723.
Rezaei, O., Habibi, K., Ghahestany, D. A., Sayadnasiri, M., Armoon, B., Khan, V., & Moghadam, L. F. (2018). Factors related to job burnout among nurses in the Razi Psychiatric Hospital, Iran. International journal of adolescent medicine and health.
Sonoda, Y., Onozuka, D., & Hagihara, A. (2018). Factors related to teamwork performance and stress of operating room nurses. Journal of nursing management, 26(1), 66-73.
Review of Literature
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Review of Literature
Job burnout is among the recognized risk factors the employee faces within workspaces. It is often a psychological syndrome resulting from prolonged exposure to interpersonal workplace and emotional stressors. The problem manifests through emotional exhaustion, depersonalization, and reduced personal accomplishments among nurses. Among the significant causes of burnout is nurses' ever-increasing workload due to national and global shortages in nursing staff. As a result, nurses, management, and leadership must find solutions to burnout within the current limited resources to ensure employees' mental and physical wellbeing of employees. Since workload is the main issue, team building could potentially help members distribute work among themselves equally and fairly and, therefore, reduce some of the stressors that lead to job burnout. The current paper reviews literature regarding the possibility of team building in providing solutions such as burnout prevention or mitigation approaches.
PICOT Question
Therefore, the current research aims to establish peer-review sources that discuss the interconnection between team building and job burnout to answer the following PICOT question: Do nurses who work in non-team building hospitals experience more job burnout than those who work in team-building hospitals for one month? In other words, the question premises that team-building hospitals have an additional avenue through which job burnout can be reduced or prevented. In hospitals without such a culture, the prevalence of burnout ought to be higher. Thus, the nurses working in a non-team building hospital form the current study population. The problem is the issue of work burnout, while the intervention involves the introduction of team-building culture. The intervention is compared to a lack of team-building culture. Expected outcomes include increased rates of burnout where team-building is absent within one month (time).
Articles Search Process
The APUS library searched various online nursing information databases for reliable sources related to the PICOT question. Some of the databases explored include CINAHL Plus, Embase, PubMed, and Cochrane Library. These databases were chosen mainly because they focus on nursing resources. The keywords (and combinations using Boolean operators) used include burnout, job demands, teamwork, team-building, emotional exhaustion, nurses, job burnout, and depersonalization. The initial search for resources resulted in 24 articles, out of which 10 did not fall within the seven-year publication time requirement. A further six were excluded because they had not undergone peer review. The key limiters deployed were the date of publication, peer-review, and language (English). Finally, another four articles were eliminated because they either did not have a nurse among the authors, or their link to the current project was subtle or mild and did not merit inclusion.
Summary of Selected Sources
The nursing care delivery model involves registered, enrolled nurses other staff members who work as a team to deliver quality patient care. Based on this assertion, Goh et al. (2020) premised that the potential impact of teamwork on nursing care highlights the need to explore whether organizational team practices influence the rate or prevalence of burnout among nurses. Their study aimed to examine the perceived Level of nursing teamwork and the factors influencing teamwork among RNs and ENs in a general ward setting. Thus, they carried out a mixed-methods expletory study in which qualitative and quantitative data were collected simultaneously (Goh et al., 2020) among ENs and RNs in 2018. Two hundred forty-eight participants completed a Nursing Teamwork Survey, while another sixteen were subjected to focus group discussions. Results indicated that factors like qualification level, perceived staffing adequacy, experience, and job satisfaction influenced teamwork. Core themes developed include expectations on member roles, interpersonal relationships, and delegation practices.
In a similar study, Sonoda, Onozuka, and Hagihara (2018) posited little information about the factors that affect teamwork and mental stress among surgical nurses. Since the performance of these staff members is critical, the authors carried out a study to evaluate surgical nurses; perception of teamwork performance vis-à-vis their Level of mental stress to establish connected factors. In the study, they utilized a questionnaire survey to collect information. Outcomes indicated that while many surgical nurses are aware of teamwork performance, up to 40% were mentally stressed through surgical operations (Sonoda, Onozuka, & Hagihara, 2018). It was concluded that teamwork performance and mental stress factors differed depending on nurse specialty: surgical, scrub, endoscopic, and circulating nurses.
In a related study, Mijakoski et al. (2018) argued that job demands are associated with psychological and physiological costs in workers. When these costs are exceeded, nurses end up overtaxed and emotionally exhausted. This, the authors carried out a study to assess job demands, burnout, and teamwork among healthcare professionals working in a general hospital. The dual studies were divided by a time lag of three years. In the first instance, there were 325 participants, while in the second cohort, there were 197 respondents. The hospital Experience Scale, Maslach burnout Inventory, and Survey on Patient Safety culture were used to measure job demands, burnout, and teamwork. Results indicated that depersonalization and emotional exhaustion in 2014 (2nd instance) were higher than in the first instance because of increased workload among nurses.
Lastly, Rezaei et al. (2018) posited that decreasing job burnout among nurses and establishing the associated factors is necessary to improve the working environment. Thus, they conducted a study focusing on the Iranian Razi Psychiatric Hospital to elicit factors and conditions that cause job burnout among nursing staff. Methods deployed include descriptive correlation coupled with a cross-sectional survey between January and April 2016. The sample size was 200 hundred participants (50% men and 50% women) (Rezaei et al. 2018). Findings from the study show that nursing skills, management experience, hours of work per week, work experience, and age influenced work burnout.