However, it should be offered alongside a portfolio of evidence-based approaches both to enable choice and to provide other interventions focused on particular problems such as burnout. Future work should seek to explore generalizability to broader populations, including other workplace contexts, evaluate MBCT-L directly against other evidence-based interventions in adequately powered, well-designed studies. Structural, systemic and individual factors, some changeable (e.g., management practices) and others less so (inherent challenges of the work), impact on the culture of an organisation and the wellbeing of workers (Stansfeld & Candy, 2006). For example, MBCT-L had little impact on burnout, perhaps signalling that burnout requires more bespoke, targeted interventions (Hall et al., 2016) or that MBCT-L should be more specifically adapted to target burnout.
Study limitations
This taboo was identified in a longitudinal study of nurses’ psychological health needs during COVID-19 (Maben et al., 2022). Hall et al. (2020) described a worrying link between general practitioners’ reported levels of burnout and both their ability to show empathy or listen to their patients and their tendency to make inappropriate referrals and over-investigate. Healthcare professionals struggled with isolation from family and friends and caring for severely ill and dying patients without direct human contact (Khatatbeh et al., 2021; McGlinchey et al., 2021). The nurses interviewed by Dunning et al. (2021) perceived that while their organisation purported to hold patient-centred values, their focus on targets and resources compromised the quality of care. Healthcare professionals derived meaning and joy from providing care to patients and their families, having a human-to-human connection, and making a difference to people (Boateng et al., 2019; Chaguaceda, 2020; Chung et al., 2021; Galuska et al., 2018, 2020; Latimer, 2013; Murray et al., 2020; Siffleet et al., 2015; Wei et al., 2020; West et al., 2020). Empirical studies, theses, reviews, and reports based on empirical evidence and literature were included.
This shows that HCWs were more likely to consider leaving their jobs when their job stress was high, and job satisfaction low. Job stress and job satisfaction were the only significant factors in this model. The job stress variable was centred (i.e., subtracting the mean value from each data point for this variable; this is a preliminary step when examining interaction effects). Since all predictor variables showed an effect on the wellbeing of HCWs, this warranted further exploration of a potential moderating effect of wellbeing centre use, in line with the aim of this study, which was examined in the subsequent analyses (2–4). First, we demonstrate the associations between job-related factors and wellbeing (the first outcome of interest), followed by moderation analyses, and completed by an examination of factors linked to turnover intentions (the second outcome of interest). Other measures included four single-item global measures of job stressfulness , job satisfaction , turnover intentions and presenteeism .
- Systematic literature reviews were not included in the initial synthesis; however, they were included in the discussion and summary of study findings.
- Many work system factors (i.e., job demands and resources) contribute to the risk of burnout or have a positive effect on well-being (NASEM, 2019).
- A survey conducted by the World Health Organization on the impact of COVID-19 on mental, neurological, and substance use services in 130 countries, clearly indicates that mental health systems have been compromised at a time when they are likely to be needed the most (94).
- Galanis et al. (33) recently found that high levels of compassion satisfaction among nurses reduced workplace bullying’s negative effects, lowering the risk of compassion fatigue, burnout, stress, and depression.
When you have a little more time: bring your whole self to work
Mindfulness-based practices were adopted in 20 studies; the remainder used meditation, yoga and acupuncture. J Telemed Telecare. Nurses as substitutes for doctors in primary care.
Goal 5 Interstate practice is simplified and virtual services are easy for health workers and patients to use. Goal 4 Requirements https://www.unmc.edu/newsroom/2021/04/26/town-hall-topic-supporting-wellness-in-health-care-colleagues/ are streamlined for health workers to comply with regulations and policies. Prevent and reduce the unnecessary burdens that stem from laws, regulations, policies, and standards placed on health workers. Goal 1 The mental health workforce is strengthened with increased numbers of practitioners. Expand the uptake of existing tools at the health system level and advance national research on decreasing health worker burnout and improving well-being.
Analysis 4: relationship between presenteeism, wellbeing and centre use
Several hospitals had already experienced severe nursing shortages before COVID-19; the situation was much worse during the first few pandemic waves. They found that rates of burnout were actually lower when compared with the pre-COVID-19 era . According to the available data, closer proximity to decision-makers could benefit FL workers, who may feel more empowered over their situation than other HCWs. French et al. have described a patient whose obsessive-compulsive disorder (OCD) symptoms were acutely exacerbated by the COVID-19 pandemic and the media coverage surrounding it.
For this review, “psychological wellbeing” included psychological, mental, and emotional wellbeing (as opposed to physical or spiritual wellbeing). We searched for additional grey literature on the NIHR Journals, EThOS, Open Grey, Google Scholar, and the Department for Health and Social Care and Kings Fund websites or highlighted by the review team. An advanced search in January 2023 of the JBI Database of Systematic Reviews and Implementation Reports, the Prospero register of systematic reviews, and the Cochrane library using the term “wellbeing” returned no current systematic or scoping reviews with these aims. Whether having an organizational policy in place leads to better improvements in employee health is still unclear, and whilst difficult to assess, future research could begin to explore the effects of such policies on health and wellbeing. Whilst a mainly descriptive analysis was presented in this study, it is possible to see how improvements in these documents within the codes assessed could be more likely to lead to action on employee health. More responsive measures such as physical activity or other lifestyle factors could be included as outcomes in order to assess potential change from employee health and wellbeing documents.
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