Areas of work-life, psychological capital and emotional intelligence on compassion fatigue and compassion satisfaction among nurses: A cross-sectional study

Abstract

Aim: To examine the impact of six areas of work-life, emotional intelligence and psychological capital on compassion fatigue and compassion satisfaction among Canadian Registered Nurses and licensed practical nurses.

Design: A cross-sectional survey study.

Methods: A convenience sample of 296 Registered Nurses and 110 licensed practical nurses answered a self-administered questionnaire measuring areas of work-life, psychological capital, emotional intelligence, compassion satisfaction and compassion fatigue in September 2019. The association between variables were analysed with descriptive and correlational analyses, while the hypothesized models were tested using multiple regression analyses.

Results: This study identified several areas of work-life and intrapersonal resources that impacted compassion satisfaction and compassion fatigue. Among Registered Nurses, compassion satisfaction was predicted by psychological capital, rewards, values and workload. Compassion fatigue was predicted by psychological capital, workload, control and community. Among licensed practical nurses, compassion satisfaction was predicted by psychological capital and emotional intelligence. Compassion fatigue was predicted by workload and psychological capital. Study results also revealed significant differences in Registered Nurses' and licensed practical nurses' perceptions of workload, rewards and fairness at work, and both compassion satisfaction and compassion fatigue. Registered Nurses perceived their workload to be more manageable and perceived greater rewards and greater fairness at work than licensed practical nurses. Compassion fatigue was higher for Registered Nurses than licensed practical nurses, while compassion satisfaction was higher for licensed practical nurses than Registered Nurses. Future studies should investigate the nature and span of these differences to suggest relevant strategies to mitigate compassion fatigue and promote compassion satisfaction for each of these nursing roles.

Conclusion: The results of this study underscore the need to create nursing work environments that foster a manageable workload and positive social relationships, where nurses have professional autonomy, decision-making capacities and access to adequate resources to do their job effectively. The nursing work environment should also provide recognition of nurses' contributions and an alignment between personal and organizational values. Investments in the development and improvement of nurses' psychological capital and emotional intelligence should be prioritized since they are malleable and impactful intrapersonal resources on compassion satisfaction and compassion fatigue.

Reporting method: This study adhered to the STROBE guidelines.

Public contribution: A total of 406 nurses were involved in this study by answering a self-administered study survey.

Keywords: Registered Nurses; areas of work-life; compassion fatigue; compassion satisfaction; emotional intelligence; licensed practical nurses; psychological capital.

FIGURE 1

Hypothesized models. Model a: Compassion satisfaction on areas of work‐life, emotional intelligence and psychological capital. Model b: Compassion fatigue on areas of work‐life, emotional intelligence and psychological capital.

FIGURE 2

(a) Final regression model results for compassion satisfaction for RN sample. (b) Final regression model results for compassion satisfaction for LPN sample.

FIGURE 3

(a) Final regression model results for compassion fatigue for RN sample. (b) Final regression model results for compassion fatigue for LPN sample.