Study on Burnout Levels Among Practicing RNs in New York

Differences in Burnout Levels
Among Practicing RNs
Presented by: David Armstrong, PhD
 
  Robert Martiniano, DrPH, MPA
 
  Center for Health Workforce Studies
 
  School of Public Health | University at Albany, SUNY
 
  dparmstrong@albany.edu
June 18, 2023
National Forum of State Nursing Workforce Centers’ 2024 Annual Conference
C
enter for Health Workforce Studies
Established in 1996
Based at the University at Albany School of Public Health
Committed to collecting and analyzing data to understand workforce
dynamics and trends
Goal: Assisting health workforce planners to understand issues related to
the supply, demand, distribution, and the use of health workers
2
www.chwsny.org
Today’s Presentation
Background
Data and Methods
Descriptive Statistics of RN Burnout
OLS Regression on RN Burnout
Key Findings
Strategies to Address RN Burnout
3
www.chwsny.org
Backgroun
d, Data, and Methods
Background
Registered Nurses (RNs) are the largest licensed component of the health
workforce
RNs work in all facets of health care, from physician offices to hospital
inpatient units
RNs provide and coordinate patient care, monitor patients’ conditions,
and provide patient and family education
5
www.chwsny.org
What Do 
W
e 
K
now 
A
bout RN Burnout?
Demanding workloads, poor management and leadership, and overall
stressful work environments are known to be associated with RN burnout
Burnout is defined by physical or emotional fatigue or exhaustion,
increased cynicism at work, and ultimately reduced effectiveness at work
Burnout leads to increased RN turnover rates, poor job performances,
and threats to patient safety and quality of care
6
www.chwsny.org
Data: New York RN Re-Registration Survey
RNs complete a mandatory survey at time of their NY licensure re-
registration (once every 3 years)
o
Survey started in November 2022
Survey questions cover education, demographics, practice characteristics,
future plans, job satisfaction, and burnout
Burnout questions are only asked of those actively practicing as RNs in
New York State
Sample includes approximately 43,000 New York Patient Care RNs
o
Data is mainly from 2023
7
www.chwsny.org
Measuring Burnout
Copenhagen Work-Related Burnout Inventory
7 Questions:
o
Is your work emotionally exhausting?
o
Do you feel burnt out because of your work?
o
Does your work frustrate you?
o
Do you feel worn out at the end of the working day?
o
Are you exhausted in the morning at the thought of another day at
work?
o
Do you feel that every working hour is tiring for you?
o
Do you have enough energy for family and friends during leisure time?
8
www.chwsny.org
Copenhagen Work-Related Burnout Inventory
Each of the 7 questions is scored on a 5-point Likert Scale
E
ach question is than assi
gned one of 5 values based on the
answer: 0, 25, 50, 75, and 100
The burnout index is then is calculated by adding up all the scores
and dividing by 7
 
9
www.chwsny.org
Results
NY Patient Care RNs
Average Age: 44
85% Female
Race/Ethnicity
o
55% White, Non-Hispanic
o
13% Asian
o
13% Black/African American
o
8% Hispanic
o
12% Other/Mixed Race/Prefer Not to Answer
51% of RNs Work in Hospital Inpatient/Emergency Department Settings
11
www.chwsny.org
Black/African Americans Reported Less Burnout Than Other
Racial/Ethnic Groups
Work-Related Burnout by Demographics, 2023
12
www.chwsny.org
Older RNs Reported Less Burnout Than Younger RNs
Work-Related Burnout by Age Groups, 2023
13
www.chwsny.org
RNs 
With Bachelor’s Degrees 
Reported the Most Burnout
Work-Related Burnout by Highest Nursing Degree, 2023
14
www.chwsny.org
RNs 
Working in Hospital Inpatient and Emergency Department
Settings Had the Most Burnout
Work-Related Burnout by Primary Work Setting, 2023
15
www.chwsny.org
RNs 
Working in New York City and Long Island Reported Less
Burnout Than RNs Working in Other Parts of the State
Work-Related Burnout by Geographi
c Location
, 2023
16
www.chwsny.org
*Downstate includes the Department of Labor regions of New York City and Long Island. Upstate includes all remaining regions.
OLS Regression Analysis
Dependent Variable:
o
Work-Related Burnout Score
Independent Variables:
o
Gender
o
Race/Ethnicity
o
Age
o
Highest Nursing Degree
o
Primary Work Setting
o
Geographic Location (Downstate vs Upstate)
17
www.chwsny.org
Results From Regression on RN Burnout
Work-Related Burnout Regression Model, 2023
18
www.chwsny.org
Results From Regression on RN Burnout
Work-Related Burnout Regression Model, 2023
19
www.chwsny.org
Conclusion
Key Findings
Black/African Americans reported less burnout than other racial/ethnic groups
Older RNs were less likely to experience burnout than younger nurses
RNs working in hospital inpatient/emergency department settings reported
more burnout than RNs working in other settings
OLS Regression model only explains 10% of the variance in RN burnout,
indicating there is still much to learn
21
www.chwsny.org
Strategies to Address RN Burnout
Identify risk factors for burnout
Develop and/or expand resources for stress management such as employee
assistance programs, wellness teams, and tranquility rooms
Provide access to mental health services on- and off-site
Address violence against RNs through zero tolerance policies, de-escalation
training, and increased security
Foster a supportive work environment through nurse engagement and
empowerment
Promote work-life balance
22
www.chwsny.org
Contact Information
For more information, please email me at: 
dparmstrong@albany.edu
Connect With Us:
23
www.chwsny.org
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"Research conducted by the Center for Health Workforce Studies examines burnout levels among practicing Registered Nurses (RNs) in New York. Findings highlight factors contributing to RN burnout, such as demanding workloads and stressful environments, impacting job performance and patient care quality."

  • RN Burnout
  • Health Workforce
  • Nursing Study
  • Workforce Dynamics
  • Research

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  1. Differences in Burnout Levels Among Practicing RNs Presented by: David Armstrong, PhD Robert Martiniano, DrPH, MPA Center for Health Workforce Studies School of Public Health | University at Albany, SUNY dparmstrong@albany.edu June 18, 2023 National Forum of State Nursing Workforce Centers 2024 Annual Conference

  2. Center for Health Workforce Studies Established in 1996 Based at the University at Albany School of Public Health Committed to collecting and analyzing data to understand workforce dynamics and trends Goal: Assisting health workforce planners to understand issues related to the supply, demand, distribution, and the use of health workers www.chwsny.org 2

  3. Todays Presentation Background Data and Methods Descriptive Statistics of RN Burnout OLS Regression on RN Burnout Key Findings Strategies to Address RN Burnout www.chwsny.org 3

  4. Background, Data, and Methods

  5. Background Registered Nurses (RNs) are the largest licensed component of the health workforce RNs work in all facets of health care, from physician offices to hospital inpatient units RNs provide and coordinate patient care, monitor patients conditions, and provide patient and family education www.chwsny.org 5

  6. What Do We Know About RN Burnout? Demanding workloads, poor management and leadership, and overall stressful work environments are known to be associated with RN burnout Burnout is defined by physical or emotional fatigue or exhaustion, increased cynicism at work, and ultimately reduced effectiveness at work Burnout leads to increased RN turnover rates, poor job performances, and threats to patient safety and quality of care www.chwsny.org 6

  7. Data: New York RN Re-Registration Survey RNs complete a mandatory survey at time of their NY licensure re- registration (once every 3 years) o Survey started in November 2022 Survey questions cover education, demographics, practice characteristics, future plans, job satisfaction, and burnout Burnout questions are only asked of those actively practicing as RNs in New York State Sample includes approximately 43,000 New York Patient Care RNs o Data is mainly from 2023 www.chwsny.org 7

  8. Measuring Burnout Copenhagen Work-Related Burnout Inventory 7 Questions: o Is your work emotionally exhausting? o Do you feel burnt out because of your work? o Does your work frustrate you? o Do you feel worn out at the end of the working day? o Are you exhausted in the morning at the thought of another day at work? o Do you feel that every working hour is tiring for you? o Do you have enough energy for family and friends during leisure time? www.chwsny.org 8

  9. Copenhagen Work-Related Burnout Inventory Each of the 7 questions is scored on a 5-point Likert Scale Each question is than assigned one of 5 values based on the answer: 0, 25, 50, 75, and 100 The burnout index is then is calculated by adding up all the scores and dividing by 7 www.chwsny.org 9

  10. Results

  11. NY Patient Care RNs Average Age: 44 85% Female Race/Ethnicity o 55% White, Non-Hispanic o 13% Asian o 13% Black/African American o 8% Hispanic o 12% Other/Mixed Race/Prefer Not to Answer 51% of RNs Work in Hospital Inpatient/Emergency Department Settings www.chwsny.org 11

  12. Black/African Americans Reported Less Burnout Than Other Racial/Ethnic Groups Work-Related Burnout by Demographics, 2023 Low Burnout (0-25) Moderate Burnout (26-50) Hight Burnout (51-100) Average Burnout Score Demographics Gender Female Male Race/Ethnicity White, Non-Hispanic Asian Black/African American Hispanic 15.0% 14.3% 43.6% 43.6% 41.5% 42.1% 47.5 49.4 12.1% 15.0% 26.3% 13.9% 43.0% 44.6% 47.0% 42.5% 45.0% 40.3% 26.7% 43.6% 50.2 48.2 41.2 49.4 www.chwsny.org 12

  13. Older RNs Reported Less Burnout Than Younger RNs Work-Related Burnout by Age Groups, 2023 Low Burnout (0-25) 6.5% 10.9% 15.8% 17.8% 22.9% 44.7% Moderate Burnout (26-50) 38.6% 42.3% 44.8% 45.7% 46.5% 42.7% Hight Burnout (51-100) 54.9% 46.8% 39.5% 36.5% 30.6% 12.5% Average Burnout Score 54.9 51.4 47.9 46.2 42.7 32.4 Age Groups 20-29 30-39 40-49 50-59 60-69 70+ www.chwsny.org 13

  14. RNs With Bachelors Degrees Reported the Most Burnout Work-Related Burnout by Highest Nursing Degree, 2023 Low Burnout (0-25) 19.8% 15.2% 18.4% Moderate Burnout (26-50) 43.1% 41.9% 44.2% Hight Burnout (51-100) 37.1% 42.9% 37.4% Average Burnout Score 45.6 48.7 46.2 Highest Nursing Degree Associate/RN Diploma Bachelor s Master s www.chwsny.org 14

  15. RNs Working in Hospital Inpatient and Emergency Department Settings Had the Most Burnout Work-Related Burnout by Primary Work Setting, 2023 Low Burnout (0-25) 11.3% 15.5% 20.4% 19.5% Moderate Burnout (26-50) 39.7% 46.9% 44.5% 47.5% Hight Burnout (51-100) 49.0% 37.6% 35.1% 33.0% Average Burnout Score 51.9 46.7 44.8 44.6 Work Setting Hospital Inpatient/ED Hospital Outpatient Other Inpatient/LTC Other Outpatient www.chwsny.org 15

  16. RNs Working in New York City and Long Island Reported Less Burnout Than RNs Working in Other Parts of the State Work-Related Burnout by Geographic Location, 2023 Low Burnout (0-25) 18.1% 12.6% Moderate Burnout (26-50) 43.7% 42.2% Hight Burnout (51-100) 38.3% 45.2% Average Burnout Score 46.7 50.1 Work Setting Downstate* Upstate *Downstate includes the Department of Labor regions of New York City and Long Island. Upstate includes all remaining regions. www.chwsny.org 16

  17. OLS Regression Analysis Dependent Variable: o Work-Related Burnout Score Independent Variables: o Gender o Race/Ethnicity o Age o Highest Nursing Degree o Primary Work Setting o Geographic Location (Downstate vs Upstate) www.chwsny.org 17

  18. Results From Regression on RN Burnout Work-Related Burnout Regression Model, 2023 Variable Constant Female Male Hispanic Asian Black Other Race White Age Unstandardized B 67.59 -0.90 **** -1.91 -2.13 -7.80 0.13 **** -0.27 Standard Error 0.42 0.27 **** 0.36 0.29 0.30 0.33 **** 0.01 Standardized B Significance 0.00 0.00 **** 0.00 0.00 0.00 0.38 **** 0.00 -0.02 **** -0.03 -0.04 -0.13 0.02 **** -0.18 www.chwsny.org 18

  19. Results From Regression on RN Burnout Work-Related Burnout Regression Model, 2023 Variable Associate s Master s Bachelor s Hosp. Outpatient Other Outpatient Other Inpatient Other Setting Hosp. Inpatient Downstate NY Upstate NY Unstandardized B -0.69 -0.29 **** -4.71 -7.01 -4.35 -7.15 **** -2.82 **** Standard Error 0.23 0.33 **** 0.30 0.38 0.36 0.24 **** 0.24 **** Standardized B -0.02 -0.87 **** -0.08 -0.09 -0.06 -0.15 **** -0.15 **** Significance 0.00 0.38 **** 0.00 0.00 0.00 0.00 **** 0.00 **** www.chwsny.org 19

  20. Conclusion

  21. Key Findings Black/African Americans reported less burnout than other racial/ethnic groups Older RNs were less likely to experience burnout than younger nurses RNs working in hospital inpatient/emergency department settings reported more burnout than RNs working in other settings OLS Regression model only explains 10% of the variance in RN burnout, indicating there is still much to learn www.chwsny.org 21

  22. Strategies to Address RN Burnout Identify risk factors for burnout Develop and/or expand resources for stress management such as employee assistance programs, wellness teams, and tranquility rooms Provide access to mental health services on- and off-site Address violence against RNs through zero tolerance policies, de-escalation training, and increased security Foster a supportive work environment through nurse engagement and empowerment Promote work-life balance www.chwsny.org 22

  23. Contact Information For more information, please email me at: dparmstrong@albany.edu Connect With Us: www.chwsny.org 23

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