Nres - 3 - Chapter 4 & 5 (Latest)

CHAPTER 4
RESULTS AND DISCUSSION
This chapter presents and interprets the data from the questionnaires provided by the Intensive
Care Unit Nurses. Data were analyzed and interpreted to shed light on the problem under investigation.
Demographic Profile of Intensive Care Unit Nurses
This study examined the demographic profile of Intensive Care Unit nurses of selected private
hospitals in Tacloban City. They were investigated in terms of the following: Age, Sex, Marital Status,
Number of Children, Religion, Highest Educational Attainment, Years of Experience, Type of Work
Shift, and Job Position. Results of the demographic profile are presented in Table 3 below.
Table 3.
Distribution of the Demographic Profile of Intensive Care Unit Nurses
Profile Variables Frequency Percent
Age
21 - 30 years old 13 46.43
31 - 40 years old 11 39.29
41 - 50 years old 4 14.29
51 - 60 years old 0 0.00
61 years old and above 0 0.00
Total 28 100.00
Sex
Male 4 14.29
Female 24 85.71
Total 28 100.00
Marital Status
Single 16 57.14
Married 12 42.86
Widowed 0 0.00
Separated 0 0.00
Total 28 100.00
Number of Children
None 14 50.00
1 to 2 11 39.29
3 to 4 3 10.71
5 to 6 0 0
7 to 8 0 0
9 and above 0 0
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Total 28 100.00
Religion
No Religion 1 3.57
Roman Catholic 24 85.71
Protestant 1 3.57
Iglesia ni Cristo (INC) 0 0
Jehovah’s Witnesses 0 0
7th Day Adventist 0 0
Latter-Day Saints 1 3.57
Assemblies of God 0 0
Islam 0 0
Others 1 3.57
Total 28 100.00
Highest Educational Attainment

College Graduate 27 96.43
With Masteral Degree Units 1 3.57
Masters Degree Graduate 0 0
With Doctorate Degree Units 0 0
Doctorate Degree Units 0 0
Others 0 0
Total 28 100.00
Years of Experience
Less than 12 months 1 3.57
1 - 4 years 10 35.71
5 - 7 years 12 42.86
8 - 10 years 1 3.57
11 or more years 4 14.29
Total 28 100.00
Type of Work Shift

Day Shift 18 64.29
Night/Graveyard Shift 10 35.71
Total 28 100.00
Job Position
Assistant Chief Nurse 0 0.00
Cluster Head Nurse 0 0.00
Nurse Supervisor 1 3.57
Head Nurse 2 7.14
Staff Nurse 25 89.29
Total 28 100.00
Age. Based on a study by Choi (2011), potential risk factors for burnout include demographic
variables such as age, race or ethnicity, family status, educational status, and gender. Table 3 presents the
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age distribution of the ICU nurses of private hospitals of Tacloban City. 13 (46.43%) respondents belong
to 21-30 years old,11 (39.29%) respondents are within 31-40 years old, while there are no ICU nurses that
belong to 51-60 years old as well as 61 years old and above. The results imply that ICU nurses ages 21-30
years old are the majority when it comes to the age category.
Sex. Found in Table 3 is the sex of the respondents in which it shows that a total of 24 (85.71%)
are female. On the other hand, there are a total of 4 (14.29%) respondents who are male. The results
imply that females are the majority of ICU nurses across all age categories. This result is concurrent with
a study of Raftopoulos, et. al. (2012) in which they studied the factors associated with burnout syndrome
and fatigue in Cypriot nurses. Their study showed that the majority (80.4%) were also females.
As stated in Nursing Times (2008), according to the most recent NMC figures, only one in ten
nurses on the register last year were male, a figure that has remained static for the past four years. While
perceptions are beginning to change, some nurses believe that the profession is still seen as a feminine
one. Henceforth the reason as to why there are more female nurses than males.
Marital Status. The table above presents the marital status of ICU nurses in private hospitals in
Tacloban City. A total of 16 (57.14%) nurses are single, 12 (42.86%) are married, and none are widowed
or separated. The results of the study imply that most of the ICU nurses are single.
Number of Children. Listed on the fifth row of the table reveals the number of children the
respondents have. Half of the respondents which are 14 (50%) have no children, 11 (39.29%) respondents
have 1-2 children, 3 (10.71%) respondents have 3-4 children, however there are no respondents who have
7-8 children and 9 above. This means that most of the ICU nurses have no children.
Religion. Table 3 shows the religion of each respondent. A total of 24 (85.71%) respondents are
Roman Catholic, 1 (3.57%) has no religion, 1 (3.57%) is a protestant, 1 (3.57%) is a member of the latter-
day saints, and 1 (3.57%) respondent has other religion. The results imply that the majority of the ICU
nurses are Roman Catholic.
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Highest Educational Attainment. Presented in Table 3 is the highest educational attainment of
ICU nurses. The majority 27 (96.43%) respondents are college graduates while 1 (3.57%) respondent is
with Masteral Degree units.
Years of Experience. Table 3 shows the years of experience the ICU nurses have. A total of 12
(42.86%) respondents have 5-7 years of experience. 10 (35.71%) respondents have 1-4 years of
experience, 4 (14.29%) respondents have 11 or more years of experience, 1 (3.57%) respondent has less
than 12 months of experience and 1 (3.57%) respondents has 8-10 years of experience. This means that
the majority of the ICU nurses have at most 5-7 years of experience.
Type of Work Shift. According to Mushonga, et. al. (2017), issues of night shifts, conflict in the
workplace, and dealing with distraught relatives of patients receiving a service need to be monitored as
these are highly prevalent factors that can lead to burnout. As found in Table 3, 18 (64.29%) are in the
day shift while 10 (35.71%) are in the night/graveyard shift. The results imply that the majority of the
ICU nurses work in the day shift.
Job Position. As indicated by a survey executed by American Nurses Association (ANA) in
2008, the level of job satisfaction significantly affects the likelihood of stress and burnout. Job
satisfaction level in the nursing field also varies depending on several attributes including employment
setting, job titles, age, and education. The last row in Table 3 shows the job position of the ICU nurses. 25
(89.29%) respondents are staff nurses, 2 (7.14%) respondents are head nurses, while 1 (3.57%) is a nurse
supervisor. This means that the majority of the ICU nurses are staff nurses.
Sources of Burnout Among Intensive Care Unit Nurses
The study determined the sources of burnout among Intensive Care Unit Nurses of Private
Hospitals in Tacloban City in terms of system-related and people-related sources of burnout. In Table 4,
the overall result of system-related sources of burnout among ICU nurses found that the average result
was 3.58. This analysis implies that the majority of the respondents under the study viewed system-
related sources as moderately stressed. Table 4.1 reveals the causative factors of system-related sources of
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burnout. This source of stress includes Personal Stressors, Professional Distress (Dissatisfaction), Job
Involvement, Time management, and Environment that could possibly be the cause of stress. Whereas,
Table 4.2 depicts the causative factors of people-related sources of burnout. This source of stress includes
Superior and Peers that causes stress towards a worker.
Kerlin, McPeake, and Mikkelsen (2020) found that challenging ethical situations, and difficult
daily workloads can lead to excessive stress for those caring for critically ill patients. A growing body of
literature suggests that this excessive stress and resultant moral distress can lead to burnout syndrome.
Table 4.
Sources of Burnout among Intensive Care Unit Nurses
Sources of Burnout Weighted Mean Interpretation
System Related 3.58 Moderate Stress
People Related 2.99 Moderate Stress
Average 3.28 Moderate Stress

*Legend of the Weighted Mean Verbal Interpretation:
Low stress - 1.00 to 2.33
Moderate stress - 2.34 to 3.67
High Stress - 3.68 to 5.00
Revealed by the results in the table above is the prevalence of both system and people-related
factors contributing to burnout among ICU nurses. System-related sources, as well as identified people-
related sources of burnout, are both identified as moderate stressors in the event of burnout experienced
by the nurses because it is often said that working in an ICU can be especially stressful because of ethical
issues and challenging daily work. Between both factors, system-related compared people-related sources
of burnout weighted a much higher mean. Despite being identified as a moderate stressor, system related
factors that lead to the event of burnout experienced by the participants contribute much higher rates,
therefore making it prevalent compared to the effects of people in the workplace to experience burnout.
Kompanje (2018) stated that stressful events on the ICU will not go away. It is inherent to working on the
ICU. And, that the roots of burnout, boreout and compassion fatigue lie in people’s need to believe that
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their lives are meaningful, that the things they do are important, make sense and give existential
significance.
Table 4.1
System-Related Sources of Burnout Among Intensive Care Unit Nurses
System-Related Sources Weighted Mean Interpretation
Personal Stressors 3.63 Moderate Stress
Professional Distress (Dissatisfaction) 4.11 High Stress
Job Involvement 3.63 Moderate Stress
Time Management 3.17 Moderate Stress
Environment 3.36 Moderate Stress

System-Related Sources of Burnout. It is revealed in Table 4.1 that there are five components
of system-related sources of burnout, namely: personal stressors, professional distress, job involvement,
time management, and environment. Among all that was stated, only professional distress was interpreted
as high stress while others were interpreted as moderate stress. This finding indicates that the presence of
system-related sources can be attributed to the varying responses of ICU nurses towards burnout.
According to Adzakpah G (2016), found that public health nurses experienced high levels of
stress at work due to work overload, lack of promotion, inadequate staffing, poor working and salary
conditions, job dissatisfaction and frustration of all kinds.
Table 4.1.1
Personal Stressors as a System-Related Source of Burnout
Among Intensive Care Unit Nurses
Personal Stressors
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Necessity to do official function beyond 3.54 Moderate Stress
hospital hours
Very Tight schedule 3.39 Moderate Stress
Too much paperwork 3.93 High Stress
Pace of work is too fast 3.64 Moderate Stress
Personal Stressors. The first question under consideration was what the major sources of
burnout related to personal stressors identified by ICU registered nurses were. As presented in Table
4.1.1, it shows that stressors identified as occurring most frequently were because of too much paperwork
which was interpreted as High Stress.
According to Hathway (2015), the Royal College of Nursing (RCN) survey found that it is most
likely to experience high stress in ICU because many nurses felt undervalued, with too many patients to
care for and too much paperwork. Many nurses skip every break, work late after every shift, do their
paperwork in their own time, and the pressure just increases. Many are coming in to work despite being
unwell, often due to work-related stress.
Table 4.1.2
Professional Distress as a System-Related Source of Burnout
Professional Distress
Inadequate salary 4.57 High Stress
Lack of recognition 4.25 High Stress
Lack of status and respect 3.86 High Stress
Lack of advancement 3.75 High Stress
Professional Distress. The second question was about factors of professional distress that cause
burnout among ICU nurses. It was presented in table 4.1.2 that most of the respondents related to higher
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scores on all four choices such as inadequate salary, lack of recognition, lack of status and respect, and
lack of advancement of burnout sources were interpreted as High Stress. It indicates that the majority of
the respondents are likely to experience burnout in terms of professional distress.
According to Adzakpah G (2016), found that public health nurses experienced high levels of
stress at work due to work overload, lack of promotion, inadequate staffing, poor working and salary
conditions, job dissatisfaction and frustration of all kinds.
Table 4.1.3
Job Involvement as a System-Related Source of Burnout
Job Involvement
Personal opinion not aired 3.93 High Stress
Job duties and responsibilities are unclear 3.61 Moderate Stress
and overlaps with co-workers
Tasks assigned are too difficult or 3.36 Moderate Stress
complex
Job Involvement. The third question addressed the potential sources of stress in terms of Job
Involvement. It was revealed in table 4.1.3 that the stressor experienced significantly that correlated with
higher burnout (higher score) was the personal opinion not aired while others are in moderate stress. This
simply explains that job involvement comes up with burnouts experienced by ICU nurses in private
hospitals.
According to Jordan, Khubchandani and Wiblishauser (2016), nurses perceive problems as high
stress in ICU with the quality of leadership or when supervisors fail to address work-related problems,
stress levels and feelings of being overworked are exacerbated.
Table 4.1.4
Time Management as a System-Related Source of Burnout
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Time Management
No time to relax 3.50 Moderate Stress
Insufficient time to get things done 3.61 Moderate Stress
Have to take work home 2.36 Moderate Stress
Erratic work schedule 3.21 Moderate Stress
Time Management. As seen in table 4.1.4, it indicates the sources of burnout under time
management were associated with four choices such as no time to relax, insufficient time to get things
done, having to take work home, and an erratic work schedule. It was observed that the majority of the
respondents revealed that factors under time management contribute to moderate stress and are likely to
cause the burnout experienced by ICU nurses.
According to Goldsby (2020), one of the major moderate stressors confronting nurses is
perceived time pressure. Given the potential negative outcomes on nurses due to perceived time
pressures, it seems logical that a nurse manager's ability to lead nurses in moderating this time pressure
and in turn to make better decisions could enhance nurse well-being and performance.
Table 4.1.5
Environment as a System-Related Source of Burnout
Environment
Exposed to high levels of noise/ 3.07 Moderate Stress
Moderate Stress
Exposed to temperature extremes 3.14 Moderate Stress
Moderate Stress
Exposed to unpleasant odors 3.46
High Stress
Physically exhausting and dangerous in going 3.39
to the place of work
Working with inadequate hospital facilities 3.75
Environment. In table 4.1.5, the nurses reported that the most frequently experienced as high
stress in terms of environment was working with inadequate hospital facilities, while other factors are
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likely experienced as moderate stress. This explains that the amount of stress experienced by nurses due
to the work environment can contribute to burnout and lead the professional to develop a high-stress load.
According to Oliveira, Sousa, Gadelha, and Nascimento (2019), the amount of high stress and
burnout experienced by nurses is suggested to be a function of the nurses’ work environment and coping
resources.
Manyisa (2017) stated that inadequate facilities and equipment impact negatively on service
delivery and the quality of patient care thus causing high stress. Shortage of appropriate administrative
equipment and lack of necessary skills hampers appropriate stock control, sometimes causing stock outs
and making theft of medicines easier than it might otherwise be. The review revealed that unsatisfactory
working conditions have a negative impact on the physical and psychosocial wellbeing of employees.
Table 4.2
People-Related Sources of Burnout Among Intensive Care Unit Nurses
People-Related Sources Weighted Mean Interpretation

Superiors 3.80 Moderate Stress
Peers 2.18 Low Stress
Table 4.2 shows the summary of responses from people as a source of burnout experienced by
ICU nurses of the chosen locale. Nurses reported that superiors in the workplace are most likely to
contribute to their burnout, with the weighted mean categorized under moderate stress which is higher
compared to peers as a listed source of burnout with its interpretation identified as low stress.
Table 4.2.1
Superiors as People-Related Source of Burnout Among Intensive Care Unit Nurses
Superiors
Poor leadership style 3.64 Moderate Stress
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Lack of consultation with employee 4.00 High Stress
members on matters affecting the
company
Not fair in dealing with subordinates 3.75 High Stress
Fault finder Superiors 3.64 Moderate Stress
Communication lines with subordinates 3.48 Moderate Stress
are not open
Inflexible in the implementation of 4.07 High Stress
company policies, rules, and regulations
Company politics are involved in the
promotion 3.61 Moderate Stress
Lack of support from the superiors
Unrealistic Demands 4.00 High Stress
4.00 High Stress
Superiors. In table 4.2.1, the survey indicates the nurses’ main contributors of burnout under
people-related factors which resulted in high-stress incidences. It was revealed that inflexibility of the
implementation of company policies, rules, and regulations is the most common stressor among ICU
nurses in Tacloban (garnered the highest weighted mean of 4.07) followed by lack of consultation among
members regarding matters affecting the company, lack of support from superiors and unrealistic
demands (all aforementioned factors with a weighted mean of 4.00). Participants described experiences of
feeling stressed due to hectic work schedules, needing to keep up to date with new trends which are all
related to poor communication between the nurses and their superiors. Juggling various tasks in a work
setting with unorganized and unrealistic goals within very limited time affects nurses negatively assigned
in the ICU, with problems arising from superior’s shortcomings as leaders to set attainable workloads
designated to each nurse taking the shift daily. The factors mentioned that mainly contribute to burnout
syndrome are modifiable by the leaders in the workplace. These nurses may not be able to voice out
concerns and communicate with their leaders that are too bossy around; leaders that are visionaries who
tend to forget that too much work affects the nurse’s overall well-being.
According to Mudallal (2017), power generally reflects the ability to control or influence others’
behaviors and attitudes. In a work environment, power is the ability to attain, organize, and control
resources, information, and support to achieve organizational goals. Therefore, leadership is considered a
key factor in creating workplace empowerment and a positive work environment.
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Table 4.2.2
Peers as People-Related Source of Burnout Among Intensive Care Unit Nurses
Peers
Conflict with other members and staff 2.21 Low Stress
Competing with colleagues for resources 2.00 Low Stress
Professional worth and accomplishments not 2.32 Low Stress
recognized by other colleagues
Peers. In table 4.2.2, it was observed that all peer-related sources of burnout weighted mean
outcomes did not exceed 2.33 (results ranging from 2.00 to 2.32) which then explains that peers among
the workplace are less likely to affect high-stress experiences by ICU nurses in the locale. Regardless of
stressors at work, the opportunity to rely on coworkers seems a requisite condition for some employees to
prevent burnout symptoms.
The main support for workers within their organizations often comes from colleagues and
managers (Hancock & Page, 2013); and social support from immediate colleagues can help decrease
feelings of perceived work overload and occupational stress (Bowling et al., 2015). Feelings of pressure
and stress at work can be decreased if employees feel supported by immediate colleagues and supervisors;
therefore, many organizations are becoming increasingly interested in peer support programs.
Levels of Burnout Among Intensive Care Unit Nurses
This study determined the level of burnout among intensive care unit nurses on three (3) different
dimensions namely: Exhaustion, which was described as wearing out, loss of energy, depletion,
debilitation, and fatigue; Depersonalization, which was described as negative or inappropriate attitudes
towards clients, irritability, loss of idealism, and withdrawal; and Personal Achievement which was
described as the belief of competence and successful achievement at work. Tables 5, 6, and 7 show the
frequency and percentage of how often they feel that they relate to each statement of the various
subscales. Tables 5.1, 6.1, and 7.1 however, present the overall interpretation of each dimension and
frequency of respondents who have low, moderate, or high levels of burnout.
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Table 5
Exhaustion Among Intensive Care Unit Nurses
Never A Few Once a A Few Once a A few Every

times Month times Week times day
Statement per per per
Year Month Week
f (%) f (%) f (%) f (%) f (%) f (%) f (%)
I feel emotionally drained 1 2 4 5 4 9 3
by my work (3.57) (7.14) (14.29) (17.86) (14.29) (32.14) (10.71)
Working with people all 0 5 5 7 4 2 5
day long requires a great (0.00) (17.86) (17.86) (25.00) (14.29) (7.14) (17.86)
deal of effort
I feel like work is breaking 1 6 3 5 3 6 4
me down (3.57) (21.43) (10.71) (17.86) (10.71) (21.43) (14.29)
I feel frustrated by my 1 5 4 2 3 10 3
work (3.57) (17.86) (14.29) (7.14) (10.71) (35.71) (10.71)
I feel I work too hard on 2 5 1 7 4 2 7
my job (7.14) (17.86) (3.57) (25.00) (14.29) (7.14) (25.00)
It stresses me too much to 1 7 3 8 1 3 5
work in direct contact with (3.57) (25.00) (10.71) (28.57) (3.57) (10.71) (17.86)
people
I feel like I’m at the end of 7 2 3 4 1 6 5
my rope (25.00) (7.14) (10.71) (14.29) (3.57) (21.43) (17.86)
The first subset of the Maslach Burnout Inventory is Exhaustion. Occupational exhaustion is
typically connected to a relationship with work that is perceived as tiring, difficult, and stressful. The
results indicate that 9 (32.14%) of the respondents feel emotionally drained with their work a few times
per week, 7 (25.00%) of the respondents feel that working with people all day requires a great deal of
effort a few times per month, 6 (21.43%) of the respondents feel like work is breaking them down a few
times per week or a few times per year, 10 (35.71%) of the respondents feel frustrated with their work a
few times per week, 7 (25.00%) of the respondents feel that they work too hard on their job every day or a
few times per month, 8 (28.57%) of the respondents feel very stressed to work in direct contact with
people a few times per month, and lastly, majority or 7 (25.00%) of the respondents never feel like they
are at the end of their rope.
Table 5.1
Level of Burnout in terms of Exhaustion Among Intensive Care Unit Nurses
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Level of Burnout Frequency (f) Percentage (%)
Low level of burnout 12 42.86
Moderate level of burnout 4 14.29
High level of burnout 12 42.86
Total 28 100
The interpretation for the results in Table 5.1 are as follows: 12 (42.86%) of the respondents have
a low level of burnout, 4 (14.29%) of the respondents have a moderate level of burnout, 12 (42.86%) of
the respondents have a high level of burnout. Overall, there is an equal frequency of the respondents who
experienced a low level of burnout and high level of burnout.
According to Sevim et. al. (2017), cases of fatigue in the workplace can be either acute or
chronic. Intensive care nurses tend to experience chronic fatigue due to their heavy workload and round-
the-clock responsibilities involving working in units with high-tech equipment, diagnosing and
monitoring patients with complicated and life-threatening problems, performing advanced intensive care
and treatment procedures and establishing therapeutic communication with patients and their relatives. A
study by Mudallal et. al (2017) found that high levels of burnout among female nurses could be
associated with their complex roles in Jordan: In addition to their professional responsibilities, females
have more social responsibilities related to home and family than males. This finding also mirrors the
same situation in Filipino families, wherein women are more likely to have more household duties
compared to their male counterparts.
In a study by Shah et. al. (2021), it states that the nurse workforce represents most current
frontline workers providing care during the COVID-19 pandemic. Literature from past epidemics (eg,
H1N1 influenza, severe acute respiratory syndrome, Ebola) suggest that nurses experience significant
stress, anxiety, and physical effects related to their work. These factors will most certainly be amplified
during the current pandemic, placing the nurse workforce at risk of increased strain. Recent reports
suggest that nurses are leaving the bedside owing to COVID-19 at a time when multiple states are
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reporting a severe nursing shortage. Furthermore, given that the nurse workforce is predominantly female
and/or married, the child rearing and domestic responsibilities of current lockdowns and quarantines can
only increase their burden and risk of burnout.
From our results, the researchers have observed that two of the selected hospitals have more
respondents with a low level of burnout in terms of exhaustion. According to Mudallal et. al (2017),
lower levels of burnout are associated with professional practice environment characteristics, social
support, and structural and psychological empowerment. Their low level of burnout may be attributed to a
better working environment and an empowering leadership style. In addition to that, a study by Hayes, et.
al. (2010) found that job satisfaction for nurses in acute hospitals can be influenced by a combination of
any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction,
direct patient care, organizational policies, resource adequacy and educational opportunities.
Table 6
Depersonalization among Intensive Care Unit Nurses
Never A Few Once a A Few Once a A few Every

times month times week times day
Statement Per per per
Year Month week
f (%) f (%) f (%) f (%) f (%) f (%) f (%)
I feel like I look at certain 14 3 1 1 1 8 0

patients/clients (50.00) (10.71) (3.57) (3.57) (3.57) (28.57) (0.00)
impersonally as if they are
objects
I feel tired when I get up in 3 4 5 0 6 4 6

the morning and have to (10.71) (14.29) (17.86) (0.00) (21.43) (14.29) (21.43)
face another day at work
I have an impression that 6 3 4 2 4 5 4

my patients/clients make (21.43) (10.71) (14.29) (7.14) (14.29) (17.86) (14.29)
me responsible for some
of their problems
I am at the end of my 4 8 1 4 3 8 0
patience at the end of my (14.29) (28.57) (3.57) (14.29) (10.71) (28.57) (0.00)
workday
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I really don't care about 15 4 1 1 4 3 0
what happens to some of (53.57) (14.29) (3.57) (3.57) (14.29) (10.71) (0.00)
my patients/clients
I have become more 9 8 3 3 3 2 0

insensitive to people since (32.14) (28.57) (10.71) (10.71) (10.71) (7.14) (0.00)
I’ve been working
I’m afraid this job is 12 6 0 2 4 3 1

making me uncaring (42.86) (21.43) (0.00) (7.14) (14.29) (10.71) (3.57)
The second subset of the Maslach Burnout Inventory is Depersonalization. Depersonalization or
loss of empathy is characterized by a loss of regard for others, and by keeping a greater emotional
distance, which is expressed through cynical, derogatory remarks, and even callousness. The results
indicate that 14 (50.00%) of the respondents never look at certain patients as if they are objects, 6
(21.43%) of the respondents feel tired when they get up in the morning and have to face another day of
work every day or once a week, 6 (21.43%) of the respondents never have an impression that their
patients make them responsible for some of their problems, 8 (28.57%) of the respondents feel that they
are at the end of their patience at the end of their workday a few times per week or a few times per year,
15 (53.57%) of the respondents answered never when asked if they really don't care about what happens
to some of their patients, 9 (32.14%) of the respondents answered never when asked if they have become
insensitive to people since they have been working, 12 (42.86%) of the respondents answered never when
asked if they are afraid that their job is making them uncaring.
Table 6.1
Level of Burnout in terms of Depersonalization Among Intensive Care Unit Nurses
Total 28 100
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According to Cosper, Pam et al. (2018), Patient and family advisors can positively impact
empathy among ICU nurses. Based on the results shown in the table above, the majority 18 (64.28%) of
the respondents have a low level of burnout whereas 5 (17.86%) have a moderate level of burnout and 5
(17.86%) have a high level of burnout. This signifies that most of them do not become increasingly
cynical and distant. Despite having a high level of burnout in the Exhaustion subset, the respondents are
still able to show empathy and compassion towards their patients, colleagues, and family.
Based on the study: ‘Burnout and its relationship to empathy in nursing: a review of the
literature’ by Hunt (2017), the results suggest that an ability to self-regulate emotions during empathic
engagement may reduce the risk of burnout.
Table 7
Personal Achievement Among Intensive Care Unit Nurses
Never A Few Once a A Few Once a A Few Every

times month times week times day
Statement Per Per per
Year month week
f (%) f (%) f (%) f (%) f (%) f (%) f (%)
I accomplish many 0 2 1 4 3 7 11
worthwhile things in this (0.00) (7.14) (3.57) (14.29) (10.71) (25.00) (39.29)
job
I feel full of energy 1 0 3 2 7 10 5

(3.57) (0.00) (10.71) (7.14) (25.00) (35.71) (17.86)
I look after my 0 2 1 1 2 13 9
patients/clients problems (0.00) (7.14) (3.57) (3.57) (7.14) (46.43) (32.14)
very effectively
In my work, I handle 0 0 1 2 6 9 10
emotional problems (0.00) (0.00) (3.57) (7.14) (21.43) (32.14) (35.71)
calmly
Through my work, I feel I 0 1 1 2 4 6 14

have a positive influence (0.00) (3.57) (3.57) (7.14) (14.29) (21.43) (50.00)
on my patients/clients
I am easily able to create a 0 1 0 1 5 10 11

relaxed atmosphere with (0.00) (3.57) (0.00) 3.57() (17.86) (35.71) (39.29)
my patients/clients
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I feel refreshed when I have 0 2 4 0 3 10 9
been close to my (0.00) (7.14) (14.29) (0.00) (10.71) (35.71) (32.14)
patients/clients at work
The third subset of the Maslach Burnout Inventory is Personal Achievement. The results shown
above indicate that 11 (39.29%) of the respondents accomplish many worthwhile things in this job every
day, 10 (35.71%) feel that they are full of energy a few times per week, 13 (46.43%) look after their
clients’ problems very effectively a few times per week, 10 (35.71%) handle their emotional problems
calmly every day, 14 (50.00%) feel that they have a positive influence on their patients every day, 11
(39.29%) are easily able to create a relaxed atmosphere with their patients every day, and 10 (35.71%)
feel that they are refreshed when they have been close to their patients at work a few times per week.
Table 7.1
Level of Burnout in terms of Personal Achievement Among Intensive Care Unit Nurses
Total 28 100
Table 7.1 shows that half of the respondents 14 (50.00%) have a high level of burnout whereas 8
(28.57%) have a moderate level of burnout and only 6 (21.43%) have a low level of burnout. This
signifies that despite a few of them that answered positively in the Personal Achievement MBI Category,
most of them experience a high level of burnout. Therefore, they feel a lack of achievement and no longer
get satisfaction from achieving things in their role.
In the literature, burnout and low levels of job satisfaction are usually linked, and suggestive
evidence has found that one leads to the other (Alharbi et al., 2016; Khamisa et al., 2015). It is important
to investigate related variables, as nurses’ burnout has multiple aspects including, chronic fatigue, moral
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distress, inefficiency, emotional instability, and unexplained nurse turnover (Chang et al., 2018;
Whittaker et al., 2018).
Relationship between Demographic Profile and Sources of Burnout
The study determined the sources of burnout among Intensive Care Unit Nurses of Private
Hospitals in Tacloban City in terms of the relationship between the demographic profile: Age, Gender,
Marital Status, Number of Children, Religion, Highest Educational Attainment, Years of Experience,
Type of Work Shit and Job Position; and Sources of Burnout. Results of the Chi-square test as seen in
Table 4 below, shows that the Null hypothesis will be rejected if the p-value is less than 0.05. This will
indicate that there is a significant relationship between the variables. Tables under this section show the
chi-square, p-value, and Cramer’s v results of each variable corresponding to the demographic profile of
the respondents.
Table 8
Relationship Between Age and Sources of Burnout Among Intensive Care Unit Nurses
AGE
Variables Chi-Square Interpretation Cramer’s V Interpretation
Value P-Value
Personal 0.366 No Significant N/A N/A
Stressors Relationship
Professional 0.137 No Significant N/A N/A
Distress Relationship
Job Involvement 0.632 No Significant N/A N/A
Relationship
Time 0.153 No Significant N/A N/A
Management Relationship
Environment 0.622 No Significant N/A N/A
Relationship
System Related 0.593 No Significant N/A N/A
Sources Relationship
Overall
Superiors 0.793 No Significant N/A N/A
Relationship
Peers 0.348 No Significant N/A N/A
Relationship
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People Related 0.994 No Significant N/A N/A
Stress Overall Relationship
Sources of 0.530 No Significant N/A N/A
*Reject Ho if the p-value is less than alpha (0.05)
Legend:
Phi and Cramer’s V Interpretation
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 8 as represented above indicates that there is no significant relationship between age and
the sources of burnout in intensive care unit nurses. This signifies that age does not cause burnout.
Table 9
Relationship Between Sex and Sources of Burnout among Intensive Care Unit Nurses
Sex
Value P-Value
Personal 0.015 Significant 0.548 Very Strong
Stressors Relationship Relationship
Relationship
Relationship
System Related 0.042 Significant 0.477 Very Strong
Sources Relationship Relationship
Overall
Relationship
Relationship
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Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 9 presents the significant relationship between sex and the sources of burnout. According to
the study of (Kaya, et.al., 2021) entitled, Gender Role Perspectives and Job Burnout, women are more
likely than men to report physical and emotional exhaustion related to paid work. Specifically,
"traditional" women are significantly more likely than men to report job burnout. Thus, providing support
and resources to transform perceptions and attitudes regarding gender roles may help to reduce job-
related burnout resulting from a mismatch between expectations and paid work experiences.
According to the study of (Adebayo, 2017) entitled, Gender Differences in Burnout Among
Health Workers in the Ekiti State University Teaching Hospital Ado-Ekiti, female health workers are
more vulnerable to burnout than their male counterparts. Too much pressure at work and often more times
with the piled-up paperwork can make women more emotionally drained and tired. A recent Gallup study,
23% of employees surveyed reported feeling burned out at work, either very often or always. Of the top
reasons for employee dissatisfaction, according to Gallup, was an unmanageable workload and
unreasonable time pressures on the job.
For the variable of sex shown in Table 8.2 primarily, personal stressors had a chi-square value of
0.042 and system-related sources had a chi-square of 0.015 indicating a significant relationship and a
Cramer’s V result of 0.548 and 0.477 respectively indicating a very strong relationship. As compared to
the other variables that have no significant relationship with the gender of nurses. To conclude, nurses
experience more exhaustion in the work area in proportion to their sex, to be more specific, females. This
is because women showed higher levels of emotional and physical exhaustion that affected performance.
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Table 10
Relationship Between Marital Status and Sources of Burnout
among Intensive Care Unit Nurses
MARITAL STATUS
Value P-Value
Relationship
Relationship
Overall
Relationship
Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 10 as represented above indicates that there is no significant relationship between marital
status and the sources of burnout in intensive care unit nurses. This signifies that marital status does not
cause burnout.
*add explanation why there is no significant relationship
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Table 11
Relationship Between Number of Children and Sources of Burnout
NUMBER OF CHILDREN
Value P-Value
Personal 0.015 Significant 0.469 Very Strong
Stressors Relationship Relationship
Job Involvement 0.000 Significant 0.649 Very Strong
Relationship Relationship
Time 0.004 Significant 0.526 Very Strong
Management Relationship Relationship
Relationship
System Related 0.027 Significant 0.443 Very Strong
Sources Relationship Relationship
Overall
Relationship
Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 8.4 presents the significant relationship between the number of children and the sources of
burnout. Another study of (Leonhardt, 2020) entitled 9.8 million working mothers in the U.S. are
suffering from burnout, there are 2.35 million additional cases of burnout due to the unequal demands of
home and work that are placed on working mothers. In many instances, burnout occurs because there’s
105
not enough support. About 42% of parents surveyed by UrbanSitter say they do not currently have child
care, while a third are reliant on family to watch their children while they work. Only about 27% have
been able to hire a sitter or nanny.
According to the study of (Takayama, et.al., 2015) with the title, Factors Affecting Burnout in
Female Nurses Who Have Preschool-Age Children, female nurses who have more preschool-age children
tend to burnout easily if they have been at their present workplace for less than 3 years, wish to quit
working, respond to a child's misbehavior with spanking, are “very low” in assertiveness, or work 4–6 h
of overtime per week. They tend to get even more stressed with work and juggling their role as a mother
at home.
The study of (Sabbath, 2021) entitled, Job and Family Demands and Burnout Among Healthcare
Workers: The Moderating Role of Workplace Flexibility, active and high strained healthcare workers are
associated with higher odds of experiencing burnout as well as workers who reported perceived low
workplace flexibility. Large families can become a huge factor for healthcare workers to experience
burnout in the workplace. The way they manage their time gets confusing as they struggle with taking
care of their children at home and keeping up with their work at the hospital.
For the variable, number of children, shown in Table 8.4 primarily, personal stressors had a chi-
square value of 0.015, job involvement had a chi-square of 0.000, time management had a chi-square of
0.004 and system-related sources had a chi-square of 0.027 indicating a significant relationship and a
Cramer’s V result of 0.469, 0.649, 0.526 and 0.443 respectively indicating a very strong relationship. As
compared to the other variables that have no significant relationship with the number of children of
nurses. To conclude, nurses experience more exhaustion in the work area in proportion to their number of
children. This is because the load of parenting at home and workload in the respective job overlaps,
making them more overworked, thus experiencing burnout.
Table 12
Relationship Between Religion and Sources of Burnout
RELIGION
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Value P-Value
Relationship
Relationship
Overall
Relationship
Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 12 as represented above indicates that there is no significant relationship between religion
and the sources of burnout in intensive care unit nurses. This signifies that religion does not cause
burnout.
Table 13
Relationship Between Highest Educational Attainment and Sources of Burnout
HIGHEST EDUCATIONAL ATTAINMENT

Value P-Value
107
Relationship
Relationship
Overall
Relationship
Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 13 as represented above indicates that there is no significant relationship between the
highest educational attainment and the sources of burnout in intensive care unit nurses. This signifies that
the highest educational attainment does not cause burnout. According to a study (Maslach, C et al., 2001)
entitled, Job Burnout, high level of burnout is associated with advanced level of education due to
their high expectations which will cause distress if expectations are not achieved. Similar to this, a
systematic review (Chien-Huai C. et al ., 2016) entitled, Burnout in the intensive care unit professionals:
A systematic review, revealed that master’s in nursing is a risk factor of burnout. However the
majority of the participants in (96.43%) in the current study are college graduates while 1 (3.57%)
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respondent is with Masteral Degree units which may explain the lack of association between the level
of education and level of burnout.
Table 14
Relationship Between Years of Experience and Sources of Burnout
YEARS OF EXPERIENCE
Value P-Value
Relationship
Relationship
Overall
Relationship
Peers 0.015 Significant 0.582 Very Strong
Relationship Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 14 presents the significant relationship between the number of children and the sources of
burnout. According to another study of (Duli, n.d.) entitled, Years of Work Experience, an Important
Indicator of Burnout in Special Indicator, significant correlations were found among years of experience,
109
emotional exhaustion, and depersonalization. Years of experience may be considered as a mediator
variable among these three variables. It is an important predictor for emotional, exhaustion and
depersonalization. Working with different kinds of colleagues they are comfortable with can help them
cope with stress and overload of work by talking it out with them. Having someone that can relate to their
problems at work can help them reduce their own stress and burnout (Duli, S., n.d.) Years of Work
Experience, an Important Predictor of Burnout https://core.ac.uk/download/pdf/235049854.pdf).
For the variable of years of experience shown in Table 14 primarily, peers had a chi-square value
of 0.015 indicating a significant relationship, and a Cramer’s V result of 0.582 indicating a very strong
relationship. As compared to the other variables that have no significant relationship with the years of
experience of nurses. To conclude, nurses find relief and relaxation in the work area in proportion to their
years of experience. This is because the kind of colleagues they interact with within their years of
experience in their work can contribute to how they can cope with stress.
Table 15
Relationship Between Type of Work Shift and Sources of Burnout
TYPE OF WORK SHIFT

Value P-Value
Relationship
Relationship
Overall
Relationship
Relationship
110
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 15 as represented above indicates that there is no significant relationship between the type
of work shift and the sources of burnout in intensive care unit nurses. This signifies that the type of work
shift does not cause burnout. This may be because there are other factors causing them to burn out that
were not explored in this current study like personality traits. According to a study of Myhren, H.,
Ekeberg, O., & Stokland, O. (2013) entitled, Job Satisfaction and Burnout among Intensive Care Unit
Nurses and Physicians, Critical Care Research and Practice, another possible reason is that nurses may
have become more experienced, skilled, competent and familiar with their profession and they know
how to deal with stressors faced at work.
Table 16
Relationship Between Job Position and Sources of Burnout
JOB POSITION
Value P-Value
Professional 0.029 Significant 0.503 Very Strong
Distress Relationship Relationship
Relationship
Relationship
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Overall
Relationship
Relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 16 presents the significant relationship between Job position and the sources of burnout.
According to another study (Mealer et al., 2017) entitled, Increased prevalence of post-traumatic stress
disorder symptoms in critical care staff nurses, Critical care clinicians have some of the highest rates of
burnout syndrome in healthcare. ICU staff nurses are reported to have higher rates of burnout compared
with general care nurses, and nearly 86% could be classified as having burnout syndrome.
For the variable Job Position shown in Table 16 primarily, professional distress had a chi-square
value of 0.029 indicating a significant relationship, and a Cramer’s V result of 0.503 indicating a very
strong relationship as compared to the other variables that have no significant relationship with the Job
Position of nurses. To conclude, ICU staff nurses are thought to have high levels of burnout because of
their stressful work demands associated with personally caring for critically ill patients.
Discrepancies in job demands, responsibility overload, end-of-life issues, and interpersonal
conflict all constitute potential stressors. Solutions must be multipronged and need to honor and respect
the act of caring, recognize and support those that care, and work to improve the healthcare systems to
allow clinicians to provide “high touch and high tech” care. If not, critical care runs the risk of losing a
112
substantial portion of the workforce and potentially losing the most valuable part of critical care—the
caring.
Relationship between Demographic Profile and Levels of Burnout
The study determined the levels of burnout among Intensive Care Unit Nurses of Private
Hospitals in Tacloban City in terms of the relationship between the demographic profile: Age, Gender,
Marital Status, Number of Children, Religion, Highest Educational Attainment, Years of Experience,and
Type of Work Shit and Job Position. Results of the Chi-square test as seen in Table 4 below, shows that
the Null hypothesis will be rejected if the p-value is less than 0.05. This will indicate that there is a
significant relationship between the variables. Tables under this section show the chi-square, p-value and
cramer’s v results of each variable corresponding to the demographic profile of the respondent.
Table 17
Relationship Between Age and Levels of Burnout Among Intensive Care Unit Nurses
AGE
Variables Chi-Square Interpretation Cramer’s Interpretation

Value P- V
Value
Age
Exhaustion 0.015 No Significant N/A N/A
Relationship
Depersonalization 0.227 No Significant N/A N/A
Relationship
Personal Achievement 0.313 No Significant N/A N/A
Relationship
*Reject if p-value is less than alpha (0.05)
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 17 as represented above indicates that there is no significant relationship between age and
the levels of burnout in intensive care unit nurses.
113
Table 18
Relationship Between Sex and Levels of Burnout Among Intensive Care Unit Nurses
Sex

Value P- V
Value
Sex
Exhaustion 0.088 No Significant N/A N/A
Relationship
Depersonalization 0.041 Significant 0.477 Very Strong
Relationship relationship
Personal Achievement 0.066 No Significant N/A N/A
Relationship
*Reject if p-value is less than alpha (0.05)
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 18 presents a significant relationship between gender and depersonalization. In a meta-
analysis of the relationship between gender and burnout, Alarcon et al. (2009) discovered significant
gender-specific differences in burnout levels. Women, in particular, appear to be more prone to emotional
exhaustion, whereas men appear to be more prone to depersonalization. **explain the results, reason out,
ask some of the respondents. One reason for this is that, unlike males, women react more emotionally to
stressful work conditions (Schaufeli and Enzmann, 1998). Male nurses, in particular, appeared to have a
higher tendency to exhibit unfavorable attitudes toward patients and coworkers in the research that were
included. This has an evident impact on interpersonal relationships within the medical care team as well
as interprofessional relationships between teams. It also has a negative impact on the service quality
provided by the hospitals where these nurses work. (Gender, Marital Status, and Children as Risk Factors
for Burnout in Nurses: A Meta-Analytic Study. (2018, October 1). PubMed Central (PMC).
114
For the variable of gender shown in Table 18 primarily, depersonalization had a Chi-square value
of 0.041 indicating a significant relationship, and a Cramer’s V result of 0.477 indicating a very strong
relationship. As compared to exhaustion and personal achievement have no significant relationship with
the gender of the nurses. To conclude, nurses, specifically male nurses, are more likely to experience
depersonalization in the workplace. This is because they tend to shut off and withdraw when experiencing
stress and conceal their emotions.
Table 19
Relationship Between Marital Status and Levels of Burnout
MARITAL STATUS

Value P- V
Value
Marital Status
Exhaustion 0.343 No significant N/A N/A
relationship
Depersonalization 0.378 No significant N/A N/A
relationship
Personal Achievement 0.671 No significant N/A N/A
relationship
Reject if p-value is less than alpha (0.05)
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 19 represented above indicates that there is no significant relationship between marital
status and the levels of burnout in intensive care unit nurses.
115
Table 20
Relationship Between No. of Children and Levels of Burnout
NO. OF CHILDREN

Value P-Value
Number of
Children 0.095 No significant N/A N/A
Exhaustion 0.448 relationship N/A N/A
Depersonalizati No significant
on 0.052 relationship N/A N/A
Personal
achievement No significant
relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 20 represented above indicates that there is no significant relationship between no. of
children and the levels of burnout in intensive care unit nurses.
Table 21
Relationship Between Religion and Levels of Burnout Among Intensive Care Unit Nurses
RELIGION

Value P-Value
Religion
Depersonalizati 0.372 relationship N/A N/A
on No significant
Personal relationship N/A N/A
achievement 0.638
No significant
relationship
Legend:
116
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 21 represented above indicates that there is no significant relationship between religion and
Table 22
Relationship Between Highest Educational Attainment and Levels of Burnout
HIGHEST EDUCATION ATTAINMENT

Value P-Value
Highest
educational
attainment
Exhaustion 0.045 Significant 0.471 Very Strong
relationship relationship
Depersonalizati 0.211 N/A N/A
on No significant
Personal 0.638 relationship N/A N/A
achievement
No significant
relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
According to a study conducted by lunau et.al entitled The Association between Education and
Work Stress: Does the Policy Context Matter?, It was observed that people with a lower educational level
experience a higher amount of stressful work, thus supporting the notion of a social gradient of work
stress. In all countries, we observe positive coefficients for respondents with low education, thus
117
indicating higher levels of work stress as compared to respondents with high education.
(https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4374794/)
For the variable of highest educational attainment shown in table 22 primarily, exhaustion had a
chi-square value of 0.045 indicating a significant relationship, and a Cramer’s V result of 0.471 indicating
a very strong relationship. As compared to depersonalization and personal achievement have no
significant relationship with the educational attainment of nurses. To conclude, nurses experience more
exhaustion in the work area in proportion to their educational attainment. This is because those with lower
educational attainment have significantly increased work stress and less work stress for those with higher
educational attainment.
Table 23
Relationship Between Years of Experience and Levels of Burnout
YEARS OF EXPERIENCE

Value P-Value
Years of
experience 0.274 No significant N/A N/A
Exhaustion 0.455 relationship N/A N/A
Depersonalizati No significant
on 0.697 relationship N/A N/A
Personal
achievement No significant
relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 23 represented above indicates that there is no significant relationship between years of
experience and the levels of burnout in intensive care unit nurses.
Table 24
118
Relationship Between Types of Workshift and Levels of Burnout
TYPES OF WORKSHIFT

Value P-Value
Type of workshift
on No significant
achievement
No significant
relationship
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Table 25
Relationship Between Job Position and Levels of Burnout
JOB POSITION

Value P-Value
Job position
on No significant
achievement
No significant
relationship
119
Legend:
>0.25 Very Strong
>0.15 Strong
>0.10 Moderate
>0.05 Weak
>0 No or Very Weak
Relief Measures
This study identified different relief measures among ICU nurses encompassing measures
proposed in the personal, occupational, and sociological aspects, all of which were then ranked
accordingly.
Table 26
Personal Relief Measures Proposed by Intensive Care Unit Nurses
Sum of
Scores Rank
Personal Relief Measures Scores
5 4 3 2 1
Obtain adequate sleep 3 2 1 1 2 9 2
Ensure proper nutrition 3 5 0 3 2 13 1
Participate in regular physical
1 1 0 2 2 6 5
activity
Identify and maintain priorities 3 1 0 1 2 7 4
Schedule adequate vacation time 2 1 0 3 2 8 3
Participate in outside interests 1 1 0 2 2 6 5

Meditate and/or practice yoga 0 1 0 1 2 4 12
Maintain a sense of humor 0 1 0 3 2 6 5
Recognize limitations 0 1 0 2 2 5 10
Engage in self-reflection 0 1 0 1 2 4 12
Seek emotional support and

0 1 0 3 2 6 5
practical assistance from family
Maintain a network of friends 0 1 0 2 2 5 10

Engage in spirituality 0 1 0 1 2 4 12
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Others: gaming 0 1 0 3 2 6 5
Table 26 shows the personal relief measures identified wherein the measure that ranked first was
“Ensuring proper nutrition”, followed by “Obtain adequate sleep”, with the third ranked measure being
“Schedule adequate vacation time” and the measures which ranked last “Meditate or practice yoga”,
“Engage in self-reflection” and “Engage in spirituality”.
According to a study conducted by Ross et al. entitled Prevention Actions of Burnout Syndrome
in Nurses: An Integrating Literature Review, they implemented a program of physical activity incentive
for nurses called Nurses Living Fit that involved 12 hours of weekly exercise and information provision
on healthy lifestyle, nutrition, and adequate sleep. The program was effective in reducing the prevalence
of overweight in the participating nurses after the 12-week program ended. Khamisa et al. presented the
correlation between burnout, work satisfaction, and the general health of nurses; they concluded that
strategies for stress management and job satisfaction can lower the burnout level in these professionals. In
another study conducted entitled Occupational stress among staff nurses: Controlling the risk to health
by Sharma, et al., it stated that as high as 80% nurses reported that they had no time for rest, out of which
42% were suffering from moderate-to-severe stress, whereas 45% said that they found their job tiring, out
of whom 33% were under moderate-to-severe stress.
In connection with the third measure, a study entitled The impact of vacation and job stress on
burnout and absenteeism by Westman, et al, the study revealed that vacation alleviated perceived job
stress and thus also the experience of burnout as predicted, replicating findings that a respite from work
has the effect of lessening strain to levels that are lower than chronic, on-the-job levels (Eden, 1990;
Etzion et al., 1998; Frankenhaeuser et al., 1989; Westman and Eden, 1997).
Table 27
Occupational Relief Measures Proposed by Intensive Care Unit Nurses
Sum of
Occupational Relief Measures Scores Rank
Scores
121
5 4 3 2 1
Set realistic goals 3 2 3 3 0 11 2
Vary work routine 1 6 3 4 0 14 1
Objectify negative interactions
0 0 3 4 0 7 3
and situations
Take time away (short breaks) 0 0 3 4 0 7 3
Become an advocate 0 0 3 4 0 7 3
Seek support from colleagues 0 0 3 4 0 7 3
Enhance communication skills 0 0 3 4 0 7 3
Others: salary increase 0 0 3 4 0 7 3
In Table 27, it shows the occupational relief measures identified with the measure that ranked
first being to “Vary work routine” and the measures that ranked last being to “Objectify negative
interactions and situations”, “Take time away (short breaks)”, “Become an advocate”, “Seek support from
colleagues”, “Enhance communication skills”, and “Others: salary increase”. According to the same
study previously mentioned conducted by Ross, et al. entitled Prevention Actions of Burnout Syndrome in
Nurses: An Integrating Literature Review, Occupational stress in the health field is directly related to
specific situations. Issues of relationship, ambiguity, and conflict of functions, double working hours, and
pressures undertaken by superiors, as well as poor working conditions, lack of material resources, and
equipment without proper maintenance, contribute to frequent damage or inappropriate improvisations,
causing serious errors that compromise patient care.
Table 28
Sociological Relief Measures Proposed by Intensive Care Unit Nurses
Sum of
Scores Rank
Sociological Relief Measures Scores
5 4 3 2 1
Survey staff about organizational
10 3 10 6 5 34 1
culture
Create a healthy work
0 3 0 0 2 5 3
environment
Encourage and maintain a strong
0 3 0 0 7 10 2
leadership style
Engage in participatory decision 0 3 0 0 0 3 4
making, especially with respect
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to direct patient care
Foster good interpersonal
relationships among all 0 3 0 0 0 3 4
healthcare professionals
Encourage and provide access to
training targeted to psychosocial 0 3 0 0 0 3 4
well-being
Others: 0 3 0 0 0 3 4
Table 28 indicates the sociological relief measures identified wherein the measure that ranked
first was “Survey staff about organizational culture” and the measures which ranked last were “Engage in
participatory decision making, especially with respect to direct patient care”, “Foster good interpersonal
relationships among all healthcare professionals” and “Encourage and provide access to training targeted
to psychosocial well-being”.
According to a study conducted by Montgomery, et al. entitled Improving quality and safety in
the hospital: The link between organizational culture, burnout, and quality of care, It is widely accepted
that organizational culture has a role to play in the development of job burnout, which in turn impacts on
the patient experience, and ultimately results in quality of care that is not optimal. According to Yeun
(2016), it was found that nurses’ organizational culture has an effect on turnover intention. This finding
explains that as organizational culture is a factor affecting organization members’ values, beliefs, and
behavior patterns, it forms either positive or negative group behaviors.
In relation to the second measure, a study conducted by Laschinger, et al., entitled New nurses
burnout and workplace wellbeing: The influence of authentic leadership and psychological capital, the
results of this study support theory and research suggesting that the quality of working conditions created
by leaders may play an important role in the extent to which employees experience burnout and
subsequent negative health and organizational outcomes. The findings support the notion that building
authentic leadership skills among managers and strengthening nurses’ positive intrapersonal resources
(Psycap) may be promising core strategies for retaining newcomers to the nursing profession and for
sustaining the future of the nursing workforce.
123
The third measure is supported by Jennings (2008) where it was discovered that burnout and
work stress were reduced when administrators created work environments that provided staff with access
to opportunity, information, resources, and support—the features of empowerment.
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CHAPTER 5
SUMMARY, FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
This section of the study presents the summary of the research obtained from the data gathered,
conclusions arrived and the recommendations offered.
Summary
Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged and
excessive stress. It occurs when a person is overwhelmed, emotionally exhausted and unable to meet
constant demands. Burnout reduces productivity and depletes energy, leaving people feeling helpless,
hopeless, cynical, and resentful. They may eventually feel as if they have nothing else to give. Because of
the numerous consequences, it is critical to address burnout as soon as possible. That is why burnout
relief measures are critical in assisting people to avoid or reduce the consequences of work overload,
which can eventually lead to exhaustion and burnout.
Doctors and nurses, for example, who give their lives for the sake of others, are frequently
"burned out" – exhausted, listless, and unable to cope. Burnout is commonly caused by a lack of social
support, taking on more than one can handle at work, school, or interpersonally with family and friends,
and poor self-care. The negative effects of nurse burnout span further than the caregivers themselves. And
when stress runs high, increased attrition rates are likely to follow. Turnover in nursing is not only a
problem for the nurses, but the whole healthcare system, patients included. Even beyond the health and
happiness of nurses, burnout hits the healthcare system at a level no one can ignore the bottom line
(Rickard: 2017; 4)
The intensive care unit (ICU) can be a stressful environment for patients and families, with well-
established long-term consequences. The impact that this one-of-a-kind setting can have on healthcare
professionals is becoming more widely recognized. Challenging ethical situations, exposure to high
patient mortality, and difficult daily workloads can lead to excessive stress for those caring for critically
125
ill patients. A growing body of literature suggests that this excessive stress and resultant moral distress
can lead to burnout syndrome (Kerlin, et.al.: 2020;5).
Burnout relief measures help one recognize the early signs and symptoms of burnout. Burnout is
a gradual process. It is not something that happens over night. During two to three periods of work
overload, people may feel absolutely good. However, if it continues to pile up, and individuals sacrifice
and compensate for their time and health in order to finish and complete these tasks, the body will show
signs and symptoms as a consequence, because the body cannot tolerate it when people overwork
themselves.
In this study, a sample of 28 respondents were randomly selected; 14 from DWH, 8 from ACE
Medical Center, and 6 from RTRH. Questionnaires were utilized in gathering the data among intensive
care unit nurses to: determine the demographic data, sources and levels of burnout, and relief measures;
and assess the relationship between the respondents’ profile and sources and levels of burnout. The
results of the data gathered will provide us a basis for developing burnout relief measures.
Theoretical Framework: Theories utilized in this research study are the Health Promotion
Model of Nola Pender, Adaptation Model of SIster Callista Roy, The Neuman Systems Model of Betty
Neuman, Transactional Model of Stress and Coping of Lazarus and Folkman, Science of Unitary Human
Beings of Martha Rogers, Conservation of Resources Theory of Dr. Stevan E. Hobfoll, Job Demands-
Resources model (The JD-R Model) of Arnold Bakker and Evangelia Demerouti, The Maslach Burnout
Inventory (MBI) of Christina Maslach and Susan E. Jackson, and Microanalytic, and Trait-Oriented
Coping Theories of Lazarus and Folkman.
Purpose: This study examined the sources and levels of burnout syndrome among Intensive Care
Unit (ICU) nurses of private hospitals in Tacloban City. It also sought to: (1) gather the profiles of nurses
who are currently assigned in intensive care areas, (2) identify the sources of burnout syndrome, (3)
assess the level of burnout syndrome, (4) determine the significant relationship between the profile and
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sources of burnout, (5) determine the significant relationship between the profile and levels of burnout,
and (6) identify burnout syndrome relief measures proposed by ICU nurses.
Null Hypotheses: There is no significant relationship between the profile and system-related
sources of burnout among ICU Nurses. There is no significant relationship between the profile and
people-related sources of burnout among ICU Nurses. There is no significant relationship between the
profile and the levels of burnout in Exhaustion among the Intensive Care Unit Nurses. There is no
significant relationship between the profile and the levels of burnout in Depersonalization among the
Intensive Care Unit Nurses. There is no significant relationship between the profile and the levels of
burnout in Personal Achievement among the Intensive Care Unit Nurses.
Methodology: This study employed a descriptive correlational research type that aims to
determine the significant relationship between the profile and the sources of burnout among ICU nurses
from private hospitals in Tacloban City. In this study, the researchers aimed to describe the sources and
levels of burnout syndrome experienced, as well as the relief measures utilized by the nurses.
The researchers selected a total of 28 nurses from 3 private hospitals in Tacloban City; 8
respondents were taken from Allied Care Experts (ACE) Medical Center, 14 respondents from Divine
Word Hospital (DWH), and 6 respondents from Remedios Trinidad Romualdez (RTR) Hospital.
The questionnaires used in this study were a mixture of a standardized questionnaire which is the
Stress Inventory developed by Fimian (1988) Teacher Stress Inventory (TSI) that was cited in the study
of Cabacaba (2006), Maslach Burnout Inventory or the MBI, and a research designed questionnaire on the
relief measures by ICU nurses of selected hospitals in Tacloban City.
Research questionnaires and Google Forms were the main instrument for gathering data in this
study. The survey questionnaire utilized in this study consisted of four parts: (1) Profile of the
respondents; (2) The Stress Inventory (TSI) developed by Fimian (1988) to measure the seven factors of
stress: (a) personal stress (b) professional stress, (c) job involvement, (d) time involvement, (e)
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environmental stressors, (f) superiors, and (g) peers; (3) the Maslach Burnout Inventory (MBI) to
determine the risk of burnout, the MBI explores three components: (a) Exhaustion, (b) Depersonalization,
and (c) Personal Achievement; and (4) To identify relief measures to prevent and cope with stress and
burnout syndrome.
The respondents of this research study were chosen purposely as they are regular employees
working in the ICU of the said private hospitals in Tacloban City. The researchers utilized a
nonprobability sampling method.
Confidentiality of responses was observed in order to assure that respondents will not hesitate to
respond, and they were informed of their right to withdraw from the involvement of the research anytime:
during, or after the data is collected.
The actual data gathering was conducted personally by the researchers from June 3, 2021 to
September 24, 2021, until all 28 out of 30 participants in the study responded. The data gathered were
organized and prepared for analysis. The data was tallied manually and at the same time tabulated in
Microsoft (MS) Excel to provide a comparison. Once the manual and computerized tally matched, data
analysis began, with the help of the group’s research statistician, Ms. Raiza V. Que, MPA.
Statistical Treatment of Data: MS Excel and SPSS were utilized in data processing and
analysis. Frequency, percentage, and weighted mean were used to describe data after checking for
normality of data. The Chi-square test was utilized in analyzing the relationship between the profile and
sources of burnout. Likewise, Chi-square was applied to assess the relationship between the profile and
levels of burnout.
Findings and Implications (highlights) highest and lowest and why
1. Table 3 depicts the distribution of the demographic profile of the Intensive Care Nurses of
selected Private Hospitals in Tacloban City.
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a. Age. A little less than half of the respondents 46.43% belong to 21-30 years old and
39.29% respondents are within 31-40 years old. The results imply that the majority of the
respondents are between 21-30 years old.
b. Sex. More than half of the respondents 85.71% are female while 14.29% are males. The
results imply that women are the majority among the respondents. There are more women
nurses than male because they still see this profession as a feminine one.
c. Marital Status. A little more than half or 57.14% of the respondents are single while
42.86% respondents are married. The results of the study imply that the majority of the
respondents are single individuals.
d. Number of Children. Half or 50% of the respondents have no children, 39.29% have 1-2
children and 10.71% have 3-4 children. The results of the study imply that half of the
respondents have no children.
e. Religion. More than half or 85.71% of the respondents are Roman Catholic, 3.57% has
no religion, 3.57% is a protestant, 3.57% is a member of the latter-day saints, and 3.57%
respondent has other religion. The results of the study imply that more individuals are
Roman Catholic.
f. Highest Educational Attainment. More than half or 96.43% of the respondents are
college graduates while 3.57% have masteral degree units. The results of the study imply
that the majority of the respondents are college graduates.
g. Years of Experience. A little less than half or 42.86% of the respondents have 5-7 years
of experience, 35.71% have 1-4 years of experience, 14.29% has 11 or more years of
experience, 3.57% has less than 12 months of experience and 3.57% has 8-10 years of
experience. The results of the study imply that more ICU nurses among the respondents
have 5-7 years of experience at work.
h. Type of Work Shift. More than half or 64.29% of the respondents work in the day shift
while 35.71% of the respondents work in the night/graveyard shift. The results of the
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study imply that the majority of the ICU nurses among the respondents work in the day
shift.
i. Job Position. More than half or 89.29% of the respondents are staff nurses, 7.14% are
head nurses and only 3.57% are nurse supervisors. The results imply that the majority of
the ICU nurses among the respondents are staff nurses.
2. Table 4 reveals that both system-related and people-related factors contributing to burnout among
ICU nurses were identified as moderate stressors. Between both factors, system-related sources of
burnout, which garnered a weighted mean of 3.58, weighted a much higher mean compared to
people-related sources, which garnered a weighted mean of 2.99.
a. System-related. Table 4.1 shows that professional distress is the most common stressor
among ICU nurses in Tacloban garnered the highest weighted mean of 4.11 while other
stressors fall under moderate stress with an average weighted mean of 3.58. The result
implies that role conflict, responsibility for others’ lives, work overload, poor
relationships at work, inadequate salaries and lack of opportunities for advancement can
be attributed to the varying responses of ICU nurses towards burnout.
b. People-related. Table 4.2 shows that most nurses with a weighted mean of 3.80, reported
the superiors in the workplace are most likely to contribute to their burnout, with the
weighted mean categorized under moderate stress which is higher compared to peers with
a weighted mean of 2.18, as a listed source of burnout with its interpretation identified as
low stress. The results imply that the respondents experienced moderate stress, with an
average weighted mean of 2.99, due to hectic work schedules and needing to keep up to
date with new trends which are all related to poor communication between the nurses and
their superiors.
3. Level of Burnout.
a. Exhaustion. The significant findings in Table 5.1 are as follows: 12 (42.86%) of the
respondents have a low level of burnout and 12 (42.86%) of the respondents have a high
130
level of burnout. The risk of a high level of burnout can be attributed to the female sex,
discrepancies in job demands, responsibility overload, end-of-life issues and its complex
care, and organizational factors; meanwhile, a low level of burnout can be attributed to
professional practice environment characteristics, social support, and structural and
psychological empowerment.
b. Depersonalization. Based on the results shown in Table 6.1, 18 (64.28%) of the
respondents have a low level of burnout. This signifies that most of them have not
become increasingly cynical, distant, and are able to be empathetic towards their patients.
It is foreseeable that primary care nurses will experience less depersonalization, even
though they have high levels of exhaustion, because they often follow the evolution of
chronic patients for years, perhaps visiting patients in their homes and in their
community. This situation favours empathy and the formation of a close relationship with
the patient, which is of crucial importance to the quality of care.
c. Personal Achievement. Table 7.1 shows that 14 (50.00%) of the respondents have a high
level of burnout. The high level of burnout may be due to the complexities of advanced
intensive care and treatment which forces nurses to meet new challenges, adding more
pressure to their work. In addition to this, nurses also experience increased workload,
lack of control over their own work environment, and dealing with the patient’s family
and relatives.
4. Relationship between the demographic profile and sources of burnout among ICU nurses. Tables
9, 11, 14, and 16 depict that only Gender, Number of Children, Years of Experience, and Job
Position have a significant relationship with the sources of burnout.
a. Sex. As depicted in Table 9, personal stressors had a chi-square value of 0.042 and
system-related sources had a Chi-square of 0.015 indicating a significant relationship and
a Cramer’s V result of 0.548 and 0.477 respectively indicating a very strong relationship.
131
b. Number of Children. Table 11 shows that personal stressors had a chi-square value of
0.015, job involvement had a Chi-square value of 0.000, time management had a Chi-
square value of 0.004 and system-related sources had a chi-square of 0.027 indicating a
significant relationship and a Cramer’s V result of 0.469, 0.649, 0.526 and 0.443
respectively indicating a very strong relationship.
c. Years of Experience. As shown in Table 14, peers had a chi-square value of 0.015
indicating a significant relationship, and a Cramer’s V result of 0.582 indicating a very
strong relationship.
d. Job Position. Table 16 shows that professional distress had a Chi-square value of 0.029
strong relationship.
5. Relationship between demographic profile and levels of burnout among ICU nurses.
a. Sex. Table 18 presents that depersonalization and sex had a Chi-square value of 0.041
strong relationship. `
b. Highest Educational Attainment. In Table 22, it was found that exhaustion and highest
educational attainment had a chi-square value of 0.045 indicating a significant
relationship, and a Cramer’s V result of 0.471 indicating a very strong relationship.
6. Relief Measures
a. Personal Relief Measures. Table 26 shows the personal relief measures identified and
ranked by ICU nurses: (1) ensure proper nutrition, (2) obtain adequate sleep, (3) schedule
adequate vacation time. This implies that the respondents prioritize their physical health
over their mental health in order to alleviate burnout.
b. Occupational Relief Measures. Table 27, shows the occupational relief measures
identified and ranked by ICU nurses: (1) vary work routine and (2) set realistic goals.
132
From their prioritization of the occupational relief measures, this implies that the
respondents see the need for better working conditions and fair leadership.
c. Sociological Relief Measures. Table 28, shows the sociological relief measures
identified and ranked by ICU nurses: (1) survey staff about organizational culture, (2)
encourage and maintain a strong leadership style, and (3) create a healthy work
environment. This implies that the respondents see organizational culture as a factor
affecting organization members’ values, beliefs, and behavior patterns; it forms either
positive or negative group behaviors.
Conclusion
A correlational analysis revealed significant relationships between some demographic variables
(i.e., gender, age, and years of experience) and burnout dimensions. It was also revealed that burnout
experienced by the selected ICU nurses does not rely on people in the area; rather it has been identified
that the system-related factors in the work setting are the main contributors to high stress.
In light of the findings of the study, it revealed the following conclusions:
1. Findings from this study showed that the majority of the respondents are women between
the ages of 21-30 years old. Likewise, the majority of the respondents are single and half
of them have no children. Most of the respondents are Roman Catholic, college graduates
and have 5-7 years of experience at work. The greater number of the respondents are staff
nurses who work during the day shift.
2. Findings from this study showed that the majority of respondents viewed system-related
and people-related as a moderate source of burnout.
a. Among the five components of system-related sources of burnout, only
professional distress was interpreted as a contributor to high stress while the
other components were interpreted under moderate stress. Too much paperwork,
which is a personal stressor, was identified to occur most frequently and was
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interpreted as high stress. Under Professional Distress, the majority of the
respondents are likely to experience burnout due to inadequate salary, lack of
recognition, lack of status and respect, and lack of advancement. For job
Involvement, a personal opinion not aired causes high stress which simply
explains that job involvement comes up with burnouts experienced by ICU
nurses in private hospitals. Time management problems encountered where
nurses have no time to relax, insufficient time to get things accomplished, the
need to take work at home, and an erratic work schedule, all contribute to
moderate stress and are likely to cause burnout experienced by ICU nurses. For
environmental factors, working with inadequate hospital facilities causes high
stress while the other factors identified in the study are contributors to moderate
stress, thus explaining that the amount of stress experienced by nurses due to the
work environment can contribute to burnout and lead the professional to develop
a high-stress load.
b. Under people-related sources of burnout, nurses reported that superiors in the
workplace mostly contribute to their burnout. It was revealed that inflexibility of
the implementation of company policies, rules, and regulations is the most
common stressor. Participants described experiences of feeling stressed due to
hectic work schedules, unrealistic demands needing to keep up to date with new
trends which are all related to poor communication between the nurses and their
superiors. Overall findings reveal that peers in the workplace are less likely to
affect high-stress experiences by ICU nurses in the locale.
3. In terms of exhaustion, there is an equal frequency of the respondents who experience a
low level of burnout and a high level of burnout. The majority of the ICU nurses have not
become increasingly cynical, distant, and are able to be empathetic towards their patients
as the result showed a low level of burnout in terms of depersonalization. Findings
134
suggest that ICU nurses have a high level of burnout in terms of Personal achievement
for most of them feel a lack of achievement and no longer get satisfaction from achieving
things in their role.
4. The overall findings of the study showed that there is a very strong significant
relationship between the following variables: sex and personal stressors, the number of
children and personal stressors, years of experience and peers, and job position and
professional distress. The rest of the demographic profiles such as age, marital status,
religion, highest educational attainment, and type of work shift showed no significant
relationship with the sources of burnout.
5. The overall findings of the study showed that there is a very strong significant
relationship between the following variables: sex and depersonalization, and highest
educational attainment and exhaustion. The age, marital status, number of children,
religion, years of experience, type of work shift, and job position reflected values that
indicate no significant relationship.
6. In terms of Personal Relief measures, the study showed that the respondents prioritize
their physical health over their mental health to alleviate burnout. With regards to the
Occupational Relief Measures, this shows that the respondents ranked varying work
routines as the first to minimize occupational stressors. The results in the Sociological
Relief Measures indicate that organizational culture is a priority relief measure because
this affects the overall quality of care being delivered and the impact of the
organization's behavior, well-being, and the role of nurses in the patient environment.
Recommendations
The results of this study have shed light on areas of which the following points are recommended
by the researchers:
To the Hospital Nursing Personnel and Hospital Administration:
135
1. Monitor and evaluate the effects of changes in organizational redesign and reconfiguration of
nursing personnel on patient outcomes, patient satisfaction, and on nursing personnel themselves.
2. Provide a work environment wherein the staff will have access to opportunity, information,
resources, and support — being the features of empowerment.
3. Implement interventions that will reduce the stress and burnout experienced by intensive care unit
nurses as per the relief measures proposed such as ensuring proper nutrition, obtaining adequate
sleep and rest, and scheduling adequate vacation time appropriately.
To Future Researchers:
1. Increase the number of respondents in future studies.
2. Consider the ratio of male and female respondents, especially with the minority who were male
nurses.
3. Consider other variables on the ICU Nurses’ Demographic Data such as the number of seminars
or trainings attended as well as the diverse gender orientations.
4. Conduct a similar study on the level of burnout and relief measures to different medical
professions and institutions to examine if results would differ depending on the type of
profession.
5. Conduct a similar study that is not limited to a set of select relief measures but allows future
respondents to include other measures they employ which may not be found in the study’s
questionnaire.
6. Conduct a qualitative study on the sources of burnout and the relief measures utilized by ICU
Nurses.
7. Widen the area of the study so as to include multiple, plausible explanations and also identify
other variables that could be applied in future research studies.
To other readers:
136
1. The Commission on Higher Education should cooperate to provide students with qualified, crisis-
oriented and psychological services as well as the school administration’s importance to support
and empathize for their students.
2. With the findings of the present study showing that all respondents experience moderate to high
levels of burnout, the Department of Health should collaborate with the hospital institution to
promote physical and mental health awareness, and to develop relevant coping mechanisms for
nurses, especially those aged 21-30.
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CHAPTER 4

RESULTS AND DISCUSSION

Demographic Profile of Intensive Care Unit Nurses

Profile Variables Frequency Percent

Highest Educational Attainment

Type of Work Shift

nurses are Roman Catholic.

with Masteral Degree units.

ICU nurses work in the day shift.

Job Position. As indicated by a survey executed by American Nurses Association (ANA) in

Sources of Burnout Among Intensive Care Unit Nurses

Superior and Peers that causes stress towards a worker.

Sources of Burnout Weighted Mean Interpretation

System Related 3.58 Moderate Stress

People Related 2.99 Moderate Stress

Average 3.28 Moderate Stress

System-Related Sources Weighted Mean Interpretation

Personal Stressors 3.63 Moderate Stress

Professional Distress (Dissatisfaction) 4.11 High Stress

Job Involvement 3.63 Moderate Stress

Time Management 3.17 Moderate Stress

Environment 3.36 Moderate Stress

Average 3.58 Moderate Stress

conditions, job dissatisfaction and frustration of all kinds.

Sources of Burnout Weighted Mean Interpretation

which was interpreted as High Stress.

unwell, often due to work-related stress.

Sources of Burnout Weighted Mean Interpretation

the respondents are likely to experience burnout in terms of professional distress.

conditions, job dissatisfaction and frustration of all kinds.

Sources of Burnout Weighted Mean Interpretation

stress levels and feelings of being overworked are exacerbated.

Sources of Burnout Weighted Mean Interpretation

cause the burnout experienced by ICU nurses.

Sources of Burnout Weighted Mean Interpretation

Working with inadequate hospital facilities 3.75

People-Related Sources Weighted Mean Interpretation

Sources of Burnout Weighted Mean Interpretation

key factor in creating workplace empowerment and a positive work environment.

Sources of Burnout Weighted Mean Interpretation

prevent burnout symptoms.

Levels of Burnout Among Intensive Care Unit Nurses

frequency of respondents who have low, moderate, or high levels of burnout.

Never A Few Once a A Few Once a A few Every

are at the end of their rope.

Low level of burnout 12 42.86

Moderate level of burnout 4 14.29

High level of burnout 12 42.86

experienced a low level of burnout and high level of burnout.

compared to their male counterparts.

only increase their burden and risk of burnout.

Never A Few Once a A Few Once a A few Every

f (%) f (%) f (%) f (%) f (%) f (%) f (%)

I feel like I look at certain 14 3 1 1 1 8 0

I feel tired when I get up in 3 4 5 0 6 4 6

I have an impression that 6 3 4 2 4 5 4

I have become more 9 8 3 3 3 2 0

I’m afraid this job is 12 6 0 2 4 3 1

The second subset of the Maslach Burnout Inventory is Depersonalization. Depersonalization or

Level of Burnout Frequency (f) Percentage (%)

Low level of burnout 18 64.28

Moderate level of burnout 5 17.86

High level of burnout 5 17.86

engagement may reduce the risk of burnout.

Nres - 3 - Chapter 4 & 5 (Latest)

Nres - 3 - Chapter 4 & 5 (Latest)