The risk of psychological disorders influencing the health of workers increases in accordance with growing requirements on employees across various professions. This study aimed to compare approaches to the burnout syndrome in European countries. A questionnaire focusing on stress-related occupational diseases was distributed to national experts of 28 European Union countries. A total of 23 countries responded. In 9 countries (Denmark, Estonia, France, Hungary, Latvia, Netherlands, Portugal, Slovakia and Sweden) burnout syndrome may be acknowledged as an occupational disease. Latvia has burnout syndrome explicitly included on the List of ODs. Compensation for burnout syndrome has been awarded in Denmark, France, Latvia, Portugal and Sweden. Only in 39% of the countries a possibility to acknowledge burnout syndrome as an occupational disease exists, with most of compensated cases only occurring in recent years. New systems to collect data on suspected cases have been developed reflecting the growing recognition of the impact of the psychosocial work environment. In agreement with the EU legislation, all EU countries in the study have an action plan to prevent stress at the workplace.

COVID-19 has led to an unprecedented strain on healthcare workers (HCWs). This study aimed to determine the prevalence of burnout in hospital employees during a prolonged pandemic-induced burden on healthcare systems. An online survey among employees of a Czech and Slovak university hospital was conducted between November 2021 and January 2022, approximately when the incidence rates peaked in both countries. The Maslach Burnout Inventory—Human Services Survey was applied. We obtained 807 completed questionnaires (75.1% from Czech employees, 91.2% from HCWs, 76.2% from women; mean age of 42.1 ± 11 years). Burnout in emotional exhaustion (EE) was found in 53.2%, depersonalization (DP) in 33%, and personal accomplishment (PA) in 47.8% of respondents. In total, 148 (18.3%) participants showed burnout in all dimensions, 184 (22.8%) in two, and 269 (33.3%) in at least one dimension. Burnout in EE and DP (65% and 43.7%) prevailed in physicians compared to other HCWs (48.6% and 28.8%). Respondents from COVID-19-dedicated units achieved burnout in the EE and DP dimensions with higher rates than non-frontline HCWs (58.1% and 40.9% vs. 49.9% and 27.7%). Almost two years of the previous overloading of healthcare services, caused by the COVID-19 pandemic, resulted in the relatively high prevalence of burnout in HCWs, especially in physicians and frontline HCWs.

PURPOSE: To determine the frequency of the Nursing Intervention Classification Dying Care activities performed by nurses with end-of-life (EOL) patients. METHODS: A cross-sectional, descriptive study using a structured questionnaire to determine the frequencies of Dying Care activities performed by 201 Czech nurses. FINDINGS: Nurses reported more frequent use of activities focused on the physical comfort of EOL patients. Significant relationships were found between frequencies in some activities and the nurses’ education level, length of work experience, and the department type. CONCLUSIONS: Nurses reported infrequent use of communication activities with patients and relatives, which is related to the length of practice. CLINICAL RELEVANCE: It is necessary to focus on communication and psychosocial needs of EOL patients in both pregradual and lifelong nursing education. CÍL: Zjistit frekvenci aktivit NIC intervence Péče o umírající mezi českými sestry u pacientů v závěru života. METODY: Průřezová deskriptivní studie využívající strukturovaného dotazníku pro určení frekvence aktivit Péče o umírající prováděné 201 sestrou. VÝSLEDKY: Sestry u pacientů v závěru života častější využívají aktivity zaměřené na fyzický komfort. Významné vztahy byly nalezeny mezi frekvencí některých aktivit a úrovní vzdělání sester, délkou praxe a typem pracoviště. ZÁVĚRY: Sestry uváděly nepříliš časté používání komunikačních aktivit s pacienty a příbuznými, což souvisí s délkou jejich praxe. KLINICKÁ RELEVANCE: Je třeba se zaměřit na komunikaci a psychosociální potřeby pacientů v závěru života jak v pregraduálním tak celoživotním vzdělávání sester.

Aim: The aim of the survey is to identify factors of the work environment which are important for general nurses when they are considering whether or not to leave their current employer. Design: The research consists of an observational and a ... Aim: The aim of the survey is to identify factors of the work environment which are important for general nurses when they are considering whether or not to leave their current employer. Design: The research consists of an observational and a ...

The aim of our research was to find out the position (and its changes over a period of time) of continuing education on the personal work values scale of general nurses working in hospitals in the czech republic. Methods: The research was designed as a comparative study (comparison of results from the years 2006, 2011 and 2016). The data were obtained through a questionnaire using Herzberg's two-factor theory of motivation. However, the theory was adapted to reflect current conditions of care-givers who work within a multidisciplinary team. The questionnaire aimed at distinguishing the order of the selected factors of working environment, which subsequently created the scale of personal values. 3081 respondents took part in the research in 2006, 1992 respondents in 2011, and 1751 respondents in 2016. The comparative analysis data were processed with the euclidean distance model and non-parametric tests. Results: in 2006, the possibility to engage in continuing education occupied 8th place on the scale of personal preferences (out of 16), in 2011 it ranked 10th, and 12th in 2016. The research results reveal a long-term tendency towards a decrease of personal preferences regarding continuing education. The decrease was statistically significant between the years 2006 and 2011 and the year 2016 (p < 0.001). The results indicate that with an increasing age the preference for continuing education decreases (p < 0.001). A statistically significant reduction in the preference for continuing education was found in nurses aged approx. 45 years. Conclusions: Highly professional, effective and good quality education (and subsequent continuing education) is essential for the provision of safe and good quality care. A nurse in a managerial position should encourage staff nurses to continually learn irrespective of their age. Only this may lead to a high quality care for patients.