Evaluation of compassion and resilience in nurses: from evidence-based projects to research findings

Abstract

The project was developed with a goal to decrease stress and create a better work-life balance for registered nurses (RN) and staff working within two hospitals and one outpatient clinic in northeast central Pennsylvania. A review of the literature for best practices in fostering such an environment was the first step. This led to three evidenced-based projects: Compassion Fatigue-Causes and Symptoms; Compassion Fatigue-Interventions; and Resilience-What Can Improve Resilience? The outcome of the literature evaluation led to the development of this research project to evaluate levels of compassion and resilience in nurses and unit staff, and whether interventions can improve and restore compassion. The purpose of this quasi-experimental study was to evaluate the effectiveness of a staff implemented activity plan as demonstrated by comparison of pre-and post-survey results. The Professional Quality of Life Scale and the Connor-Davidson Resilience Scale are two validated survey tools that were used to measure compassion and resilience before and after the implementation of a staff developed activity plan. A convenience sample of approximately 180 nurses and support staff were used. All RNs and support staff Licensed Practical Nurses (LPNs), Unit Desk Clerks (UDCs), Nursing Assistants (NAs), and Patient Access Representatives (PARS)) from five different units were invited to participate. Nurses and staff completed the two surveys as a baseline, then completed a self-developed activity plan, and again completed the two surveys after the project. Findings showed that a self-developed activity plan can improve levels of compassion and resilience. The results reflected the goal although not to a high degree of change. Satisfaction and resilience can improve, and burnout and trauma can decrease when nurses work on creating the change. The change must come from within and nurses must identify the actions that work for them as individuals. The next important aspect is that the activity plans must be seriously created and worked on daily. Degree of commitment and readiness to change is important for such a project to be effective. The overall goal was to provide staff with resources that would help to reduce levels of stress, create a better work-life balance, promote resilience and decrease levels of compassion fatigue.