Abstract
This issue of Workplace Health & Safety contains a Continuing Nursing Education Module for 1.0 contact hour of continuing nursing education credit will be awarded by AAOHN upon successful completion of the posttest and evaluation.
A certificate will be awarded when the following requirements are met by the participant: (1) Participant logs on to the AAOHN LMS website at www.aaohn.org/education/online-learning-center and enrolls in the course ($10 members; $15 non-members); (2) The completed posttest and course evaluation are entered online at http://www.aaohn.org by December 2023; (3) A score of 75% (6 correct answers) is achieved by the participant.
Upon completion of this lesson, the occupational health nurse will be able to:
Understand the rationale for and components of the Stress First Aid Program (SFA).
Cite the reasons certain occupations were identified as “high stress”
List workgroup-related positive outcomes of the SFA program in health care workers in the Veterans Health Administration (VHA) during the Covid-19 pandemic.
The American Association of Occupational Health Nurses, Inc. is an Approved Provider of continuing nursing education by the American Association of Occupational Health Nurses, Inc., an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. The American Association of Occupational Health Nurses, Inc. is additionally approved as a CNE provider by the California Board of Registered Nursing (#CEP9283).
Contact hours received for successful completion of the posttest and evaluation may be used for relicensure, certification, and re-certification.
A self-care model based on mindfulness and physical activity to relieve stress A self-care and peer support model designed for use in high-stress occupations A stress reduction program based on the cognitive behavior model A self-paced stress reduction program available virtually to all VHA employees
Depression Anxiety Post-traumatic stress Alcohol use disorders All the above a. & d. only
Care, communication, compromise, cooperation, congruence, consolidation, and conscience There are 11 essential functions in the SFA program Check, coordinate, cover, calm, connect, competence, and confidence None of these
Describe how the SFA program was adapted for workgroups of health care workers during the COVID-19 pandemic Summarize the results Explore lessons learned during the initial implementation phase Eliminate stress and burnout among VHA health care workers during the pandemic All the above All but d.
Self-confidence and a feeling of invulnerability but fare poorly when injured Values such as selflessness, loyalty, and a strong moral code, but prioritize others’ well-being over their own Great strength, but share their weaknesses with co-workers High social needs, but their work schedules rarely accommodate those needs
A 5-point Likert-like scale pre and post implementation to assess burnout A 21-item Likert-like scale to assess qualitative information and interviews to assess quantitative impressions A 21-item survey to provide demographic and quantitative information for statistical analysis and individual interviews to assess impressions of the SFA program qualitatively Group means and consensus to determine the effectiveness of the SFA program
Support co-workers at a less severe stress zone before formal intervention is required Identify co-workers at high risk for depression and suicide Refer co-workers for re-training, reassignment, or discipline Report co-workers with a substance abuse disorder
Opportunities to practice and apply the skills learned Changing the work culture long-term or addressing organizational sources of stress Improving a feeling of connectedness with other staff members Highlighting peer support as an important element in preventing burnout
No changes in burnout, mood, or self-valuation Huge decreases in the levels of burnout among staff Moderate increases in the levels of burnout among staff decreases in burnout were associated with the easing of supply chain disruptions
A work culture prioritizing metrics, a reduction in the bureaucratic burden and opportunities for advancement A work culture prioritizing productivity and increasing salaries A work culture prioritizing staff need and lower patient-to-staff ratios A work culture prioritizing person-centered care, opportunities for growth and self-care and minimizing bureaucracy