Professional Documents
Culture Documents
____________________
A Dissertation Proposal
Baguio City
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In Partial Fulfillment
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May 2016
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APPROVAL SHEET
examined and is hereby endorsed for acceptance and approval for proposal defense.
ACKNOWLEDGMENT
appreciation and thanks to those who contributed to the completion of this humble
dissertation proposal, without them, this piece will never have been realized.
The Good Lord, for bringing him into this world with a life equipped with
His family for all the support, understanding and unconditional love;
Members of the proposal committee, Dr. Marilou A. Dela Pea, Dr. Jose R.
Balcanao, and Dr. Gina L. Casi, for their comments and suggestions that helped the
His other relatives and friends for their utmost support and words of
encouragement;
And to all those who, in one way or another, contributed in the completion
of this manuscript.
F.M.C.
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TABLE OF CONTENTS
Page No.
TITLE PAGE i
APPROVAL SHEET .. ii
ACKNOWLEDGMENT .. iii
CHAPTER
1 THE PROBLEM
Definition of Terms 12
Research Design .. 15
REFERENCES ...... 19
APPENDICES
B. Questionnaire ....... 21
CURRICULUM VITAE........ 24
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FIGURE USED
Chapter 1
THE PROBLEM
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Nurses being a part of the healthcare industry act different roles in giving
care and nurture to patients and clients who need medical and healthcare attention.
Faced with multiple tasks at a time under pressure to provide services satisfactorily
and at a given time limit increases the likelihood of building hazards to the well
being of healthcare providers. As nurses, empathy and compassion are just among
the most important values in this kind of job. However, nurses like any other
humans also experience exhaustion, tiredness, anger, sadness and even emptiness in
certain context related to their work setting especially in giving critical care. The
patient related painful episodes takes a toll in the emotional, spiritual, social and
even physical well being of nurses. Due to a study done exploring burnout in
1992 by Joinson, the term compassion fatigue was first reflected as experienced by
emergency room nurses. In the said research, the author cited that some nurses
seemed to have lost their ability to nurture. On the other, Kotula, Keshia (2015)
noted in his paper the 3 main core issues in compassion fatigue as according to
Joinson. The first, is that caregivers provide themselves as a product to those they
help which can be taxing. Second, Caregivers may feel as though they can always
do a little bit more. Finally, caregivers fill many roles which can require a
deep physical and emotional exhaustion and a pronounced change in the helpers
ability to feel empathy for their patients, their loved ones and their co-workers. It is
marked by increased cynicism at work, loss of passion, and eventually can lead into
fatigue affects the very core of nursing empathy and compassion to others
nurses alone but rather on different healthcare related jobs that require nurturing
and care to patient or clients in general. Note that secondary traumatic stress is
different from compassion fatigue. The two may show similar symptoms and one
may affect the other but researches show that these two differ in onset and effect on
the caregivers. Though Figley, commented that the presence of burnout can lead to
compassion fatigue can be more acute in onset. While burnout arises from
environmental factors (long working hours, no breaks, poor pay) and accumulation
exposure to traumatic events with patients or patient's families like end of life
situations and result of caring to suffering people. Burnout can occur in any
the other hand, compassion fatigue may result to loss of nurture and holistically
care for patients. Sabo (2006) cited the difference between compassion fatigue and
connection with others and bearing witness to their suffering, whereas burnout is a
more generalized dissatisfaction with work resulting from things like salary,
fatigue, and secondary traumatic stress found that participants who indicated high
levels of burnout also indicated high levels of compassion fatigue . But no other
studies were found to support Figley's statement that burnout is the cause of
create a great impact on nurses and other healthcare providers. The warning signs
and symptoms may vary from each individual. Emergency Nurses Association
headache, cardiac symptoms and sleep disturbances. All of these will contribute
and eventually lead to workplace signs and symptoms like high absenteeism,
frequent use of sick days, lack of joy and lack of empathy, decreased productivity,
level of empathy, caring for patients with chronic diseases, witnessing painful
procedures, sadness and death with the emotional burdens of families and
becoming overly involved with the patient's situation. In the qualitative study by
health and death were difficult to deal with and they did not feel adequate support
to cope with the personal, physical and psychological demands of the situation
the limited time to process the event exacerbate negative feelings. The study
conducted by Abendroth and Flannery in 2006 concluded that close to 80% of the
hospice nurses they surveyed (N=216) were at moderate to high risk for
compassion fatigue. Eighty-three percent of the nurses in the high risk for
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compassion fatigue category indicated that they self-sacrificed for others needs.
Also,unhealthy levels of empathy, trauma, anxiety, and life demands were key
factors determining the risk for compassion fatigue. Yoders (2010) study of
hospital and home care nurses found that compassion fatigue risk was significantly
higher for nurses who worked eight hour shifts versus nurses who worked twelve
hour shifts. The study also identified three categories of trigger situations for
compassion fatigue and burnout. The three categories of triggers included caring
issues (high census, heavy patient assignments, high acuity of patients, overtime,
extra work hours), and personal issues (inexperience, lack of energy, feelings of
there is no significant findings on the trend for increased risk for burnout and
compassion fatigue among nurses with higher levels of education. The study also
showed that staff nurses 11-20 years of experience were found to have the highest
contradicted by Burtson and Stichler's findings in same year, where nurses younger
and less experienced (less than 10 years) are found to be likely to develop
Presently, there are several tools already available to measure the presence
report tool with a self-core document to provide interpretation. The Green Cross
(STS) and the Compassion fatigue Self-Test for Helpers (CFST) - both utilize self-
important not only for nurses or caregivers personally as care providers but also
significant to the well-being of the community and the institution where they are
compassion fatigue may cause stress-related symptoms and job dissatisfaction and
decreased productivity and job turn over within the healthcare system. As nurses
and other caregivers perform at their best for the patients, it is also a responsibility
support and disseminate awareness on how to manage such situations that can lead
compassion satisfaction. Overall, nurses and care providers must maintain a sense
of self inorder to provide quality care and safe practice deliverance even when
works.
As stated earlier, compassion fatigue targets the two most important attributes
needed in nursing which are empathy and compassion. Thus, Erik Eriksons Theory
Generativity refers to "making your mark" on the world through caring for others
as well as creating and accomplishing things that make the world a better place and
Stagnation refers to the failure to find a way to contribute. These individuals may
feel disconnected or uninvolved with their community and with society as a whole.
According to some accounts, younger nurses tend to suffer more with compassion
fatigue compared to older middle aged nurses. Looking further, the maturity level
of these nurses might contribute to their inability to cope up with suffering and
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painful events of caregiving practice. Cited from the study of Adkinson, L. (2005-
Florida State University), the stage in question is Maturity with the age ranges from
25-60 years. There are also numerous factors that can influence feelings of
generativity versus feelings of stagnation at this point in life. People who have
positive relationships with others, good quality health and a sense of control over
their lives will feel more productive and satisfied. With regard to nurses repeated
exposure to sufferings and traumatic events, inability to cope with the stress and
have a sense of control in showing empathic behaviours and having the feeling of
having the ability to do more for the patient may put the healthcare provider at risk
of losing ones self in the situation. Those who suffer from poor health, poor
relationships and feel that they have no control over their fate are more likely to
nurses, the principles of Buddhism has been selected to better appreciate the said
the same time. The center of it is suffering, may it be related to death, illness,
Buddhism. First, are sufferings which we have no control like death, natural
disasters, sickness and loss of loved ones. Second, are sufferings which are self-
constructing reality from misconceptions about the self and what is life all about.
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To connect this with compassion fatigue, nurses tends involve themselves too much
pain experienced by their patients. The continuous feeling of not doing enough for
their patients generates psychological stress that might affect their compassion and
empathy. One of the Four Noble truths taught in Buddhism says that, Life is full
of suffering or dukkha this states that acceptance of this human condition can
lead to peace of mind. To truly accept that certain pain and trauma cannot be
eliminated or avoided, nurses can balance and embrace their feelings toward such
situations as they are aware that these kinds of events are normal and are part of
human life.
satisfaction, compassion fatigue and burnout among the nurses and also the work-
other hand, the dependent variables are the prevalence of compassion satisfaction,
compassion fatigue, and burnout among the nurses and the extent of contribution of
1. Independent variables
Compassion satisfaction, Dependent
1. Prevalence variables
of compassion
compassion fatigue, and satisfaction, compassion
burnout among the nurses fatigue, and burnout among
the nurses
2. Work-related components
contributory to the 2. Extent of contribution of
experience of compassion work-related components
fatigue among the nurses to the experience of
compassion fatigue among
the nurses
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Moderating variables
Figure 1
attainment, years of experience, and position, and years of experience will serve as
The aim of this study is to look into the experience of compassion fatigue
Null Hypotheses
The respondents will include the 313 nurses from Baguio General Hospital
Definition of Terms
In order to have a common point of reference, some terms used in this study
Burnout. It is a term that has been used since the early 1980s describe the
physical and emotional exhaustion that workers can experience when they have low
erosion that takes place when nurses are unable to refuel and regenerate.
Staff nurses They are the personnel employed in the different areas of a
care facility, in this study the Baguio General Hospital and Medical Center. They
finished a four-year course of nursing and passed the nursing regulatory exam
given by the nursing board in the Philippines. Other term used interchangeably with
certified medical specialists and other licensed physicians rendering services in the
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-specialties, and ancillary services. This hospital are managed and financed by the
mechanisms on dealing with traumatic events that may occur in the workplace.
personnel accountable for their staffs wellness and safety can have a glance on the
condition of their nurses through the data collected for them to be able to provide
To the Institution. Data and information from this research will provide a
review on how their employees perform in the area including their capability to
face healthcare related crisis. By this review, the institution or organization will get
provide further support for the implementation of projects or program necessary for
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the well being and motivation of their workers. Having healthy employees will
To the Nurses. For other nurses, this will help increase their awareness on
needed support and help from the organization and other healthcare staff to achieve
To the Patients. For the patients, the sole beneficiary of this research, in
order to receive a safe quality healthcare service, their healthcare providers should
be holistically well. The safety of each patient depends on the judgments and the
reference for further studies to be conducted in the future. The data collection can
be a set of comparison for any kinds of beneficial modifications that can be done
Chapter 2
population, data gathering procedure, data gathering tool, validity and reliability of
the research instrument and the statistical treatment to be used in the study.
Research Design
(Shuttleworth, 2008). Hence this design was utilized in this study for it aims to
correlational since it determines the influence of the nurses profile and work-
The subjects of the study will come from the currently employed nurses of
different positions from the various wards or areas of Baguio General Hospital and
Medical Center. Total enumeration will be employed where all the 313 nurses will
In gathering the data needed in the study, the questionnaire will be the main
responses to certain questions. A general rule is that these questions are factual and
The first part of the questionnaire was a letter to the respondents followed
compassion fatigue and burnout among the nurses; Demographic profile of the
nurses in terms of educational attainment, civil status, age, gender, position, and
version 5 was adopted from the previous related researches which is already proven
to be valid and reliable. However, for the work component, it was based on
establish its reliability. Its reliability, on the other hand, will be determined through
the use of the Kuder Richarson Formula 21 (Subong, 2006) after a pretest to 10
questionnaire will be secured from the Dean of the Graduate School. Afterwards,
permission will be obtained from the ethics committee. With the assistance of the
The data to be gathered in the study will be tallied, classified, tabulated and
f
WM =
N
Where:
WM = Weighted mean
= summation
f = frequency
N = total number of cases
NUMERICAL
DESCRIPTIVE EQUIVALENT SYMBOL
VALUE
5 Very Often VO
4 Often O
3 Sometimes S
2 Rarely R
1 Never N
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fatigue among the nurse and their profile and work-related components, Chi-square
X = ( fo -fe )
fe
Where:
REFERENCES
Abendroth, M. & Flannery, J. (2006). Predicting the risk for compassion fatigue.
Retrieved May 14, 2016 http://www.compassionstrengths.com/uploads/
Compassion_fatigue_nursing.pdf
APPENDIX A
Graduate Program
Dear Respondent,
cooperation in answering the herein attached questionnaire. Rest assured that all
data gathered through the questionnaire will be treated with strict confidentiality.
appreciated.
APPENDIX B
QUESTIONNAIRE
When you [help] people you have direct contact with their lives. As you
may have found, your compassion for those you [help] can affect you in positive
and negative ways. Below are some questions about your experiences, both positive
and negative, as a [helper]. Consider each of the following questions about you and
your current work situation. Select the number that honestly reflects how frequently
you experienced these things in the last 30 days.
_____1. I am happy.
_____2. I am preoccupied with more than one person I [help].
_____3. I get satisfaction from being able to [help] people.
_____4. I feel connected to others.
_____5. I jump or am startled by unexpected sounds.
_____6. I feel invigorated after working with those I [help].
_____7. I find it difficult to separate my personal life from my life as a [helper].
_____8. I am not as productive at work because I am losing sleep over traumatic
experiences of a person I [help].
_____9. I think that I might have been affected by the traumatic stress of
those I [help].
_____10. I feel trapped by my job as a [helper].
_____11. Because of my [helping], I have felt "on edge" about various things.
_____12. I like my work as a [helper].
_____13. I feel depressed because of the traumatic experiences of the
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people I [help].
_____14. I feel as though I am experiencing the trauma of someone
I have [helped].
_____15. I have beliefs that sustain me.
_____16. I am pleased with how I am able to keep up with [helping] techniques
and protocols.
_____17. I am the person I always wanted to be.
_____18. My work makes me feel satisfied.
_____19. I feel worn out because of my work as a [helper].
_____20. I have happy thoughts and feelings about those I [help] and
how I could help them.
_____21. I feel overwhelmed because my case [work] load seems endless.
_____22. I believe I can make a difference through my work.
_____23. I avoid certain activities or situations because they remind me of
frightening experiences of the people I [help].
_____24. I am proud of what I can do to [help].
_____25. As a result of my [helping], I have intrusive, frightening thoughts.
_____26. I feel "bogged down" by the system.
_____27. I have thoughts that I am a "success" as a [helper].
_____28. I can't recall important parts of my work with trauma victims.
_____29. I am a very caring person.
_____30. I am happy that I chose to do this work.
4 3 2 1
WORK-RELATED COMPONENTS (VHC) (HC) (MC) (LC)
1. Minimal superior support
2. Excessive patient volume resulting to
unproportional nurse to patient ratio
3. Uncollaborative work environment
4. Non-existence of support group of bereavement
interventions for the nurses
5. Job satisfaction
6. Insufficient fringe benefits
7. Inadequate salary
8. Poor work values
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9. Professional growth
10. Untimely and poor quality supervision
11. Lack of training on the development of mental
health
12. Lack of training on the development of
spiritual health
13. Personality of the nurse in conflict with
institutional policies
14. Hours worked
15. Weak emotional intelligence
16. Personal belief and practices of the nurse
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CURRICULUM VITAE
PERSONAL INFORMATION
Michelle Erin
David Kairo
EDUCATIONAL BACKGROUND:
ELIGIBILITIES:
Nurse III
Baguio General Hospital and Medical Center
April 2015 to present
Nurse II
Baguio General Hospital and Medical Center
January 2013 to April 2015
Nurse I
Baguio General Hospital and Medical Center
September 2005 to January 2013
Clinical Instructor
University of the Cordilleras
College of Nursing
June 2008 to April 2011
Police Officer/Investigator/Detective
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Nurse Fellow
Baguio General Hospital and Medical Center
April to July 2003
MEMBERSHIP IN ASSOCIATION/ORGANIZATION:
TRAININGS/SEMINARS/WORKSHOPS: