TY - JOUR
AU - McCallum, Louise
AU - Rattray, Janice
AU - Pollard, Beth
AU - Miller, Jordan
AU - Hull, Alastair
AU - Ramsay, Pam
AU - Salisbury, Lisa
AU - Scott, Teresa
AU - Cole, Stephen
AU - Dixon, Diane
PY - 2022
DA - November
TI - The CANDID Study: impact of COVID-19 on critical care nurses and organisational outcomes: implications for the delivery of critical care services. A questionnaire study before and during the pandemic [pre-print]
JO - medRxiv
DO - https://doi.org/10.1101/2022.11.16.22282346
AB - Objective: To use a model of occupational stress to quantify and explain the impact of working in critical care during the Covid-19 pandemic on critical care nurses and organisational outcomes. Participants: Critical care nurses (CCNs) who worked in the UK NHS between January to November 2021 (n=461). Methods: A self-reported survey measured the components of the Job-Demand Reward model of occupational stress. Job-demands, job-resources, health impairment (mental health (GHQ-12), burnout (MBI), PTSD symptoms (PCL-5)), work engagement and six organisational outcomes (commitment, job satisfaction, changing jobs, certainty about the future, quality of care, patient safety) were measured. Data were compared to baseline data (n=557) collected between April to October 2018. Regression analyses identified predictors of health impairment, work engagement and organisational outcomes. Findings: Compared to 2018, CCNs were at elevated risk of probable psychological distress (GHQ-12, OR 6.03 [95% C.I. 4.75 to 7.95]; burnout emotional exhaustion, OR 4.02 [3.07 to 5.26]; burnout depersonalisation, OR 3.18 [1.99 to 5.07]; burnout accomplishment, OR 1.53 [1.18 to 1.97]). A third of CCNs reported probable PTSD. Job demands predicted psychological distress and job demands increased during the pandemic. Resources reduced the negative impact of job demands on psychological distress, but this moderating effect of resources was not observed at higher levels of demand. CCNs were less engaged in their work. Job and personal resources predicted work engagement and were reduced during the pandemic. All six organisational outcomes were impaired. Lack of resources, especially reduced learning opportunities, lack of focus on staff wellbeing, and reduced focus on quality predicted worse organisational outcomes. Conclusions: The NHS needs to prioritise the welfare of CCNs, implement workplace change/planning, and support them to recover from the pandemic. The NHS is struggling to retain CCNs and, unless staff welfare is improved, quality of care and patient safety will likely decline.
PB - medRxiv
UR - https://eprints.gla.ac.uk/360962/
KW - Coronavirus (COVID-19)
KW - Work and workforce
ER