INTRODUCTION: Impostor phenomenon (IP) is a set of feelings encountered by individuals of being incompetent, despite experiencing successes. IP affects not only individuals on a personal level, but also organisations where the leadership diversity decreases due to employees' self-doubt. We aim to investigate the prevalence of IP and burnout among employees in the National University Health System (NUHS). METHODS: All permanently employed full-time NUHS employees aged 21 years and above were invited to participate in this self-administered cross-sectional study between April 2021 and August 2021. Mass emails with the embedded study link were sent every 2-3 weeks to the employees' corporate email accounts. RESULTS: In our study, 61% of our study respondents reported having IP experiences and 97% reported having burnout. The associations of IP with ethnicity and age group were significant. Post hoc tests, however, showed that the association was statistically significant only in the 21-29 years age group. CONCLUSION We found that there was no statistical significance between gender and the Maslach Burnout Inventory (MBI) profile types. However, we found that IP was significantly associated with individuals in the 21-29 years age group. This could be because younger individuals who just entered workforce may feel uncomfortable with their newfound independence and responsibility. Workplace support, such as workshops, and emotional support were found to be useful in helping individuals cope with IP. Future studies could be done post coronavirus disease 2019 (COVID-19) pandemic among healthcare workers to have a larger sample size to determine true IP and burnout prevalence.
Humans ; Singapore/epidemiology* ; Adult ; Male ; Female ; Burnout, Professional/psychology* ; Cross-Sectional Studies ; Prevalence ; Middle Aged ; Young Adult ; Surveys and Questionnaires ; COVID-19/epidemiology* ; Workplace/psychology*

INTRODUCTION: During the coronavirus disease 2019 (COVID-19) pandemic, contact tracers were under immense pressure to deliver effective and timely contact tracing, raising concerns of higher susceptibility to burnout. Our study aimed to determine burnout prevalence among hospital-based contact tracers and associated risk factors, so that interventions to reduce burnout risk could be formulated. METHODS: One hundred and ninety-six active contact tracers across three hospitals within a healthcare cluster were invited to complete an anonymous online survey. To identify burntout, data such as demographics, work-related variables and contact tracing-related variables were collected using the Copenhagen Burnout Inventory. Associated factors were identified using multivariate statistics. Open-ended questions were included to understand the challenges and potential improvements through qualitative analysis. RESULTS: A total of 126 participants completed the survey, giving a completion rate of 64%, and almost half of these participants (42.9%) reported burnout. Protective factors included being on work-from-home arrangements (adjusted odds ratio [OR] 0.22, 95% confidence interval [CI] 0.08-0.56), perception of being well supported by their institution (adjusted OR 0.25, 95% CI 0.08-0.80) and being married (adjusted OR 0.28, 95% CI 0.12-0.64). Risk factors included having an administrative role pre-COVID-19 (adjusted OR 3.62, 95% CI 1.33-9.83). Work-related burnout was related to being activated for more than 1 day in the preceding week (unadjusted OR 3.25, 95% CI 1.33-7.94) and multiple activations in a day (unadjusted OR 3.54, 95% CI 1.44-4.41). Biggest challenges identified by participants were language barrier (62.7%), followed by workflow-related issues (42.1%). CONCLUSION Our study demonstrated burnout and other challenges faced by a team of mostly hospital-based administrative staff redeployed on a part-time basis to ensure timely contact tracing. To mitigate burnout, we recommend choosing staff on work-from-home arrangements and ensuring adequate manpower and rostering arrangements.
Humans ; COVID-19/epidemiology* ; Burnout, Professional/epidemiology* ; Singapore/epidemiology* ; Female ; Male ; Cross-Sectional Studies ; Adult ; Middle Aged ; Risk Factors ; Surveys and Questionnaires ; Contact Tracing/methods* ; SARS-CoV-2 ; Prevalence ; Pandemics

INTRODUCTION: Despite efforts to improve junior doctors' working conditions, burnout, distress and disillusionment persist, with implications for patient outcomes. This qualitative study analysed factors shaping the lived experiences of junior doctors in Singapore and their changes over time, thereby seeking to inform improvements to working conditions. METHOD: Thirty purposively sampled respondents who were junior doctors in Singapore between 1975 and 2022 were interviewed. Respondents were grouped into 3 cohorts: (1) junior, (2) middle and (3) senior. Employing the framework method of qualitative analysis, open coding was performed with reference to the individual, interpersonal, institutional, community and policy levels of the socioecological model (SEM). Four themes emerged: (1) inherent challenges of junior doctorship, (2) exacerbating factors, (3) alleviating factors and (4) responses of junior doctors to their experiences. Codes were reconstructed into a modified SEM, demonstrating trickle-down effects of interpersonal or structural forces on the individual doctor and pertinent factors evolving with time. RESULTS: Across cohorts, respondents echoed mental and physical challenges. While senior cohort doctors recounted higher patient-to-doctor ratios and longer working hours, junior cohort doctors cited new difficulties. These include a hostile medicolegal landscape, patients' increasingly complex needs and expectations, and higher administrative loads. Amid these difficulties, alleviating factors included good workplace relationships alongside institutional interventions. Doctors responded differently to their challenges. Some externalised difficulties through expression and advocacy; others internalised them, whether into fulfilment or distress. CONCLUSION While some facets of junior doctorship have improved with time, new challenges that warrant consideration are emerging. Junior doctors should be centred, listened to and empowered in shaping improvements to working conditions.
Singapore ; Humans ; Qualitative Research ; Medical Staff, Hospital/psychology* ; Male ; Female ; Adult ; Burnout, Professional/psychology* ; Workload/psychology* ; Attitude of Health Personnel ; Interviews as Topic ; Job Satisfaction

BACKGROUND

Stress is a pervasive occupational hazard among healthcare workers, particularly in tertiary government hospitals with heavy workloads, limited resources, and emotionally demanding care. Chronic stress contributes to burnout, reduced job performance, and poorer patient outcomes, posing significant workforce and public health concerns. Despite post-pandemic recovery initiatives, evidence remains limited on how healthcare workers experience and manage stress in routine, non-crisis settings in Philippine tertiary hospitals. This study aimed to examine the relationship between perceived stress, clinicodemographic and lifestyle factors among employees of a tertiary government hospital.

An analytical cross-sectional study was conducted among 173 stratified randomly selected employees of Luis Hora Memorial Regional Hospital (LHMRH), Mountain Province. A validated self-administered electronic questionnaire assessed clinicodemographic characteristics, lifestyle behaviors, and the 10-item Perceived Stress Scale. Anthropometric measures, including body mass index and waist-to-hip ratio, supplemented self-reported data. Descriptive statistics summarized participant characteristics, and linear regression identified factors associated with perceived stress.

Most employees demonstrated suboptimal adherence to Lifestyle Medicine pillars, particularly nutrition (0.6% met recommendations), physical activity (61.8% low), and sleep quality (83.3% fair/poor). The overall perceived stress level was moderate (mean = 18.19). Linear regression revealed that bronchial asthma (p = 0.003), poor sleep quality (p < 0.001), and alcohol dependence (p = 0.023) were significantly associated with higher stress, while nutrition, physical activity, and social support were not.

Healthcare workers at LHMRH experience moderate stress primarily linked to poor sleep, alcohol dependence, and bronchial asthma. Targeted wellness programs promoting sleep hygiene, responsible alcohol use, and chronic disease management are recommended to strengthen workforce resilience and align with the Mental Health Act and Civil Service Commission directives.

Background: Burnout is a pressing concern among Emergency Ward (EW) nurses, stemming from the intense demands of their profession, including long hours, exposure to traumatic events, and the need for quick decision-making. This issue not only affects nurses' well-being but also has repercussions for patient care and the healthcare system. Objective: This study aimed to investigate the association between effort-reward and work-life imbalance on burnout among EW nurses in a public hospital. Methods: The study was a cross-sectional analytical study conducted from February to May 2022 involving 32 EW nurses employed at Public Hospital I.A. Moeis Hospital in Samarinda City, Indonesia. The research employed several instruments for data collection through stratified random sampling. Chi square and logistic regression analysis were performed to assess the factors contributing to burnout among EW nurses, including effort-reward imbalance, worklife balance, namely monotonous work, self-efficacy, communication among healthcare professionals, and workload. Result: There was positive correlation between effort-reward and work-life imbalance on burnout among EW nurses. The multivariate test results showed that workload, self-efficacy, communication, and monotonous work had higher risk of developing burnout in EW nurses. Conclusion In this study, we found that effort-reward and work-life imbalance were significantly associated with burnout in EW nurses in a public hospital. The development of comprehensive assessment of burnout among EW nurses and its early intervention should be warranted.
Burnout, Psychological ; Emergency Ward ; Emergency Service, Hospital ; Nurses ; Hospitals, Public

OBJECTIVE: Medical trainees have increased burnout compared to the general population. This may be attributed to physiological stress, increased workload, work demands, and the training culture. This study evaluated the association between the current training culture of the residents and fellows and prevalence of burnout at the Philippine Children‘s Medical Center. MATERIALS AND METHODS: Two validated survey instruments were utilized in this study: the Organizational Culture Assessment Instrument (OCAI) to assess the current and preferred training culture among the trainees, and the Maslach Burnout Inventory (MBI) to evaluate the prevalence of burnout among participants. RESULTS: Ninety-two (pediatric residents = 50; fellows = 42) trainees were included in the study. Whereas the current identified training culture in the institution was the market or compete culture, respondents preferred the clan or collaborative culture. Majority of trainees scored high among the 3 domains of burnout: 72% for emotional exhaustion, 64% for depersonalization, and 57% in personal accomplishment. Market culture was significantly associated with emotional exhaustion and depersonalization. CONCLUSION The prevalence of burnout among medical trainees is a significant issue that requires attention. It is essential to implement programs to decrease burnout and shift towards a supportive training culture. This study suggests a gradual shift towards a clan culture, which can help promote collaboration, mentorship, and mutual support among trainees. Such changes will not only improve the well-being of trainees, but also enhance the quality of patient care.
Burnout, Psychological

BACKGROUND

The COVID-19 pandemic has significantly challenged global healthcare systems, particularly impacting the psychological health of nurses. This study examines the psychosocial impact and work-related stressors faced by Filipino nurses during the COVID-19 crisis.

Adescriptive cross-sectional survey was used to gather data from May 2021 to May 2022. Participants included registered nurses recruited from across the Philippines, focusing on their exposure to work related stressors, burnout, job satisfaction, and coping activities. The survey included validated items that measured work related variables (e.g., job responsibilities, workload) and personal stress management strategies. Descriptive statistics (means, standard deviations, frequencies, and percentages) were calculated to interpret the continuous and categorical variables.

A total of 2,229 nurses participated in the survey. Findings indicate that 78.9% of nurses experienced increased workloads, and 36% were assigned to units outside their expertise. Despite the high stress and burnout rates (30.4% reported symptoms), 56.4% of nurses intended to stay in their positions. The most common coping strategies were use of social media (53.7%) and connecting with friends and family (51.5%).

Filipino nurses displayed considerable resilience despite facing severe work-related stressors and psychological strains during the pandemic. The study highlights significant stressors such as increased workload, role shifts, and the lack of clear workplace goals, contributing to burnout and reduced job satisfaction. This study underscores the need for enhanced support systems and policies to safeguard nurses' well-being, recommending more robust mental health services, adequate staffing, and the provision of necessary resources and training to prepare nurses for future health crises better.

INTRODUCTION

Burnout is becoming more common among healthcare professionals, notably during the COVID-19 pandemic. It can result in lower performance and effectiveness at work as well as employment withdrawal, all of which affects the standard of healthcare services provided.

In order to ascertain the effectiveness of mindfulness meditation-based interventions (MMBIs) in reducing burnout among healthcare workers, a systematic review and meta-analysis was done.

Two investigators searched records in CENTRAL, PubMed/MEDLINE, Google Scholar, Preprints, Grey Literature, and cross-referencing to acquire articles using search terms related to “mindfulness meditation”, “healthcare workers”, and “burnout”. Inclusion criteria included randomized controlled trials (RCTs) and nonrandomized controlled trials (NRTs) that assessed the effectiveness of MMBIs on burnout as measured by the Maslach Burnout Inventory (MBI) among healthcare workers in the hospital setting. Study selection, data extraction, risk of bias assessment were done by the investigators independently. Analysis was done using RevMan 5 software, forest plots were generated, and subgroup analyses were done.

Of 25,453 identified records, 28 studies were included. The studies were rated with low to unclear selection bias and high risk of performance bias. MMBIs were associated with significant reduction on the emotional exhaustion, depersonalization and personal accomplishment subscales with pooled mean differences of -2.60 (95% CI = -3.64, -1.55), -0.51 (95% CI = -0.77, -0.26), and 0.82 (95% CI = 0.24, 1.39), respectively. On subgroup analyses, the types of MMBI implemented had no influence in the intervention effect noted on all subscales among RCTs but had significant influence among NRTs. Reduction of burnout was noted to be higher in nurses compared with physicians and mixed healthcare workers. Overall quality of evidence for RCTs was low to moderate and very low to low for NRTs.

The results suggest that MMBIs can reduce the burnout symptoms of healthcare workers. To address the high risk of bias of included studies and improve quality of evidence, future research should be done with high-quality RCTs.

BACKGROUND

Hospitals in the Philippines have been a workhorse even before the COVID-19 pandemic hit the country. Risk of burnout is high among healthcare providers and it can have a significant impact on the efficiency and effectiveness of healthcare delivery. Identification of employee burnout is important since it is usually overlooked and it is presumed to be related to a lower level of life satisfaction.

To correlate the Level of Life Satisfaction and Work-Related Burnout among the Hospital Operation and Patient Support Service Employees of a tertiary government gospital in 2023.

A cross-sectional study was used to evaluate the correlation of work-related burnout and level of life satisfaction using self-administered questionnaires to regular HOPSS employees. Data gathered was then analyzed to get the descriptive statistics and to test the Pearson’s correlation coefficient (r).

Most of the respondents are of the male gender and belonged in the 31 to 40 years age group. The average age of the respondents is marked at 40.3 years old and the average stay in the institution is 7.8 years. Burnout assessment revealed a majority of low burnout levels across the three dimensions of burnout, whereas level of life satisfaction was generally high. Pearson’s correlation coefficient was -0.46578 with a p-value of 0.00305.

The study has shown a statistically significant negative correlation between the level of work-related burnout and the level of life satisfaction, wherein there is a higher level of life satisfaction among those with lower levels of work-related burnout.

Lack of self-care has strongly been associated with stress and burnout among nurse educators. It has long been a silent battle as they struggle with academia, clinical practice, and research. Challenges identified that contribute to lack of self-care are heavy workloads, limited facilities for instruction, lack of support for professional advancement, and limited self-care facilities. In support of the Alma Ata declaration in empowering and assisting individuals to obtain knowledge, skills, and resources to preserve health, this paper advocates the need to foster and establish a self-care culture for nurse educators in the Philippines through the Reflect, Recharge, Revive Program. The program framework of Reflect through self-assessment and self-reflection, Recharge through self-care education and training, and Revive for sustainability are collected from various programs already used by some nursing schools that have been proven effective in their respective organizations. Its integration into the current policies and guidelines, including policy frameworks of nursing institutions, will help address stress and burnout associated with a lack of self-care among nurse educators. As a healthy policy, it is believed to positively affect nursing education, especially in decreasing faculty turnover and increasing job performance and self-fulfillment in teaching.
Self Care ; Schools, Nursing ; Burnout, Psychological ; Policy