Prevalence of burnout among healthcare professionals: a survey at fort portal regional referral hospital

Over 2 weeks in June 2022, A total of 31 (n = 31) healthcare professionals at Fort Portal Regional Referral Hospital participated in the study as per the inclusion criteria, representing an overall response rate of 28%. This response rate was acceptable for a web-based survey where no follow-up or incentives were provided, and sample representativeness was given primary importance⁴². Based on sample size estimates, the response rate for doctors was 44.4%, the response rate for nurses was 22.8%, and that for allied health professionals was 33.3%.

Participant characteristics

Most of the participants, 19 (61.3%) were females, while 12 (38.7%) were males.

In terms of age, 12 (38.7%) participants were in the range of 40–49 years, 10 (32.3%) were in the range of 20–29 years, and 9 (29%) were in the age range of 30–39 years. There were no participants in the age group of 50 to 60 years. The majority, 16 (51.6%) were nurses, 11 (35.5%) were allied health professionals and 4 (12.9%) were doctors.

In terms of work duration, 12 (38.7%) participants had worked at FPRRH for more than 10 years, 9 (29%) had worked at the hospital for 4 to 6 years, 7 (22.6%) had worked for 1 to 3 years, while 3 participants (9.7%) had worked for 7 to 10 years. The mean duration of work at the hospital was 6.32 years (SD = 4.308) as shown in Table 1.

Extent of burnout among the health professionals at FPRRH

Burnout scores ranged from 16% to 86%, with an overall mean burnout score of 57.4% (SD = 16.083). The distribution of overall burnout is shown in Fig. 1. The majority, 19 (61.2%) scored moderate burnout, 9 (29%) participants scored low burnout, while only 3 (9.6%) scored high burnout.

Distribution of burnout scores among staff at Fort Portal Regional Referral Hospital. Most of the staff scored moderate burnout.

The male participants had an average burnout score of 59.94% with an average age of 28.33 years, while female participants had an average burnout score of 55.92% with an average age of 32.10 years. Participants in the age range 30–39 had the highest average burnout score compared to the other age groups, while those of 20–29 years had the lowest average burnout score as shown in Table 2.

Burnout rate by age and duration of work

Pearson correlation indicated a weak positive correlation between the age of the health workers and burnout score, r(29) = 0.16, p =0.387. (95% CI [-0.208,0.485]).

There was also a weak positive correlation between the duration of work at Fort Portal Regional Referral Hospital and burnout score, r(29) = 0.11, p = 0.955. (95% CI [−0.345,0.365]).

Burnout rate among doctors

All doctors who participated in the study were male. Of these, 3 (75%) scored low burnout. Only 1 doctor (25%) had a score of high burnout as shown in Fig. 2. The doctor who scored high burnout was in the age range of 20–29 years, with a work duration of 1–3 years.

Estimates of burnout burden among doctors at FPRRH.

Of the doctors who scored low burnout 1 (33.3%) was in the age range of 20–29 years with 1–3 years of work duration. The other 2 (66.6%), were 40–49 years of age. Fifty percent (50%) of these had a work duration between 4 and 6 years, and the other 50% had worked for more than 10 years (Figs. 2–4).

Pearson correlation was computed to assess the linear relationship between doctors’ age, and burnout score, as well as doctors’ duration of work and burnout score. There was a strong negative correlation between doctors’ age and burnout score, r(2) = −0.66, p = 0.341. (95% CI [−0.990,0.856]). There was also a negative correlation between doctors’ duration of work at FPRRH and burnout score, r(2) = −0.58, p = 0.417. (95% CI [−0.987,0.883]).

Burnout Rate among Allied Health Professionals

All allied health professionals who participated in the study were between 30 and 49 years of age with at least 4 years of work duration. Of these, 6 (55%) were 40–49 years of age, while 5 (45%) were between 30 and 39. The majority, 7 (63%) were females, and 4 (37%) were males.

Among the allied health professionals, 2 (18.1%) scored low burnout, 8 (72.7%) scored moderate burnout. Only 1 (9%) had high burnout as shown in Fig. 3. The allied health professionals who scored low burnout were all female, between 40 and 49 years of age. Fifty percent (50%) of them had worked at the hospital between 4 and 6 years, and the other 50% had worked longer than 10 years. The allied health professional who had high burnout was male in the age range of 40 to 49 and had worked for more than 10 years at the hospital.

Estimate of burnout burden among allied health professionals.

Of the allied health professionals who scored moderate burnout, 3 (37.5%) were between 40 and 49 years of age, and 5 (62.5%) were between 30 and 39 years of age. Of these, 3 (37.5%) were male, while 5 (62.5%) were female.

Pearson correlation indicated a weak negative correlation between duration of work at FPRRH and burnout score, r(9) = −0.12, p = 0.718. (95% CI [−0.670,0.519]). There was a weak negative correlation between their age and burnout scorer (9) = −0.13, p = 0.695. (95% CI [−0.676,0.512]).

Burnout rate among nurses

The nurses who participated in the survey were aged 20 to 49 years. The majority, 11 (68%) were females while 5 (32%) were males. Of these, only 1 nurse (6%) scored high burnout, 11 nurses (68.7%) scored moderate burnout, and 4 nurses (25%) scored low burnout as shown in Fig. 4. The nurse who scored high burnout was between 40 and 49 years of age and had worked at the hospital for longer than 10 years. Of those who scored moderate burnout, 3 (27.2%) were males while 8 (72.7%) were females. The majority, 5 (45.4%) were between 20 and 29 years of age, 3 (27.2%) were between 30 and 39 years and 3 (27.2%) were between 40 and 49 years of age. 4 (36.3%) had worked at the hospital between 1 and 3 years, 5 (45.4%) had worked between 4 and 10 years and 2 (18.1%) had worked for more than 10 years.

Estimate of burnout burden among nurses at FPRRH.

Of the nurses who scored low burnout 3 (75%) were females and 1 (25%) were male. All were in the age range of 20 to 39 years. Fifty percent (50%) of them had worked between 4 to 10 years, 25% percent had worked between 1-3 years, and the other 25% had worked more than 10 years.

A Pearson correlation coefficient was computed to assess the linear relationship between nurses’ duration of work at FPRRH and burnout score, as well as nurses’ age and burnout score. There was a weak positive correlation between the duration of work and burnout score, r(14) = 0.20, p =0.452. (95% CI [−0.332,0.630]). There was a statistically significant positive correlation between nurses’ age and burnout score r(14) = 0.56, p =0.025. (95% CI [0.067,0.819]).

Workplace factors contributing to burnout

Unbalanced duty allocation

The majority, 15 (48.4%) of the participants indicated that duty allocation in their ward was somewhat frustrating. Four (4) of the participants (12.9%) indicated that duty allocation was frustrating to a high degree, and 4(12.9%) reported duty allocation was frustrating to a low degree. Fourteen (14) participants (45.2%) indicated that duty allocation in their ward needed to change for them to enjoy their time at work.

Of those who scored high burnout 1 (33.3%) reported that they always felt duty allocation on their ward needed to change for them to enjoy their time at work. 1 (33.3%) reported that they often felt duty allocation needed to change, and 1 (33%) reported that they sometimes felt duty allocation on their ward needed to change for them to enjoy their time at work.

In comparison, of those who scored moderate burnout, 10 (52.6%) indicated that they sometimes felt duty allocation on the ward needed to change for them to enjoy their time at work, 6 (31.5%) indicated that they always felt duty allocation needed to change, 1 (5.2%) indicated that they often felt duty allocation needed to change, 1 (5.2%) indicated that they seldom felt duty allocation needed to change and another 1 (5.2%) indicated that they felt duty allocation never needed to change for them to enjoy their time at work.

Physically exhausting procedures

Another factor identified was physical exhaustion from medical procedures, with 11 (35.5%) of all the participants indicating that their work was physically exhausting to a very high degree. Ten (10) participants (32.3%) indicated that work was physically exhausting to a high degree, and 3 (9.7%) said it was exhausting to a low degree. Only 1 (3.2%) reported that their work was physically exhausting to a very low degree.

Of those who scored high burnout, 2 (66.6%) reported that their work was physically exhausting to a very high degree while the other 1 (33.3)% felt their work was physically exhausting to a high degree.

In comparison, of those who scored moderate burnout, 8 (42.1%) indicated that their work was physically exhausting to a very high degree, 7 (36.8%) indicated that their work was physically exhausting to a high degree, 3 (15.7%) indicated that their work was somewhat physically exhausting, and 1 (5.2%) indicated that their work was physically exhausting to a low degree.

Emotional exhaustion

The other factor was emotional exhaustion associated with emotional attachment to patients. Seventeen (17) participants (54%) reported that they were emotionally attached to patients to a high degree. Five (5) participants (16.1%) indicated they get emotionally attached to patients to a very high degree, while 6 (19.4%) reported they somewhat get emotionally attached to patients.

Ten (10) participants (32.3%) indicated that they found their work to be emotionally exhausting to a very high degree, and another 10 (32.3%) reported that work was emotionally exhausting to a high degree. Seven (7) participants (22.6%) indicated their work was somewhat emotionally exhausting, while 4 (12.9%) indicated that it was exhausting to a low degree.

Of those who scored moderate burnout, 9 (47.4%) indicated that their work was emotionally exhausting to a high degree. Seven (7) participants (36.8) indicated that their work was emotionally exhausting to a very high degree, and 3 (15.8%) indicated that their work was somewhat emotionally exhausting. In contrast, all those who scored high burnout 3 (100%) indicated that their work was emotionally exhausting to a very high degree.

Getting blamed for other people’s mistakes

Eleven (11) participants (35.5%) reported that they sometimes get blamed for other people’s mistakes. Another 8 (25.8%) indicated that they get blamed for other people’s mistakes often. Additionally, 4 (12.9%) indicated that they seldom get blamed for other people’s mistakes, and another 4 (12.9%) indicated never get blamed for other people’s mistakes. Only 2(6.5%) indicated that they always get blamed for other people’s mistakes.

Resource limitations

Limitation in patient care was also identified as a potential factor. The majority, 18 (58.1%) of the participants reported that finding that there isn’t much they can do for a patient was frustrating to a very high degree. And, 6 (19.4%) indicated that it was frustrating to a high degree. Four (4) participants (12.9%) reported that it was somewhat frustrating, while 3 (9.7%) reported that it was frustrating to a low degree.

Of those who scored moderate burnout, 12 (63.1%) reported that finding that there isn’t much they can do for a patient was frustrating to a very high degree, 4 (21%) found it frustrating to a high degree, 2 (10.5%) found it somewhat frustrating, and 1 (5.2%) found it frustrating to a low degree. In contrast, all those who scored high burnout (100%) reported that finding that there isn’t much they can do for a patient was frustrating to a very high degree.

Impact on patient care

Regarding the impact on patient care, 14 (45.2%) participants indicated that they somewhat found it hard to work with patients, 4 (12.9%) indicated that they found it hard to work with patients to a high degree, 7 (22.6%) indicated that they found it hard to work with patients to a low degree, while 5 (16.1%) reported that they found it hard to work with patients to a very low degree.

Of those who scored moderate burnout, 15 (78.9%) reported that their work with patients was somewhat frustrating. Only 2 (10.4%) indicated that it was frustrating to a high degree or a very high degree. And 1(5.2%) indicated that it was frustrating to a low degree. Twelve (12) participants (63.1%) of those who scored moderate burnout indicated that they felt they were sometimes tired of working with patients. 2 (10.5%) reported they often felt they were tired of working with patients. 2 (10.5%) reported they never felt they were tired of working with patients, 1 (5.2%) always felt they were tired of working with patients, and 1 (5.2%) reported they seldom felt they were tired of working with patients.

In comparison, of the participants who scored high burnout, 2 (66.6%) indicated they sometimes found it frustrating to work with patients, and 1 (33.3%) reported frustration to a high degree. Of the participants who scored high burnout 2 (66.6%) indicated they often felt they were tired of working with patients. 1 (33.3%) reported they were sometimes tired of working with patients.

In contrast, 5 (55%) of the participants who scored low burnout indicated that it was frustrating to work with patients to a low degree, while for the other 4 (44.4%), it was frustrating to a very low degree. Six(6) of the participants (66.6%) who scored low burnout indicated that they never felt tired of working with patients, and the other 3 (33.3%) indicated that they rarely felt tired of working with patients.