Page 216 - GHES-3-1

Global Health Economics and
Sustainability
Fatigue, quality of life, and social support in Greek health staff

by encouraging patients to resist negative emotions and by leave their jobs. Regarding the intention to leave, over
helping those already experiencing depression to improve 50% of the participants expressed an interest in doing so.
their self-esteem. Social support can enhance coping skills This intention was strongly and positively correlated with
and problem-solving strategies for patient issues and can the degree of compassion fatigue experienced by nurses
reduce anxiety associated with living with a chronic illness in hemodialysis units but negatively correlated with their
(Theofilou, 2023). Regarding the types of social support, levels of resilience, empathy, and work engagement. The
Schaefer et al. (1981) identify five categories: (a) Emotional desire to leave was significantly lower among older nurses
support, (b) esteem support, (c) support from the social and those with more years of experience. This is likely due
network (network support), (d) informational support, not only to their advanced knowledge of hemodialysis
and (e) tangible or instrumental support (practical/ procedures but also to the stable cooperation and good
material support). In fact, a recent study reported the relationships they have developed with fellow doctors
impact of social support on the general health of healthcare and nurses, as well as with chronic patients and their
professionals (Theofilou & Varemenos, 2024). families, who trust and respect their work. Developing the
clinical skills of younger and less experienced nurses can
A study conducted in 2018 in six public and private significantly reduce their desire to leave. The same study
hospitals in China examined 283 female nurses in showed that nurses who reported greater compassion
hemodialysis units to determine the percentage of job fatigue in artificial kidney units were more likely to quit
satisfaction and to identify the rates of “compassion” fatigue their jobs. The chronic stress of dealing with patients whose
prevalent in these units. The results demonstrated that lives are in danger, the waiting for kidney transplants,
the rates of compassion fatigue experienced by nurses in and providing psychological support to patients’ families
artificial kidney units were equivalent to those experienced place an emotional burden on workers, increase their
by healthcare professionals in intensive care units and mental fatigue, and significantly heighten the likelihood
pediatric clinics but were significantly higher than those of resignation. Conversely, the study found that employees
observed in oncology clinics. This finding relates to the with strong work engagement were much less likely to
stressors inherent in their work and work environment, quit their jobs. Hospital managers should implement work
such as the specialization required, the difficulty and commitment enhancement programs to reduce employees’
attention needed for vascular puncture, and the long intentions to leave (Cao & Chen, 2021).
follow-up duration for patients, all of which contribute to
high levels of burnout and severe stress. Building a better Another study conducted in China with 345 nurses
and healthier work environment can play a key role in investigated the consequences of social support and
increasing the satisfaction of nurses working in artificial resilience in the workplace, focusing on improving the
kidney units and in reducing the fatigue associated with work engagement of employees in artificial kidney units.
intense compassion for patients. Regarding the distinction The results showed that workers in hemodialysis units had
between the private and public sectors, the results showed lower rates of work engagement than those in other clinical
that compassion fatigue rates were significantly higher in units, such as pathology, surgery, or oncology clinics.
public hospitals than in private hospitals, likely because Infrequent professional promotions, limited opportunities
private hospitals offer better working conditions for for income growth among Chinese nurses, intense work
nurses and impose less pressure. Furthermore, patients hours, and insufficient resources may play significant roles
who choose private hospitals may be more satisfied with in the lack of a sense of commitment. Employee resilience
their treatment and the hospital’s facilities. The better – defined as the ability to feel happy and to overcome
relationships between doctors and nurses in private negative events at work – appears to be directly related
hospitals also contribute to improved job satisfaction for to their sense of work engagement. More specifically, the
nurses, as noted in the study. Nevertheless, job satisfaction study found that nurses in hemodialysis units with strong
levels of resilience could effectively handle complex and
in both hospital settings appears to be negatively related specialized hemodialysis equipment and manage various
to the rates of compassion fatigue experienced by nurses complications related to their work. Moreover, they
while being positively related to the satisfaction they derive seemed to cope with stress more effectively and mitigate
from working hard to help patients with kidney failure the consequences of stressful incidents in the workplace.
(Wang et al., 2022).
The study emphasized the need to develop strategies aimed
A similar study conducted in China involving a sample at strengthening the resilience of workers in artificial
of 528 nurses working in artificial kidney units analyzed the kidney units. Simultaneously, it highlighted the crucial
relationship between workplace problem-solving ability, importance of support from employers, supervisors, and
compassion fatigue, work engagement, and the desire to colleagues in fostering work engagement. Psychological

Volume 3 Issue 1 (2025) 208 https://doi.org/10.36922/ghes.4574