Empatia jako czynnik przeciwdziałający wypaleniu zawodowemu pielęgniarek nefrologicznych

In order to perform their duties properly, nephrology nurses need to respond correctly to the needs of their patients. The skill which makes it possible is empathy. A high level of empathy is also linked to choosing positive strategies of coping with stress. Remaining in constant contact with patients, a low prestige of the profession and low pay cause nurses to experience stress, which may lead to developing the burnout syndrome. The aim of the research pre­sented herewith was to determine whether empathy is connected to coping strategies and burnout. Three tools were used in the study: Interpersonal Reactivity Index by M.H. Davis (IRI), Burnout Inventory by Ch. Maslach (MBI) and Multidimensional Coping Strategy Inventory (COPE). The study group com­prised of 134 nurses working at nephrology depart­ments or dialysis units in the following provinces: Małopolskie, Mazowieckie and Śląskie. A signifi­cant, positive correlation was observed in the study group between personal sadness and an increased perceived level of emotional burnout. It was also observed that the higher the results on the perspec­tive adoption scale, the lower the depersonalisaton index. It was observed that a lesser sense of loss of personal accomplishments was connected with higher scores on the perspective adoption scale. Moreover, a correlation was found between empa­thetic care and positive coping strategies, such as seeking emotional support and acceptance. No sig­nificant correlation was found between age and job burnout or coping strategy

The influence of sense of coherence on emotional response in heart transplant recipients : a preliminary report

INTRODUCTION: The success of heart transplantation in prolonging life and well-being must be considered in reference to its psycho-social outcomes, which intrinsically affect the long-term post-transplant morbidity. Sense of coherence and emotional response to organ reception are important factors in this group of patients. THE AIM OF THIS STUDY: The aim of this study was to assess the contribution of sense of coherence to emotional response to transplantation in heart transplant recipients. MATERIAL AND METHODS: The study was conducted on a group of 46 heart transplant recipients. The following research tools were applied in the assessment of personal resources (sense of coherence) and emotional response to heart transplant surgery: the Sense of Coherence Questionnaire developed by Antonovsky (SOC-29) and the Transplant Effects Questionnaire (TxEQ). The data were analyzed statistically. RESULTS: Heart transplant recipients do not experience guilt toward the donors and have no difficulties in disclosing their identities as heart transplant recipients. The study reports good adherence to immunosuppressive treatment recommendations and both a moderate concern about and a sense of responsibility for the transplanted organs among the patients. Global SOC was associated with guilt toward the donor, concern about the transplanted heart, and disclosure of the recipient's identity. CONCLUSIONS: The strength of the patients’ global sense of coherence is related to the level of their emotional response to the heart transplant surgery

Shift schedule, work-family relationships, marital communication, job satisfaction and health among transport service shift workers

Objectives: Existing research has documented that shiftwork consequences may depend on the shift system parameters. Fast rotating systems (1-3 shifts of the same kind in a row) and day work have been found to be less disruptive biologically and socially than slower rotating systems and afternoon and night work. The aim of this study was to compare day workers and shift workers of different systems in terms of rotation speed and shifts worked with regard to work-family and family-work positive and negative spillover, marital communication style, job satisfaction and health. Material and Methods: Employees (N = 168) of the maintenance workshops of transportation service working different shift systems (day shift, weekly rotating 2 and 3‑shift system, and fast rotating 3-shift system) participated in the study. They completed the Work-Family Spillover Questionnaire, Marital Communication Questionnaire, Minnesota Job Satisfaction Questionnaire and the Physical Health Questionnaire (a part of the Standard Shiftwork Index). Results: The workers of quicker rotating 3-shift systems reported significantly higher scores of family-to-work facilitation (F(3, 165) = 4.175, p = 0.007) and a higher level of constructive style of marital communication (Engagement F(3, 165) = 2.761, p = 0.044) than the workers of slower rotating 2-shift systems. There were no differences between the groups of workers with regard to health and job satisfaction. Conclusions: A higher level of work–family facilitation and a more constructive style of marital communication were found among the workers of faster rotating 3-shift system when compared to the workers of a slower rotating 2-shift system (afternoon, night). This may indicate that the fast rotating shift system in contrary to the slower rotating one is more friendly for the work and family domains and for the relationship between them

Psychometric properties assessment of the Meister questionnaire (Polish version) used in evaluating mental load among nurses

Background: The objective of this study was to assess psychometric properties of the Polish version of the Meister questionnaire for subjective assessment of work-related mental load among nurses. Material and Methods: A group of 211 nurses (mean age, 43.1±7.26) participated in our study. In the process of adaptation stability (test-retest) reliability and factorial validity were assessed. The Maslach Burnout Inventory (MBI) was used as a tool for assessing construct validity). Results: Factor analysis of the questionnaire confirmed a very good fit between input data and factor model (Kaiser-Mayer-Olkin measure of 0.83). Selected variables, including overload, monotony, and non-specific load, explained 57%, 41%, and 66% of the variance, respectively. The analysis proved high validity of the tool, Cronbach alpha was 0.83 for the total score. The correlation factor for questions and scores in subscales was high. Repeated measurements resulted in similar outcomes, which proved the stability of this measure. The analysis of construct validity showed that overload, monotony, and non-specific load presented positive correlation with emotional exhaustion and depersonalisation. Correlation between variables was moderate (rHO = 0.39–0.58; p < 0.001). The total score indicated the following correlations: strong positive with emotional exhaustion (rHO = 0.6, p < 0.001), negative with personal achievements, and positive and moderate with depersonalisation (rHO = –0.14; p < 0.05, rHO = 0.48; p < 0.001). Conclusion: The Polish version of the Meister questionnaire meets all psychometric criteria and may be used for evaluating mental load among nurses. Med Pr 2013;64(3):349–35

Cisza w teorii i praktyce: obraz interdyscyplinarny

Praca recenzowana / peer-reviewed pape

The role of rewards and demands in burnout among surgical nurses

Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees’ development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector