Assessing Advanced Practice Provider Well-Being in an Academic Medical Center.

In recent years, there has been a growing appreciation for the threat burnout has on clinician and patient safety, and in response, many stakeholders are advocating for solutions at the systems level. As a health-care organization, surveying clinicians is central to understanding burnout's prevalence and impact. This quality improvement project assessed well-being metrics among advanced practice providers (APPs) in a large academic medical center and found statistically significant relationships between burnout, professional fulfillment, and turnover. In collaboration with organizational leadership, the survey results were used in the development of system-wide initiatives to mitigate burnout and support professional fulfillment among APPs.

Predictors of Burnout, Job Satisfaction, and Turnover Among CRNAs During COVID-19 Surging.

This study examined the relationship between demographic factors, job characteristics, relations between Certified Registered Nurse Anesthetists (CRNAs) and administration, and conflict between work and personal responsibilities using structural equation modeling to determine levels of burnout, job satisfaction, and turnover intention among CRNAs during COVID-19 surges. Survey data were collected from CRNAs practicing in Massachusetts and Texas through an email link distributed by their respective state associations of nurse anesthetists. Results of the structural equation modeling showed a decrease in feedback, low CRNA-administration relations scores, and prioritizing work over personal responsibilities were predictive of CRNA burnout. In addition, burnout levels were correlated with job satisfaction and turnover intention. Based on these findings, employers could decrease CRNA burnout and turnover by creating organizational strategies focused on improving job feedback, relationships between CRNAs and administrators, and work-life integration. Through these approaches, healthcare managers and leaders may support CRNA resiliency and retention, particularly during times of professional change, such as the COVID-19 pandemic.

Turnover, Burnout, and Job Satisfaction of Certified Registered Nurse Anesthetists in the United States: Role of Job Characteristics and Personality.

This study, designed to identify the determinants of job satisfaction, employee burnout, and turnover intentions, was based on data derived from a survey of members of the American Association of Nurse Anesthetists (AANA) who were active Certified Registered Nurse Anesthetists (CRNAs). The relationships explored, using structural equation models, were job satisfaction as a function of job characteristics and personality factors; employee burnout as a function of job characteristics, personality factors, and demographic characteristics; and turnover as a function of job satisfaction and burnout. Job satisfaction was positively associated with the job characteristic autonomy and the personality factor agreeableness. Employee burnout was negatively associated with the job characteristics autonomy and skill variety, and with the personality factors agreeableness, stability, and openness; it was positively associated with hours worked per week. Turnover intentions were negatively associated with job satisfaction and positively associated with burnout. The results suggest that employers should structure CRNA jobs to feature greater skill variety and greater autonomy, which should result in higher job satisfaction, less burnout, and lower turnover intentions.

Listening to the voices of important others: how adolescents make sense of troubled dating relationships.

Nearly one third of adolescents experience dating relationship maltreatment. Grounded theory methods were used to explicate a typology of ways by which adolescents incorporate views of others in making sense of their troubled dating relationships. Interviews with 90 young adults (ages 18-21 years) who had troubled adolescent dating relationships were analyzed using constant comparative techniques. A typology of ways in which adolescents "listen to the voices of important others" emerged. The six ways were "preventing challenging voices of important others," "deflecting irksome voices of important others," "succumbing to demanding voices of important others," "soliciting confirming voices of important others," "considering cautionary voices of important others," and "heeding knowing voices of important others." Professionals can use this model when deciding how to offer input about troubled adolescent dating relationships.