Abstract
Background
Initiatives to support nurses’ wellbeing and resilience aim to maintain their mental and emotional health amid workplace challenges. These programs foster positive emotions, which are key to building resilience. While some view coping ability as innate, others regard resilience as a skill that can be developed.
Objective
This study aimed to assess the impact of nurses’ resilience and wellbeing programs in different contexts and how they affect patient’s care and organizational operations.
Methods
Online English articles published on PsycINFO, Scopus, PubMed, CINAHL, and ProQuest only included using the Whittemore & Knafl, 2005 framework from January 2005 to January 2020 were used to write and complete this study. Relevant data were extracted using a structured approach to ensure consistency and accuracy across studies. Additionally, the quality of each included study was assessed using established PRISMA appraisal tools to evaluate methodological rigor and minimize the risk of bias.
Results
The literature review included 19 articles; of which 3 were mixed-method studies, 14 were quantitative studies, and two were qualitative studies. This review classified the 19 articles into three themes on impact: (1) Impact on nurses, (2) impact on patients’ care, and (3) impact on organizations and work environment.
Conclusions
To ensure the success of resilience and wellbeing interventions, overall, leaders should adopt an organizational approach. Programs should combine resilience and wellbeing with healthcare institutions’ overall wellbeing plans as part of a comprehensive staff support approach. These programs should be evaluated in a different cultural context to assess the impact and the effect on a short and long team on the nurse’s wellbeing.
Keywords: Resilience, Wellbeing program, Integrative review
Background
The nursing profession is highly stressful profession [1], as nurses in all departments, units and specialties experience different types of stress [2]. Nurses at risk in their daily work of suffering from compassion fatigue and moral distress [3]. Balancing those stressors and protecting nurses’ mentality was why some studies focused on creating and implementing an approach to minimize those stressors and harm, most of these approaches focusing on improving nurse’s resilience and wellbeing.
According to the world Health Organization (WHO), wellbeing is a state in which every individual realizes his or her potential, cope with the normal stresses of life, work productively and fruitfully, and make a contribution to her or his community“ [4]. The Cambridge Dictionary defines resilience as " the ability to be happy and successful again after something difficult or bad has happened [5].
In nursing, resilience is linked to coping strategies, emotional regulation, and professional sustainability. Also, for nurses, wellbeing includes job satisfaction, psychological safety, and work-life balance. There is conceptual overlap as some programs treat resilience as a component of wellbeing, while others see them as distinct outcomes. This ambiguity can affect program design and evaluation. Resilience training can buffer stress but may unintentionally shift responsibility to individuals rather than addressing systemic issues such as staffing shortages.
So, wellbeing programs must integrate organizational support such as flexible scheduling and/or psychological safety rather than isolated workshops. Programs risk being tokenistic if not embedded in broader cultural and policy changes. Resilience is sometimes framed as a personal trait, which can stigmatize nurses who struggle, and cultural differences influence coping strategies.
Building personal resilience has been described as critical dealing with work-related tension and hardship, retaining career satisfaction, investing in self-care, and helping to solve issues with worker retention and employee wellbeing in response to the growing challenges experienced by nurses employed within overstretched and under-resourced healthcare systems [6].
Internationally, several resilience interventions have been developed and introduced in different contexts. Even so, while these approaches have been widely tested and have been seen to encourage short-term personal resilience. The organizations must take some consideration to ensure that these interventions are not treated as a miracle cure for healthcare systems’ overall issues and the associated difficulties for those employed within them [7]. Health services should follow the lead of nurses who invest in their resilience strategies by providing appropriate system-level interventions and support mechanisms, enhancing individuals’ resilience and enhancing systems resilience in the longer term [8].
Wellbeing is a dynamic term that defines and captures a psychological condition at a particular point in time, and differs in various situations from person to person. It blends various distinct but related psycho-social influences, varying from fulfilment, satisfaction, and endurance, to mental strength [9]. Resilience is a dynamic process, using history and the future. When a person grows resilience, will be more capable of dealing with the future crisis [10].
The initiatives to improve the nurse’s wellbeing and resilience had a common purpose, which is to keep nurses happy and well in the face of their work challenges. These programs enhance positive emotions like happiness and optimism. Positive emotions can fuel the growth of resilience among nurses [11]. Some believe that people are born with different coping abilities to face stress [12]. Others argue that resilience is a skill that can be acquired and mastered [13].
Nurse’s wellbeing effect can exceed nurses and pass to patients by improving safety and satisfaction, and also impacting the organization by improving the quality and decrease the costs [14]. There were multiple initiatives proposed and executed to maintain the nurses’ wellbeing, including mindfulness-based wellness and resilience programs [15]. Several initiatives showed a positive impact, but there is no guarantee will work the same when applying in another location or other culture [16].
Nurses face a range of occupational stressors, including long working hours, emotional strain, high patient acuity, and exposure to traumatic events. These challenges can lead to burnout, fatigue, and decreased job satisfaction, ultimately affecting both the nurse and the quality of patient care. Resilience and wellbeing programs are therefore essential to support nurses’ mental and emotional health, enhance their coping strategies, and promote sustained professional performance.
By fostering positive psychological resources, such programs contribute to improved retention, reduced absenteeism, and a healthier work environment [3]. This review aimed to assess the impact of nurses’ resilience and wellbeing programs in different contexts, with the unique outcomes will this program offer is how the programs affect patient’s care and organizational operations.
Review method
This review followed Whittemore & Knafl [17] integrative review method that includes five stages. The first stage was problem identification, which was applied in the introduction part. The following stages are literature search, data evaluation, data analysis, and presentation of the finding; authors will discuss those stages in the next part. This method is ideal for searching, analyzing, and synthesizing the available evidence from the literature on the impact of nursing resilience and wellbeing programs.
The selection of studies for inclusion in the review was conducted systematically based on predefined eligibility criteria of Whittemore & Knafl [17]. Relevant data were extracted using a structured approach to ensure consistency and accuracy across studies. Additionally, the quality of each included study was assessed using established PRISMA appraisal tools to evaluate methodological rigor and minimize the risk of bias. This process ensured the reliability and validity of the findings presented in the review, as studies were appraised for clarity of aims, appropriateness of design, sampling strategy, data collection, and validity of findings.
Search method
The literature review was conducted using the following databases searched: PsycINFO, Scopus, PubMed, CINAHL, and ProQuest. Boolean Operators not used as the search conducted using simple keyword combinations to extract the relevant article from the database, including resilience, wellbeing, nursing program, nursing wellbeing, and nursing resilience. Limits applied include literature examined by the inclusion criteria, which are: (a) published between 2005 and 2020; (b) English language only; and(c) focus on the impact of nurse’s resilience and wellbeing.
The exclusion criteria were applied to the retrieved articles, including (a) studies focused on nonmedical professions and articles’ resilience in other languages. In total, 19 research articles related to nurses’ resilience and wellbeing program fit the criteria and were added to this integrative review’s data analysis. Additional sources included manual reference list checks.
Figure 1 shows that the literature review implemented included 19 articles; of which 3 were mixed-method studies, 14 were quantitative studies, and two were qualitative studies.
Fig. 1.
Total number of used studies
Finding
The findings of the 19 articles were classified into three themes on impact: (1) Impact on nurses, (2) impact on patients’ care, and (3) impact on organizations and work environment. The results are analyzed as follow:
Impact of resilience and wellbeing program on nurses
A nurse’s wellbeing is defined as active mindfulness and practices that control or moderate persistent stressors [18]. Improving nurse’s wellbeing programs should focus on four domains: bio-physical (BIO), psycho-emotional (EMO), socio relational (RELA), and religion-spiritual (SPIR). Nurses have different personalities and react to stressors based on their personality, which creates a different approach to improving their wellbeing (18). On the other hand, resilience is a multifaceted phenomenon determined by the presence or absence of several resilience-promoting resources [19]. When such resources are promoted, they improve a person’s overall capacity to cope with heightened stress and unfavorable life circumstances [18, 19].
Resilience and wellbeing intervention programs aim to provide nurses with knowledge and resources to deal with their job challenges. The training programs targeting raising the nurses’ resilience showed promising results, but some study was not [20]. A study done in Tekab Shohada Hospital in 2016 shows that nurse’s level of occupational stress reduced significantly after five sessions on resilience programs [21].
Stress Management and Resiliency Training (SMART) program developed at Mayo Clinic institution. A physician work in mayo clinic developed this program to give the participant insight into stress’s neuroscience and biology [22]. This program intended to help the participants understand, learn skills to grow intentional attention, and reformulate their experiences by applying the five core principles: forgiveness, gratitude, mercy, acceptance, and higher meaning [22]. The SMART program showed positive results in different professions including nursing [23, 24].
Stress can affect not only the experienced nurses also new nurses who can face the same challenges. The SMART program can help reduce stress and anxiety and improve mindfulness and resilience when introduced to new nurses’ orientation program [22].
A mindfulness-based wellness and Resilience intervention (MBWR) is another intervention that presents many perceived advantages to healthcare providers, the healthcare team’s cohesion, and enhanced patient care. According to Colgan et al. [15], participants in MBWR reported improving awareness, emotions, and bodily sensations. They mentioned that the improvement pushes them to increase adaptive coping to stress and time devoted to personal growth [25].
The University of Massachusetts developed the mindfulness-based stress reduction (MBSR) program which trains participants to integrate stress reduction knowledge into their everyday lives. The MBSR program consists of weekly group sessions of 3 h and one longer quiet retreat session (usually 6 to 8 h). The program’s content cover subjects like stress physiology, group conversations, and home activities that facilitate the practice of the skills gained in the class. It also helps the participants to practice mindfulness meditation [26].
Mindfulness-based stress reduction (MBSR) approaches have helped minimize detrimental effects among health care workers, including anxiety, depression, and perceived levels of stress (26; 27).
A multifaceted resilience training program was developed by Mealer et al. [27]. It showed that nurses who had multifaceted resilience training programs likely to be more resilient than nurses who did not have the training program.
Some Initiatives focus on improving the nursing skill to be more equipped in the face of a stressor. A new program on communication skills was introduced to nurses to reduce burnout in an experiment done at Khatamolanbia Hospital, Iran. The finding suggested that nurses who receive the education program strengthen their communication capacity and improve their self-efficacy in sensitive situations and conditions [28].
One of the sample initiatives that showed effective result is arts Activity. Suggest that art projects promoted nursing staff wellbeing and general health [29, 30].
The impact of resilience and wellbeing program on patient care
Several factors lead to patient falls, such as workload, high job expectations, along with social issues such as limited social support and teamwork, poor security culture [31]. Initiatives like MBWR should positively impact patient care and safety especially preventing or reducing falls through implementing resilience and wellbeing programs for nurses [15].
Resilience and wellbeing programs for nurses have a positive impact on patient safety. By reducing stress, burnout, and emotional fatigue among nurses, these programs help improve focus, decision-making, and responsiveness in clinical settings. As a result, nurses are better equipped to monitor patients effectively, follow safety protocols, and prevent adverse events such as falls, medication errors, and delayed care. Supporting nurses’ mental health ultimately leads to safer, more attentive, and higher-quality patient care [31].
Personal approaches have been shown to reduce perceived stress, increase tolerance to challenging work environments, and improve work performance, such as mindfulness and resilience interventions [21, 32, 33].
Self-compassion is indeed essential to health care professionals, as it is strongly linked to resilience among healthcare residents, and burnout of healthcare providers is inversely linked to Gilbert; Duarte et al. [34, 35]. Furthermore, increased self-compassion has been reported as a promising method of increasing resilience [36].
The impact of resilience and wellbeing program on organizations and work environment
Stress exceeds nurses to impact the health organization. One of the most profound impacts is the financial costs of medical errors caused by staff suffering burnout [14]. Burnout is costing some countries around 200 million due to reduced clinical hours and early retirement for the health worker [37].
Securing the wellbeing of the health care providers is fundamental for the staff themselves; it can also influence patients by increasing safety and satisfaction and increasing care quality at lower costs [14].
The enhancement of human wellbeing and resilience by constructive services, constructive environments, and adaptable processes are all part of the organizational sustainability building blocks, including appropriate workloads and consensus-building [38].
Each leader could build a roadmap to resilience by innovation and system thinking that will have the greatest chance of success in their institution [39].
Like SMART, MBWR, and MBSR, several interventions are designed to relieve healthcare providers’ stress in the medical field. Those interventions have the potential for being accommodated to a bigger scale and pushing toward organization-wide resilience. MBWR interventions showed promises result in the team’s cohesion, impacting the organization operations due to teamwork [15].
Discussion
The findings of this integrative review highlight the positive impact of resilience and wellbeing programs on nurses’ psychological health, job satisfaction, and coping strategies. Across the included studies, interventions such as mindfulness training, cognitive-behavioral techniques, and structured resilience workshops consistently demonstrated improvements in stress management and emotional regulation. These outcomes are particularly relevant in high-pressure clinical environments where burnout and compassion fatigue are prevalent.
A key observation is the diversity of program designs and delivery methods. While some interventions were short-term and focused on individual coping skills, others adopted a holistic approach incorporating organizational support and peer mentoring. This variability suggests that resilience-building is most effective when integrated into both personal and systemic frameworks.
Despite these benefits, methodological limitations were noted. Several studies lacked long-term follow-up, making it difficult to assess sustained effects. Additionally, heterogeneity in outcome measures and small sample sizes in some studies limit generalizability. Future research should prioritize standardized evaluation tools and longitudinal designs to strengthen evidence.
The available knowledge regarding the impact of nursing resilience and wellbeing program addresses three main areas: (a) the impact on nurses, (b) the impact on patient care, and (c) the impact on the organization and work environment. The results of the current integrative review exhibit that (a) resilience and wellbeing programs’ effect can vary on nurses and (b) the patient care the organization can benefit from implementing resilience and wellbeing programs.
The impact of resilience and wellbeing program on nurses in the current review presented as a positive outcome. The researchers interpret this finding as training resilience is one of the essential measures of how nurses cope with stresses in the workplace and in comparison, to their colleagues. In the workplace, nurses with high resilience are more agile, tolerant, and cooperative than their peers.
Therefore, having resilience-based training courses has a substantial influence on nurses’ wellbeing. According to Oates [40], nurses who did not have wellbeing programs showed a low level of subjective wellbeing. A systematic literature review done by Ruotsalainen et al. [41] concluded that person-directed Healthcare workers’ strategies to alleviate workplace stress would dramatically reduce stress, burnout, sense of failure of personal achievement, and anxiety.
Nurses are the primary care provider for patients. High resilience has a significant impact on the attitude of nurses towards their job. Despite numerous challenges emerging from patients, professionals, and the healthcare system, there has a positive impact on nurses’ health care facilities to individuals and communities. Improving nursing resilience. Failure in supporting the nursing staff can lead to poor patient care, patient Falls, and high job expectations [31].
Nurses represented the highest number of health worker. The wellbeing of nurses can reflect on the organizations and work environment. Implementing resilience and wellbeing programs by the organization can enhance worker ethics and support leadership while also meeting the financial requirements.
Nurses value the emotional support formalized by administration. The researchers interpret this finding as it is integral to the nurses’ sense of professional satisfaction and quality of care [42]; those concepts are also supported by [40].
Strengths and limitations of the study
Strengths
This review followed a structured methodology using PRISMA and Whittemore & Knafl frameworks, ensuring systematic data collection and analysis. It included diverse study designs and sourced literature from multiple databases, offering a broad and balanced perspective. The findings are organized into clear themes, providing practical insights for nursing practice and organizational policy.
Limitations
The study was limited to English-language articles published online between 2005 and 2020, which may exclude some relevant researches. Variations in program design and cultural contexts reduce generalizability. Additionally, most studies focused on short-term outcomes, with limited evidence on long-term impact.
Conclusion
In the face of evolving professional and, personal pressure nurses experience daily, nursing resilience must be seen and understood as a complex, flexible mechanism that demands constant nurturing, dedication, adaptability, and flexibility.
To ensure the success of resilience and wellbeing interventions, overall, an organizational approach should be adopted. Resilience and wellbeing should be combined with a healthcare institution’s overall wellbeing plans as part of a comprehensive staff support approach.
These programs should be evaluated in a different cultural context to assess the impact and the effect on a short and long team on the nurse’s wellbeing. Constructively discussing the need for nurses to sustain, maintain, and develop their resilience. Moreover, taking good care of the nursing staff has important consequences in growing healthcare system productivity and benefiting from patient care.
Implications
Improving nursing wellbeing leads to improve their performance. Nursing administration should improve nursing wellbeing by adapting programs focus on the domains of wellbeing. The training program should consider all the nurse’s population, the old and new nurses, to maintain a healthy work environment.
Promoting nurse endurance is an imperative technique for reducing nurse burnout, delivering excellent patient care, and improving healthcare organizations’ financial stability. In addition to influencing the nursing workforce, the techniques found to promote nurse resilience would also maximize patient performance. More research is needed to assess that intervention on a larger scale and within a different context.
The implications for nursing practice are significant. Embedding resilience and wellbeing programs into professional development can enhance workforce retention, reduce burnout, and improve patient care quality. Policymakers and healthcare leaders should consider allocating resources for structured resilience training as part of organizational wellness strategies.
Acknowledgements
No acknowledgement.
Author contributions
All authors wrote the main manuscript text. All authors reviewed the manuscript.
Funding
No Funding.
Data availability
No datasets were generated or analysed during the current study.
Declarations
Ethical approval
There is no need for ethical approval.
Competing interests
The authors declare no competing interests.
Footnotes
Publisher’s note
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
References
- 1.Freimann T, Merisalu E. Work-related psychosocial risk factors and mental health problems amongst nurses at a university hospital in estonia: A cross-sectional study. Scand J Public Health. 2015;43(5):447–52. 10.1177/1403494815579477. [DOI] [PubMed] [Google Scholar]
- 2.Nolte AGW, Downing C, Temane A, Hastings-Tolsma M. Compassion fatigue in nurses: A metasynthesis. J Clin Nurs. 2017;26:43644378. 10.1111/jocn.13766. [DOI] [PubMed] [Google Scholar]
- 3.Mason VM, Leslie G, Clark K, Lyons P, Walke E, Butler C, Griffin M. Compassion fatigue, moral distress, and work engagement in surgical intensive care unit trauma nurses: A pilot study. Dimensions Crit Care Nursing: DCCN. 2014;33(4):215–25. 10.1097/DCC.0000000000000056. [DOI] [PubMed] [Google Scholar]
- 4.World Health Organization. WHO urges more investments, services for mental health. WHO; World Health Organization; 2013. https://www.who.int/mental_health/who_urges_investment/en/.
- 5.Cambridge Dictionary. Resilience Cambridge: Cambridge University Press; n.d. cited2020Nov29cited2020Nov29. Available from: https://dictionary.cambridge.org/dictionary/english/resilience
- 6.Foster K, Roche M, Delgado C, Cuzzillo C, Giandinoto J-A, Furness T. Resilience and mental health nursing: an integrative review of international literature. Int J Ment Health Nurs. 2019;28(1):71–85. 10.1111/inm.12548. [DOI] [PubMed] [Google Scholar]
- 7.Henshall C, Davey Z, Jackson D. Nursing resilience interventions–A way forward in challenging healthcare territories. J Clin Nurs. 2020;29(19–20):3597–9. 10.1111/jocn.15276. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 8.Powell MJ, Froggatt K, Giga S. Resilience in inpatient palliative care nursing: A qualitative systematic review. BMJ Supportive Palliat Care. 2020;10(1):79–90. 10.1136/bmjspcare-2018-001693. [DOI] [PubMed] [Google Scholar]
- 9.Centers for Disease Control and Prevention. Well-being concepts. Atlanta (GA): CDC; 2018 cited2021Nov30cited2021Nov30. Available from: https://www.cdc.gov/hrqol/wellbeing.htm
- 10.Hunter B, Warren L. Midwives׳ experiences of workplace resilience. Midwifery. 2014;30(8):926–34. 10.1016/j.midw.2014.03.010. [DOI] [PubMed] [Google Scholar]
- 11.Han P, Duan X, Jiang J, Zeng L, Zhang P, Zhao S. Experience in the development of nurses’ personal resilience: A meta-synthesis. Nurs Open. 2023;10(5):2780–92. 10.1002/nop2.1556. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 12.Southwick SM, Sippel L, Krystal J, Charney D, Mayes L, Pietrzak R. Why are some individuals more resilient than others: the role of social support. World Psychiatry: Official J World Psychiatric Association (WPA). 2016;15(1):77–9. 10.1002/wps.20282. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 13.Denckla CA, Cicchetti D, Kubzansky LD, Seedat S, Teicher MH, Williams DR, Koenen KC. Psychological resilience: an update on definitions, a critical appraisal, and research recommendations. Eur J Psychotraumatol. 2020;11(1):1822064. 10.1080/20008198.2020.1822064. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 14.Hall LH, Johnson J, Watt I, Tsipa A, O’Connor DB. Healthcare staff Wellbeing, Burnout, and patient safety: A systematic review. PLoS ONE. 2016;11(7):e0159015. 10.1371/journal.pone.0159015. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 15.Colgan DD, Christopher M, Bowen S, Brems C, Hunsinger M, Tucker B, Dapolonia E. Mindfulness-based wellness and resilience intervention among interdisciplinary primary care teams: a mixed-methods feasibility and acceptability trial. Prim Health Care Res Dev. 2019;20. 10.1017/S1463423619000173. [DOI] [PMC free article] [PubMed]
- 16.National Academies of Sciences, Division E, H. and, Health M, Education B. G. F. on I. in H. P., Forstag, E. H., & Cuff, P. A. (2018). The Importance of Well-Being in the Health Care Workforce. In A Design Thinking, Systems Approach to Well-Being Within Education and Practice: Proceedings of a Workshop. National Academies Press (US). https://www.ncbi.nlm.nih.gov/books/NBK540859/ [PubMed]
- 17.Whittemore R, Knafl K. The integrative review: updated methodology. J Adv Nurs. 2005;52(5):546–53. 10.1111/j.1365-2648.2005.03621.x. [DOI] [PubMed] [Google Scholar]
- 18.Bogue RJ, Carter KF. A model for advancing nurse Well-Being: future directions for nurse leaders. Nurse Lead. 2019;17(6):526–30. 10.1016/j.mnl.2019.09.011. [Google Scholar]
- 19.Smith BW, Dalen J, Wiggins K, Tooley E, Christopher P, Bernard J. The brief resilience scale: assessing the ability to bounce back. Int J Behav Med. 2008;15(3):194–200. 10.1080/10705500802222972. [DOI] [PubMed] [Google Scholar]
- 20.Ketelaar SM, Nieuwenhuijsen K, Gärtner FR, Bolier L, Smeets O, Sluiter JK. Effect of an E-mental health approach to workers’ health surveillance versus control group on work functioning of hospital employees: A Cluster-RCT. PLoS ONE. 2013;8(9). 10.1371/journal.pone.0072546. [DOI] [PMC free article] [PubMed]
- 21.Jafarizadeh H, Zhiyani E, Aghakhani N. Effect of Resilience-Based intervention on occupational stress among nurses. World Family Med Journal/Middle East J Family Med. 2017;15:159–63. 10.5742/MEWFM.2017.93116. [Google Scholar]
- 22.Chesak SS, Bhagra A, Schroeder DR, Foy DA, Cutshall SM, Sood A. Enhancing resilience among new nurses: feasibility and efficacy of a pilot intervention. Ochsner J. 2015;15(1):38–44. https://pmc.ncbi.nlm.nih.gov/articles/PMC4365845/. [PMC free article] [PubMed] [Google Scholar]
- 23.Loprinzi CE, Prasad K, Schroeder DR, Sood A. Stress management and resilience training (SMART) program to decrease stress and enhance resilience among breast cancer survivors: A pilot randomized clinical trial. Clin Breast Cancer. 2011;11(6):364–8. 10.1016/j.clbc.2011.06.008. [DOI] [PubMed] [Google Scholar]
- 24.Sood A, Sharma V, Schroeder DR, Gorman B. (2014). Stress Management and Resiliency Training (SMART) program among Department of Radiology faculty: A pilot randomized clinical trial. Explore (New York, N.Y.), 10(6), 358–363. 10.1016/j.explore.2014.08.002 [DOI] [PubMed]
- 25.Cohen-Katz J, Wiley Sd, Capuano T, Baker Dm, Shapiro S. The effects of Mindfulness-based stress reduction on nurse stress and burnout: A quantitative and qualitative study. Holist Nurs Pract. 2004;18(6):302–8. 10.1097/00004650-200411000-00006. [DOI] [PubMed] [Google Scholar]
- 26.Santorelli SF. Mindfulness-Based Stress Reduction (MBSR): Standards of Practice. The Center for Mindfulness in Medicine, Health Care, and Society, University of Massachusetts Medical School; 2014. Available from: https://mindfulness.au.dk/fileadmin/mindfulness.au.dk/Artikler/Santorelli_mbsr_standards_of_practice_2014.pdf. Accessed 1 Dec 2023.
- 27.Mealer M, Conrad D, Evans J, Jooste K, Solyntjes J, Rothbaum B, Moss M. Feasibility and acceptability of a resilience training program for intensive care unit nurses. Am J Crit Care: Official Publication Am Association Critical-Care Nurses. 2014;23(6):e97–105. 10.4037/ajcc2014747. [DOI] [PubMed] [Google Scholar]
- 28.Darban F, Balouchi A, Narouipour A, Safarzaei E, Shahdadi H. Effect of communication skills training on the burnout of nurses: A Cross-Sectional study. J Clin Diagn Research: JCDR. 2016;10(4):IC01–4. 10.7860/JCDR/2016/19312.7667. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 29.Karpavičiūtė S, Macijauskienė J. The impact of arts activity on nursing staff Well-Being: an intervention in the workplace. Int J Environ Res Public Health. 2016;13(4):435. 10.3390/ijerph13040435. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 30.Karpavičiūtė S, Parkinson C. (2015). Arts activity and well–being in the work place: A pilot study of health service workers in Lithuania. Retrieved at 21 October, 2020 from: https://www.lsmuni.lt/cris/handle/20.500.12512/93412
- 31.Baylina P, Barros C, Fonte C, Alves S, Rocha Á. Healthcare workers: occupational health promotion and patient safety. J Med Syst. 2018;42(9):159. 10.1007/s10916-018-1013-7. [DOI] [PubMed] [Google Scholar]
- 32.Valley MA, Stallones L. Effect of Mindfulness-Based stress reduction training on health care worker safety: A randomized waitlist controlled trial. J Occup Environ Med. 2017;59(10):935–41. 10.1097/JOM.0000000000001090. [DOI] [PubMed] [Google Scholar]
- 33.Ruotsalainen J, Serra C, Marine A, Verbeek J. Systematic review of interventions for reducing occupational stress in health care workers. Scand J Work Environ Health. 2008;34(3):169–78. 10.5271/sjweh.1240. [DOI] [PubMed] [Google Scholar]
- 34.Gilbert P. An introduction to compassion focused therapy in cognitive behavior therapy. Int J Cogn Therapy. 2010;3:97–112. 10.1521/ijct.2010.3.2.97. [Google Scholar]
- 35.Duarte J, Pinto-Gouveia J, Cruz B. Relationships between nurses’ empathy, self-compassion and dimensions of professional quality of life: A cross-sectional study. Int J Nurs Stud. 2016;60:1–11. 10.1016/j.ijnurstu.2016.02.015. [DOI] [PubMed] [Google Scholar]
- 36.Pidgeon AM, Ford L, Klaassen F. Evaluating the effectiveness of enhancing resilience in human service professionals using a retreat-based mindfulness with Metta training program: A randomised control trial. Psychol Health Med. 2014;19(3):355–64. 10.1080/13548506.2013.806815. [DOI] [PubMed] [Google Scholar]
- 37.Dewa CS, Jacobs P, Thanh NX, Loong D. An estimate of the cost of burnout on early retirement and reduction in clinical hours of practicing physicians in Canada. BMC Health Serv Res. 2014;14:254. 10.1186/1472-6963-14-254. [DOI] [PMC free article] [PubMed] [Google Scholar]
- 38.Kester K, Wei H. Building nurse resilience. Nurs Manage J. 2018;49(6):42–5. 10.1097/01.NUMA.0000533768.28005.36. [DOI] [PubMed] [Google Scholar]
- 39.Wei H, Roberts P, Strickler J, Corbett RW. Nurse leaders’ strategies to foster nurse resilience. J Nurs Adm Manag. 2019;27(4):681–7. 10.1111/jonm.12736. [DOI] [PubMed] [Google Scholar]
- 40.Oates J. What keeps nurses happy? Implications for workforce well-being strategies. Nursing Management. 2017. Available from: https://journals.rcni.com/nursing-management/what-keeps-nurses-happy-implications-for-workforce-wellbeing-strategies-nm.2018.e1643. Accessed 24 Jan 2023. [DOI] [PubMed]
- 41.Ruotsalainen JH, Verbeek JH, Mariné A, Serra C. Preventing occupational stress in healthcare workers. Cochrane Database Syst Rev. 2015;4:CD002892. 10.1002/14651858.CD002892.pub5. [DOI] [PubMed]
- 42.Rose J, Glass N. An Australian investigation of emotional work, emotional well-being and professional practice: an emancipatory inquiry. J Clin Nurs. 2010;19(9–10):1405–14. 10.1111/j.1365-2702.2009.02997.x. [DOI] [PubMed] [Google Scholar]
Associated Data
This section collects any data citations, data availability statements, or supplementary materials included in this article.
Data Availability Statement
No datasets were generated or analysed during the current study.