Committed to burnout: An investigation into the relationship between sport commitment and athlete burnout in Gaelic games players

This study examined the relationship between sports commitment, outlined in the hierarchical Sport Commitment Model, and athlete burnout in men and women playing Gaelic games, for the first time. These athletes experience a number of unique challenges, including playing with numerous teams simultaneously, significant personal commitment despite their amateur status, and the societal and cultural importance of their sports. This study also involved piloting a novel commitment measure of ‘team importance’ for team-sport athletes. Two-hundred-and-one male and female Gaelic games players completed the Sports Commitment Questionnaire, team importance measure and Athlete Burnout Questionnaire. Hierarchical Multiple Regression analyses revealed a negative relationship between sport enjoyment, social support (emotional) and desire to excel and particular burnout components; a positive relationship between other priorities and personal investments and particular burnout components; and enthusiastic commitment was associated with lower burnout, while constrained commitment was linked to higher burnout. The team importance measure was also found to be a reliable and valid measure of sports commitment. These findings provide important insight into how sports commitment can contribute to, or guard against, burnout in male and female athletes

Doctor, how can we help you? Qualitative interview study to identify key interventions to target burnout in hospital doctors

Objective To identify priority interventions for the prevention and reduction of work stress and burnout in hospital doctors through analysis of (1) doctors’ experiences of work stress and burnout and (2) their preferences with respect to interventions. Design Qualitative design using semistructured interviews analysed with deductive thematic analysis. Setting Hospitals in Ireland. Participants 32 hospital doctors (16 practising consultants and 16 doctors in training) from a range of specialties, career stages, hospital types and locations. Results Practical, system-focused interventions were found to be most needed. Challenges with basic entitlements, that is, accessing statutory leave, knowing in advance when leave can be taken and being adequately covered when on leave were identified as requiring urgent attention. Other priority interventions identified were the integration of psychological support in the everyday working environment, time and training for clinical line managers to perform key management activities such as debriefing and education interventions which highlight work stress risks and care pathways, teach self-care and train doctors in how to support one another. Conclusions Hospital doctors are feeling the effects of greater demand and fewer resources. What they most urgently need is adequate staffing levels, access to statutory leave and adequate cover when on leave. Doctors do not receive the support they need from their clinical line managers, who lack the skills and time to excel as people managers. Organisations should focus on developing clinical management skills across the system. The culture of medicine needs to change from stigmatisation and competitiveness to compassion and collaboration. Organisations, medical schools and professional bodies can steer this change through education

Doctor, how can we help you? Qualitative interview study to identify key interventions to target burnout in hospital doctors

Objective To identify priority interventions for the prevention and reduction of work stress and burnout in hospital doctors through analysis of (1) doctors’ experiences of work stress and burnout and (2) their preferences with respect to interventions. Design Qualitative design using semistructured interviews analysed with deductive thematic analysis. Setting Hospitals in Ireland. Participants 32 hospital doctors (16 practising consultants and 16 doctors in training) from a range of specialties, career stages, hospital types and locations. Results Practical, system-focused interventions were found to be most needed. Challenges with basic entitlements, that is, accessing statutory leave, knowing in advance when leave can be taken and being adequately covered when on leave were identified as requiring urgent attention. Other priority interventions identified were the integration of psychological support in the everyday working environment, time and training for clinical line managers to perform key management activities such as debriefing and education interventions which highlight work stress risks and care pathways, teach self-care and train doctors in how to support one another. Conclusions Hospital doctors are feeling the effects of greater demand and fewer resources. What they most urgently need is adequate staffing levels, access to statutory leave and adequate cover when on leave. Doctors do not receive the support they need from their clinical line managers, who lack the skills and time to excel as people managers. Organisations should focus on developing clinical management skills across the system. The culture of medicine needs to change from stigmatisation and competitiveness to compassion and collaboration. Organisations, medical schools and professional bodies can steer this change through education