Investigation On The Situation Of Compassion Fatigue And Its Relation With The Organizational Climate Among Hemodialysis Nurses

ObjectiveThis research was designed to investigate the current situation of the compassion fatigue among hemodialysis nurses,analyze the influence factors on compassion fatigue of them,and explore the possible correlation between nursing organizational climate and compassion fatigue.For nursing administrators,the study aimed to provide the valuable direction to formulate interventional measures and form the empirical basis and theoretical reference in maintaining and promoting physical and mental health for the nurses.MethodsCross-sectional design and cluster sampling were adopted in this research.Nurses from the department of hemodialysis in 11 Grade-3 tertiary general hospitals in Jinan City of Shandong Province were selected for the questionnaire survey from August 2019 to February 2020.The measurement tools used in the research included general information questionnaire,compassion fatigue scale for medical staff and perceived organizational climate scale for nurses.SPSS22.0 statistical software was utilized for data analysis,quantitative data were described as mean±standard deviation(x ±s)and P<0.05 showed statistical difference.The specific analysis methods included descriptive statistical analysis,independent sample t-test,analysis of variance,Pearson correlation analysis and generalized linear regression analysisResults1.The total average score of compassion fatigue scale for the hemodialysis nurses was 2.64±0.27.The average scores of each dimension from high to low were negative behavior(2.84±0.37),ability suspicion(2.70±0.42),emotional indifference(2.64±0.41),enthusiasm loss(2.61±0.39),mental stress(2.53±0.43),and loss of fighting spirit(2.50±0.38),respectively.2.The results of single factor analysis showed that the factors including gender,nurse-job seniority,professional title,family support,job satisfaction and reselection of nursing profession had close correlation to compassion fatigue(P<0.05).3.The total average score of organizational climate scale for the hemodialysis nurses was 2.98±0.50.The average scores of each dimension from high to low were team behavior(3.25±0,52),quality control(3.20±0.58),evidence-based nursing support(3.11±0.69),management support(3.11±0.53),human resource management(2.88±0.66),and resource guarantee(2.59±0.64),respectively.4.The statistical analysis of the scores between the compassion fatigue and the organizational climate for the enrolled nurses demonstrated that except the dimensions of mental tension,human resource management and resource support,the total score of compassion fatigue and each of the rest five dimensions had all significant negative correlation with the score of organizational climate and the four dimensions(r=-0.11?-0.50,P<0.05)5.Generalized linear stepwise regression analysis showed that nurse-job seniority,professional title and nursing organizational climate served as the determinants for the compassion fatigue of the hemodialysis nurses.Those nurses with 6 to 10 years of seniority or nurse practitioner of professional title,suffered from the worst severity of compassion fatigue.With those factors including gender,nurse-job seniority,professional title,family support,job satisfaction and reselection of nursing profession kept under control,the higher was the total score of nursing organizational climate,the less severe compassion fatigue(P<0.01).Conclusions1.The compassion fatigue of the hemodialysis nurses was generally in the medium level,which was characterized by negative behavior,ability suspicion and emotional indifference.Special attention should be paid by the nursing managers to formulate corresponding measures to implement intervention.2.The organizational climate of the hemodialysis nurses also belonged to the medium level,while the levels of team behavior and quality management were higher.It urged that nursing managers should maintain the current situation of team behavior and quality management,and take positive measures to speed up the rest dimensions in order to improve the organizational climate for the nurses.3.There was a negative correlation between nursing organizational climate and compassion fatigue.The better the organizational climate perceived by nurses,the lower the level of compassion fatigue.The medical managers should make full use of nursing organizational climate,take comprehensive steps actively to alleviate compassion fatigue4.Nurse-job seniority,professional title and nursing organizational climate were the main key factors for compassion fatigue of the nurses.Medical administrators should try to identify the corresponding determinants and apply specific measures to reduce the severity of compassion fatigue of the nurses,improve their physical and mental health,thus to provide their excellent nursing service to the patients as the result.