Burnout among Healthcare Workers
Burnout is a widespread phenomenon in almost all workforce. The description of burnout was
extensively discussed in the early 1970’s by Herbert J. Freudenberg and Sigmund Ginsburg
(Freudenberger, 1975). Freudenberg described the symptoms that he and his working colleagues
experienced while at work. These included changes of character, fatigue and feeling
unenthusiastic. The National Institute of Mental Health indicates stress as a natural response to
activities of daily living, called eustress. This is beneficial as it motivates and exerts positive
pressure to engage in an activity. In the workplace, eustress provides the fuel to work and respond
to patients’ needs. However, persistent stress and stressors can deplete the body of the natural
resilience to respond to challenges (Kokonya et al., 2014; National Institute of Mental Health
[NIH], 2020). Chronic stress is associated in physiological changes such as elevated heart rate and
blood pressure, and changes in appetite etc., and also clinical manifestation such as high blood
pressure and diabetes. Psychologically, individuals with chronic stress manifest anxiety symptoms
such as nervous, easily startled, lack concentration, irritability, altered sleep patterns, and have a
predisposition to depression, Anxiety Disorders, etc. (Dubale et al., 2019; NIH, 2020).
When the stressors are not ameliorated, the individual ceases to be in a positive state of empathy to
being sympathetic and quickly develops apathy and loss of control of the circumstances (Prinz,
Hertrich, Hirschfelder, & de Zwaan, 2012). Later there is disengagement and loss of professional
enthusiasm which are characteristics of burnout. Healthcare workers have been found to
experience burnout.
There has been unrelenting ambiguity in the definition of burnout and its identification as a disease
(Heinemann & Heinemann, 2017). Probably due to its anecdotal reference, it has not yet made its
way to the APA publications on criteria for mental disorders, including their current 5th edition of
the Diagnostic and Statistical Manual of Mental Disorders (DSM-5). That notwithstanding, the
International Classification of Diseases, 11th edition recognizes burnout as a syndrome. It is
postulated that “as a clinical syndrome, burnout is characterized by emotional exhaustion,
depersonalization, and a decreased sense of personal accomplishment” (WHO, 2020).In the
healthcare environment, burnout is characterized by lack of professional interest and empathy
towards the patient’s needs (Loera, Converso, & Viotti, 2014). Burnout is as a result of chronic
stress. Although there is a positive correlation of burnout to depression, empirical findings do not
consider it as depression (Fitzpatrick, Biesma, Conroy, & McGarvey, 2019). Clinically, burnout is
disparate from vicarious trauma, acute stress or posttraumatic stress disorder. However, burnout is
closely related to compassion fatigue and burnout syndrome. According to Năstasă and Fărcaş
(2015), burnout manifests as a gradual deterioration in attitude towards self, the work, and patient
interest.
Burnout among and Emotional Intelligence Healthcare Workers
It was established that emotional intelligence had a positive and protective aspect among nurses
surveyed in China (Huang et al., 2019). Environmental changes, common in high patient turnover
in ED, can create an emotion laden environment and ability to stay in control and communicate
effectively was noted to be essential. Similarly, emotional intelligence was thought to influence
compassion in nursing care (Nightingale, Spiby, Sheen, & Slade, 2018).
Emotional intelligence was identified as an important aspect to improve leadership skills among
managers in the hospital theatres (Donnelly, 2017). Donnelly found that being sensitive to others’
emotional state created an environment that ensured teamwork. These individuals also, had the
ability to mitigate behavior or actions that lead to medical errors, hence moderate exposure to
malpractice and conflicts at the workplace. Emotional intelligence demands that one does not
necessarily match the situation but be able to have fruitful reaction to others’ emotions (Bradberry
& Greaves, 2009).
Matthews, Zeidner, and Roberts (2012) criticized and described the concept and theory of
emotional intelligence as ill-defined. They also challenged the standardization of the various tools
used in assessing emotional intelligence and that they lacked basic foundations.
Alegre, Pérez-Escoda, and López-Cassá (2019) refuted the cognitive perspective of emotional
intelligence. However, emotional intelligence involves recognition of one’s emotions,
competently interpreting and regulating one’s responses to the environment, and effective verbal
and non-verbal communication requires cognitive ability. It requires a cognitive interpretition of
emotions. This therefore means that an individual requires to acknowledge the present emotions,
name the emotion, interact with it and recognize what it means to the individual.
Once an evaluation of the emotions is done, the individual who have emotional intelligence
reacts by reaching an objective conclusion and handling the emotions in a way to influence the
environmental positively. Individuals who regulated their own moods radiated wellness and were
temperate, asserted Donnelly (2017).
It was established that emotional intelligence improves the personal capacity of healthcare
professionals to handle stress and to provide clinical care compassionately (Năstasă & Fărcaş,
2015). Findings by Pedersen et al. (2016) in a study on risky alcohol use demonstrated a need for
individuals to develop self-awareness. The participants in the Pedersen study who had burnout
showed an inept aptitude to regulate their emotions. Self-awareness being a function of
emotional intelligence therefore was a protective factor against substance use or abuse.
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