DOI: 10.1161/circ.148.suppl_1.12119 ISSN: 0009-7322

Abstract 12119: Work Environment, Burnout, and Intent to Leave Current Job Among Cardiology Team Members: Results From the National Coping With COVID Survey

Sanjoyita Mallick, Gautam R Shroff, Mark Linzer, Pamela S Douglas, Erin Sullivan, Roger Brown, Rehan Karim
  • Physiology (medical)
  • Cardiology and Cardiovascular Medicine

Introduction: Burnout amongst cardiologists has nearly doubled since the COVID pandemic, but few data describe burnout or its relationship to work environment factors among cardiology team members.

Methods: The National Coping with Covid (CwC) Survey included over 1300 cardiology healthcare workers (HCWs). We determined likelihood of burnout among different roles (physicians, advanced practice providers [APPs], nurses [RNs] and other clinical staff [OCS]). Multilevel logistic regression examined independent work life variables in predicting and mitigating burnout, and relationships of burnout to intent to leave current job.

Results: The CwC Survey was completed by 1,396 cardiology HCWs (306 MD/ 173 APP/452 RN/ 105 OCS). RNs were most likely to report burnout (59% RNs, 56% OCS, 46% APPs, 40% physicians, p< 0.0001). Work overload was an independent correlate of burnout in all 4 groups, anxiety/depression due to COVID was meaningful in 3 groups, while childcare stress was not related in any group (adjusted Odds Ratios (aORs) 4-17, p’s < 0.005, Table). Feeling valued (FV) was associated with lower burnout in all groups except OCS. A sense of purpose was not significantly associated with lower burnout in any group, although there was a borderline association in physicians (aOR 0.53, p = 0.07). Intent to leave was common, and associated with burnout in all groups, especially APPs (r=0.66) and OCS (r=0.73, p’s < 0.01).

Conclusions: Burnout, common among cardiology HCWs, is highest in nurses. While work life variables related to burnout differ between role types, burnout is consistently associated with intent to leave practice. Leaders should recognize that burnout is prevalent among team members, may have different contributors, and has consequences for retention. To prevent burnout in cardiology, strategies such as workload reduction, mental health services and explicitly and effectively valuing workers should be implemented.

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