Resilience and Burnout Resources in Respiratory Care Departments

Abstract

Background: Burnout, defined as emotional exhaustion, depersonalization, and lack of efficacy, is major problem in healthcare, with pre-COVID-19 rates approximately 50% in nurses and physicians. Available data on RTs demonstrate similar levels of for the individual components of burnout (emotional exhaustion, depersonalization, and moral distress) but RT burnout rates and drivers have not been specifically examined. The purpose of this project is to determine resilience and burnout resources available within RT departments and provide an estimate of pre- and post- COVID-19 burnout rates.

Methods: A survey was developed to evaluate resilience and burnout resources in respiratory care departments. The survey was posted online to the AARConnect management, education, adult acute care, neonatal/pediatrics, COVID-19, and help line communities. Data analysis was descriptive. Key drivers of burnout among RTs were identified from qualitative answers and a priori classified by the authors.

Results: There were 164 respondents representing 42 states and 164 unique centers. Respondents were primarily from hospitals. 73% had personally experienced burnout, 67% within the last year. 9% of departments measured burnout, 34% used resilience tools, 84% free employee assistance, and 74% wellness programs. There was a significant difference in departments with an estimated burnout rate > 40% before and after the COVID-19 crisis (22% vs. 33%, P=0.04). The five most commonly mentioned drivers of burnout were: staffing 34%, poor leadership 23%, lack of recognition 17%, COVID-19 13%, and lack of respect 12%. 93% agreed that burnout is a major problem in health care, 32% that burnout is primarily driven by external factors, 92% that RTs have similar risk of burnout as other health care providers, 70% felt comfortable discussing emotionally challenging situations at work, 31% agreed leadership provides adequate support for those suffering from burnout, and 76% were open to using tools from the AARC or other professional organization.

Conclusions: Most respondents reported experiencing burnout. Thirty-four percent of departments used burnout resources and 76% were open to utilizing resilience tools. Key drivers were staffing, leadership, lack of recognition, COVID-19, and lack of respect. Most departments estimated their burnout rates to be greater than 40% but burnout appears to have increased modestly post COVID-19.