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EV0311

Burnout and workforce withdrawal intentions among inpatient psychiatric staff

BURNOUT AND WORKFORCE WITHDRAWAL INTENTIONS AMONG PSYCHIATRY INPATIENT STAFF

Burnout is a strong predictor of intentions to leave employment and reduce working hours among inpatient psychiatric staff; staffing adequacy and post-incident support stand out as modifiable protective factors.

The study aimed to examine the relationship between burnout and workforce withdrawal intentions among staff working in inpatient psychiatric units. An anonymous cross-sectional survey was conducted with 115 inpatient psychiatric staff members; burnout was assessed using the validated seven-item work-related subscale of the Copenhagen Burnout Inventory, while workforce withdrawal was assessed using Likert scales asking about the likelihood of leaving employment and reducing working hours over the next 12 months. Organizational variables (staffing adequacy, safety, post-incident support, and training adequacy) were measured on a Likert scale ranging from 0 to 4, and multivariable linear regression adjusted for professional role, years of experience in psychiatry, and work schedule was used in the analysis. Of the participants, 97 (84.3%) worked full-time and 18 (15.7%) worked less than full-time, with mental health nurses constituting the largest professional group at 34%. Mean scores for the organizational variables were reported as 2.29 ± 1.09 for staffing adequacy, 2.64 ± 0.99 for post-incident support, 2.68 ± 0.92 for physical safety at work, and 2.70 ± 0.95 for training adequacy; the mean burnout score was 1.92 ± 0.87. Rates of work-related violence over the preceding six weeks were 87.4% for discriminatory abuse, 83.9% for verbal aggression, 73.9% for threats of harm, 72.2% for sexual harassment, and 58.3% for physical assault. Burnout predicted intentions to leave the current job, with an adjusted B of 0.92 (95% confidence interval 0.76 to 1.10; p<0.001; standardized β 0.68; adjusted R-squared 0.49), and intentions to reduce working hours, with an adjusted B of 0.58 (95% confidence interval 0.38 to 0.78; p<0.001; standardized β 0.47; adjusted R-squared 0.26); professional role, years of experience, and work schedule were not significant predictors. Independent predictors of burnout included staffing adequacy (B −0.21; standardized β −0.27; 95% confidence interval −0.38 to −0.04; p=0.015) and post-incident support (B −0.28; standardized β −0.32; 95% confidence interval −0.44 to −0.11; p=0.001). The authors emphasize that addressing burnout is critical for staff retention and that staffing adequacy and post-incident support are modifiable targets for organizational interventions.

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