Predicting Job Satisfaction and Job Burnout in Australian Infection Control Practitioners

Transcription

1 Predicting Job Satisfaction and Job Burnout in Australian Infection Control Practitioners Katie Page, Adrian Barnett, Megan Campbell, Katherine White, Nerina Jimmieson, Nick Graves Queensland University of Technology I declare I have no conflicts of interest. 1

2 ..there is increasing recognition that the effectiveness of infection control practices is influenced by the environmental, behavioural, and organisational contexts in which care is delivered Griffiths, JHI 2009

3 Rationale Griffiths (2009) scoping review states that organisational characteristics should be considered risk factors for infection Hall et al (2015) role and responsibilities and scope of practice for ICPs ICP: little is known about the organisational climate and culture in which Australian ICPs perform their roles

4 Aims Measure a range of organisational psychology climate and culture variables to assess job characteristics Use these to predict job satisfaction and job burnout in a cross-sectional of the Australian ICP population Data collected as part of larger project

5 Demographics Sample size N= 153: 10 males, 143 females (93%) Age years Mean: 44 yrs Years nursing experience Mean: 22.5 yrs (5-44yrs) All ICPs at 50 hospitals with at least 6 months work experience in current hospital. 5

6 Response Rates State N % of sample Sent to Response Rate NSW 39 25% % VIC 38 25% 66 58% QLD 28 18% 41 68% SA 15 10% 22 68% WA 16 10% 23 70% TAS 9 6% 11 82% ACT 2 1% 7 29% NT 6 4% 6 100% Total % % 6

7 What we measured 1. Perceived Organisational Support (POS) 2. Support from senior management (senior) 3. Communication (comm) 4. Hospital level safety climate (safety) 5. Time pressure (timepres) 6. Cognitive demands (cogdem) 7. Job control (jobcont) 8. Job burnout (burnout) 9. Job satisfaction (sat) 7

8 General POS Questions 1. The hospital values my contribution to its well-being. 2. The hospital fails to appreciate any extra effort from me. 3. The hospital would ignore any complaint from me. 4. The hospital really cares about my well-being. 5. Even if I did the best job possible, the hospital would fail to notice. 6. The hospital cares about my general satisfaction at work. 7. The hospital shows very little concern for me. 8. The hospital takes pride in my accomplishments at work. 8

9 Scale Reliabilities # Scale # items Cronbach s alpha 1 Perceived org support Communication Senior management Time pressure Job control Cognitive demand Safety climate

10 Perceived Organisational Support ICPs consider they have a moderate level of POS (Mean=4.6) Lots of variance 50% sample modlow POS 1 = Strongly Disagree to 7 = Strongly Agree 10

11 Communication Very good communication for hand hygiene (Mean=4.04) ICPs know the proper channels for HH comm & think that there is good HH comm on different levels in the chain of command 1 = Strongly Disagree to 5 = Strongly Agree 11

12 Support from Senior Management Varied support from senior mgt (Mean=3.75) Over 50% good support Quite a lot ICPs (30%) perceive poor support. 1 = Strongly Disagree to 5 = Strongly Agree 12

13 Time Pressure ICPs under quite a bit of time pressure (Mean=4.04) 1 = Never to 7 = Always 13

14 Job Control On average ICPs report moderately high job control (Mean=4.89) 15-20% report poor levels 1 = Never to 7 = Always 14

15 Cognitive Demands 75% ICPs report very high cognitive demands in their jobs (M=5.85) 1 = Never to 7 = Always 15

16 Hospital Safety Climate ICPs perceive a good safety climate in relation to HH ICPs in part responsible for setting the climate! 1 = Strongly Disagree to 7 = Strongly Agree 16

17 Job Burnout No Burnout Occasional Some Symptoms Lots Symptoms Completely Burnout N = 148 M = 2.14 (1-5) SD =

18 Job Satisfaction Not at all satisfied Just about satisfied Quite satisfied Very satisfied Extremely satisfied, couldn't be more satisfied. N = 148 M = 3.08 (1-5) SD =

19 Correlations Job Satisfaction Burnout Time pressure -0.29*** 0.49*** Job control 0.55*** -0.25** Cognitive demand ** Communication 0.51*** -0.33*** Safety Climate 0.46*** -0.27** Senior Mgt Support 0.46*** -0.17* POS 0.58*** -0.30*** * p < 0.05 ** p < 0.01 ***p<

20 Multiple Linear Regressions 1. Communication 2. Safety climate 3. Time pressure 4. Perceived org support 5. Senior mgt 6. Job control 7. Cognitive demand 8. Age Job Satisfaction Job Burnout r = -0.53, p <

21 Predicting Job Satisfaction R = 0.71 (R 2 = 0.50), p <.001. Communication about hand hygiene, job control and perceived org support independently predict job satisfaction for ICPs. Variable Beta Perceived org support.229* Time pressure Job control.363*** Communication.223* Safety climate Cognitive demands.085 Support senior mgt.122 Age.007 * p <.05; ** p <.01; *** p <

22 Predicting Job Burnout R = 0.61 (R 2 = 0.37), p <.001 High time pressure and cognitive demands coupled with poor communication and low job control predict job burnout in ICPs. Variable Beta Perceived org support Time pressure.333*** Job control Communication -.270* Safety climate Cognitive demands.157* Support senior mgt.097 Age p <.10* p <.05; ** p <.01; *** p <

23 State Differences Compared all measures by states (excl. NT, ACT & TAS, n too small) Significant differences in: 1. support from senior management 2. communication about hand hygiene 3. job burnout 23

24 Communication SA sig better hand hygiene communication 24

25 Support from Senior Management SA sig better support from senior management 25

26 Job Burnout * NSW VIC QLD WA SA * p <.05 Vic ICPs significantly higher job burnout 26

27 Strengths and Caveats Nice picture of Australian ICPs in relation to broad org psych variables and those for HH. Good sample size considering overall size of professional group targeted. Big changes occurring in hospitals not assessed Temporal stability unclear need longitudinal study No link to infection outcomes needed at hospital/ward level 27

28 Take home message Measuring organisational factors is crucial for understanding the broader context in which ICPs operate and knowing the likely impacts in terms of patient and operational outcomes. Imperative for successful implementation

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30 References Aiken LH, Clarke SP, Sloane DM, Sochalski J, Silber JH. Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction. J Am Med Assoc 2002;288: 1987e1993. Griffiths, P., Renz, A., Hughes, J., & Rafferty, A. M. (2009). Impact of organisation and management factors on infection control in hospitals: a scoping review. Journal of Hospital Infection, 73(1), Her, S., Kim, K. H., & Oh, H. S. (2012). A study on work condition, stress, role conflict and job satisfaction of infection control nurses working in general hospitals. Korean Journal of Adult Nursing, 24(4), Stone, P. W., Andrew, D., Monika, P., Teresa, C., Horan, E., Yoko, F., et al. (2009). Staffing and structure of infection prevention and control programs. American Journal of Infection Control, 37 (5),