Compassion satisfaction, compassion fatigue, and vicarious trauma : Nursing Management

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Compassion satisfaction, compassion fatigue, and vicarious trauma

Nursing Management (Springhouse) 54(1):p 1, January 2023. | DOI: 10.1097/01.NUMA.0000912672.72586.c1
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LEARNING OUTCOME: Seventy-five percent of participants will demonstrate knowledge about compassion satisfaction, compassion fatigue, and vicarious trauma experienced by nurse leaders during the COVID-19 pandemic, achieving a minimum score of 70% on the outcomes-based posttest.

LEARNING OBJECTIVES: After completing this continuing professional development activity, the participant can apply knowledge gained to: 1. Define the concepts of compassion satisfaction, compassion fatigue, and secondary traumatic stress referred to as vicarious trauma. 2. Identify the survey results of nurses in leadership positions during a global pandemic. 3. Explain the negative consequences of burnout and interventions to improve burnout among nurse leaders.

  1. The positive, altruistic feelings of self-appreciation achieved when caring for and helping others is the definition of
    1. vicarious trauma (VT).
    2. compassion satisfaction (CS).
    3. compassion fatigue (CF).
  2. The psycho-emotional distress that occurs as sequela to long-term self-sacrifice and prolonged exposure to difficult situations is termed
    1. VT.
    2. CS.
    3. CF.
  3. For the second data collection in the current study, CS among participants
    1. decreased.
    2. increased.
    3. stayed the same.
  4. Among surveyed participants in the second data collection, nurses in leadership positions reported
    1. low burnout.
    2. average burnout.
    3. high burnout.
  5. Secondary traumatic stress is a construct of CF that includes
    1. detrimental alteration in the manner one understands and interprets traumatic events.
    2. hopelessness correlated to difficulties coping or being ineffective in one's job.
    3. work-related exposure to people who have experienced traumatic events.
  6. Exposure to VT situations occurred more frequently among study participants who self-described as
    1. educators.
    2. nurse leaders.
    3. faculty.
  7. Based on the results of this study, the authors concluded that for nurses who didn't provide direct patient care in a clinical setting, COVID-19 had
    1. no effect.
    2. a negative effect.
    3. a positive effect.
  8. According to the Agency for Healthcare Research and Quality, high levels of CF and burnout in nurse leaders are linked to
    1. low productivity and poor decision-making.
    2. a satisfactory work-life balance and adequate access to resources.
    3. an improved professional job performance.
  9. Which intervention can be a mechanism for nurse leaders to remain compassionate, which may increase their sense of altruism and improve their sense of CS?
    1. switching to a different position in the facility
    2. providing healthy peer support to direct care providers
    3. increasing their workload so they keep busy and distracted
  10. Among nurse leaders with availability of resources prior to COVID-19, research results from Prochnow and colleagues identified
    1. average levels of burnout; however, it wasn't further investigated by this present study.
    2. high levels of burnout, but the present study doesn't support these results.
    3. low levels of burnout, and the results of the present study support these findings.
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