8 The <strong>Oklahoma</strong> <strong>Nurse</strong> <strong>May</strong>, June, July <strong>2021</strong> Help Wanted! Clinical Health Facility Surveyor $58,539.84 per year plus benefits Positions available across <strong>Oklahoma</strong>. Preference is given to RNs and LPNs with a valid permanent <strong>Oklahoma</strong> Nursing License. Responsible for the inspection for nursing facilities, hospitals, surgery centers, home care agencies, dialysis centers and other health care facilities. Extensive Training Provided. 2-3 day overnight travel required. APPLY ONLINE JOBS.OK.GOV Search Keyword “Surveyor” Applicants must apply for each position for which they are interested. Questions? - Surveyor@health.ok.gov AA/EEO Advance your Nursing Degree Texas A&M University Commerce offers RN - BSN and MSN FNP Options The RN-BSN program is designed for hybrid and fully online* study. The MSN program is hybrid program with some online only courses. Full and part-time options are available. Multiple admissions are available. Clinical can be in your community. For more information, please visit: http://www. tamuc.edu/academics/graduateSchool/ programs/ humanServices/<strong>Nurse</strong>practitioner.aspx * Pending Texas Higher Education Coordinating Board Approval. Submit RN-BSN applications to Nursing@tamuc.edu and MSN applications to the Graduate School at: https://www.applytexas.org/adappc/gen/c_start.WBX We are hiring! Amerita, Inc. is a leading provider in home infusion therapy. Want to work for one of the top infusion companies? Check us out! We are looking for Infusion Registered <strong>Nurse</strong>s to join our Nursing team. If you are experienced in Infusion, Home Health, and managing all types of vascular access devices please apply today! www.ameritaiv.com
<strong>May</strong>, June, July <strong>2021</strong> The <strong>Oklahoma</strong> <strong>Nurse</strong> 9 DOES SHIFT LENGTH MATTER? Reprinted with permission from North Dakota <strong>Nurse</strong> January <strong>2021</strong> Appraised by: Jannelle Stevens, RN, LeAnn Bingham, RN, & Dylan Gjerde, RN <strong>May</strong>ville State University RN-BSN students Clinical Question: Do nurses who work 12-hour shifts have a higher rate of burnout than nurses who work 8-hour shifts? Articles: Dallora, C., Griffiths, P., Ball, J., Simon, M., & Aiken, L. H. (2015). Association of 12 h shifts and nurses’ job satisfaction, burnout and intention to leave: Findings from a cross-sectional study of 12 European countries. BMJ Open, 5(9). doi:10.1136/ bmjopen-2015-008331 Khammar, A., Amjad, R. N., Rohani, M., Yari, A., Noroozi, M., Poursadeghian, A., Mahsa, H., Poursadeghiyan, M. (2017). Survey of shift work disorders and occupational stress among nurses: A cross-sectional study. Annals of Tropical Medicine & Public Health, 10(4), 978–984. Ruotsalainen, J. H. (2015). Preventing occupational stress in healthcare workers. Cochrane Database of Systematic Reviews, (4). John Wiley & Sons, Ltd. doi: 10.1002/14651858.CD002892.pub5 Thompson, B. J. (2019). Does work-induced fatigue accumulate across three compressed 12 hour shifts in hospital nurses and aides? PLoS ONE, 14(2), 1–15. Synthesis of evidence: This synthesis includes four studies related to evidence supportive of the proposed research question. The first study was conducted by Dallora, Griffiths, Ball, Simon, & Aiken (2015), and focused on the concern that nurses who work 12-hour shifts have a higher job dissatisfaction and burnout rate compared to nurses who work 8-hour shifts. A cross-sectional survey was done on 31,627 RN's in 2,170 general medical/surgical units within 488 hospitals across 12 European countries. The study concluded that nurses who work 12-hours shifts experience an increased rate of job dissatisfaction when compared to a nurse working an 8-hour shifts. The same results were reported for burnout described as, emotional exhaustion, depersonalization, and low personal accomplishment. The second study was conducted by Khammar, Amjad, Rohani, Yari, Noroozi, Poursadeghian, Mahsa, & Poursadeghiyan (2017). This study performed a cross-sectional study on 100 randomly selected shift-working nurses from three hospitals in Iran. The study focused on the correlation of shiftwork-related problems and occupational stress, shiftwork, and job dissatisfaction. The conclusion of this study showed a high prevalence of shiftwork-related problems such as, psychological disorders, digestive problems, sleep disorders, and musculoskeletal complaints. The study did show there was a higher rate of job satisfaction when nurses were able to choose their shiftwork. Stressrelated issues were more prevalent when there was a conflict with coworkers. The third study was conducted by Ruotsalainen (2015). This study addressed the concern for healthcare workers suffering from occupational stress resulting in distress, burnout, psychosomatic problems, deterioration in quality of life, and lack of patient care. The purpose of this Cochrane review was to evaluate the effectiveness of workand person-directed interventions compared to no intervention or alternative interventions in preventing stress at work in healthcare workers. A total of 58 studies (54 RCTs and four CBA studies), with 7,188 participants were reviewed. Organizational interventions discussed were changing working conditions, improving support or mentoring, changing content of care, improving communication skills, and improving work schedules. The study concluded that cognitive-behavioral training as well as mental and physical relaxation reduced stress moderately. Changing work schedules and having shorter work schedules also reduced stress. Other organizational interventions have no clear effects. The purpose of the final study conducted by Thompson (2019), was to determine what performance-based fatigue symptoms presented after three consecutive 12-hour nursing shifts compared to a single 12-hour nursing shift. Participants were mentally tested on their reaction time and monitored for lapses of attention. Physical testing consisted of three vertical jumps and isometric strength assessments on the knee extensor/flexor, and wrist flexor muscle groups. The results showed fatigue-based impairments in several mental and physical performance tasks which occurred after a single 12-hour shift however, the impairments were exacerbated following three consecutive 12-hour shifts. Bottom Line: Evidence suggests that there is a correlation between the length of shift worked and an increased rate of burnout. It is necessary for healthcare institutions and nurses to evaluate the potential cause for burnout and make the appropriate changes. Institutions that implemented shorter shifts with stress intervention and prevention programs tend to have a lower nurse burnout rate than those without. Additionally, nurses who can be proactive with recognizing burnout in themselves and their coworkers will assure an optimal working environment and continue to provide our patients with exceptional care. Implications for nursing practice: It has become increasingly apparent that nurses are suffering from burnout. Healthcare institutions and nurses need to take the appropriate steps to recognize, reduce, and prevent burnout. Some steps aimed at reducing burnout are, developing modified shift-working programs, avoiding consecutive 12- hour shifts, provide education on stress reducing measures, reviewing workload, improving staff support, mentoring, and improving communication. Having these proactive interventions in place will be beneficial for the institution, nurses, and patients. American <strong>Nurse</strong>s Foundation Launches National Well-being Initiative for <strong>Nurse</strong>s In response to the growing burden of stress and moral distress on the nation’s nurses as they valiantly care for patients on the frontlines of the pandemic, the American <strong>Nurse</strong>s Foundation (the Foundation), the philanthropic arm of the American <strong>Nurse</strong>s Association (ANA), announced the launch of the national Well-being Initiative designed specifically for nurses across the U.S. These new resources will help nurses build resilience and take necessary steps to manage the stress and overcome the trauma caused by COVID-19. The Well-being Initiative gives nurses access to digital mental health and wellness-related sources, tools and more to support their emotional well-being while taking care of those affected by the virus. Developed ‘for nurses by nurses,’ the Foundation partnered with the American <strong>Nurse</strong>s Association (ANA), the Emergency <strong>Nurse</strong>s Association (ENA), the American Association of Critical-Care <strong>Nurse</strong>s (AACN), and the American Psychiatric <strong>Nurse</strong>s Association (APNA). “<strong>Nurse</strong>s are putting their physical and mental health on the line to protect us all during this pandemic. Every day they confront traumatic situations while they face their own worries about the risks to themselves and their families,” said Kate Judge, executive director, American <strong>Nurse</strong>s Foundation. “<strong>Nurse</strong>s are always there for us and we owe it to them to support their well-being during this crisis and in the future.” Recognizing individuals process stress, trauma and anxiety differently, nurses will have the option to join virtual groups, express thoughts through writing workshops or talk one-on-one. The comprehensive offering includes both responsive measures (peerto-peer conversations, warmlines, hotlines, cognitive processing techniques) and preventive actions (stress reduction, mindfulness and educational materials): <strong>Nurse</strong>s Together: Connecting through Conversations – there is significant value in peer support during times of crisis and these virtual voice and/or video calls provide nurses a safe space to openly talk about self-care and wellness, recovery and resilience, care dilemmas and bereavement. Led by the ENA these are one-hour, volunteer-led calls for nurses. Narrative Expressive Writing – writing is a proven and effective tool for building resilience, improving mindfulness, and reducing psychological distress. In this five-week program, nurses respond anonymously to COVID-19-related writing prompts. A certified responder reads individual’s submissions and provides confidential feedback. Happy App – emotional support is critical, especially for nurses tackling anxiety, stress, daily life and death decisions, fear, and isolation during the COVID-19 pandemic. This easy-to-use smart phone app connects nurses one-on-one to a Support Giver team member 24/7. Moodfit Mobile App – self-care is critical for nurses, even more as work and life stresses mount during the COVID-19 pandemic. This mobile app, customized for nurses, will support them with wellness goals and activities. <strong>Nurse</strong>s can set and track their own goals for sleep, nutrition, exercise, mindfulness and other activities. Self-Assessment Tool – an important part of selfcare for nurses is understanding and connecting with their mental health needs. This evidence-based tool recommended by APNA will help nurses identify symptoms, understand if they need to seek help, and direct them to relevant resources. Hotlines and Provider Resources – evaluated and recommended by the Foundation and its partners, these resources include instructions for finding mental health providers, how to get a referral, and what to look for in a provider. A 2017 study found 63% of hospital nurses reported burnout. During the COVID-19 pandemic the rate of burnout is expected to increase even more as the mental and physical strain and moral distress take its toll on nurses. This underscores the essential need for these tools and resources. If you are a nurse and want to join the peer-to-peer conversations, download the apps or use the tools; visit the Well-being Initiative at https://bit.ly/35qLV7x.
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