The World Health Organization has defined burnout as “a syndrome conceptualized as resulting from ch

The World Health Organization has defined burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed” (Downey et al., 2022). In the workplace, burnout syndrome is composed of three dimensions: emotional exhaustion (EE), or depletion of physical and emotional resources; depersonalization (D), which is described as the development of cynical attitudes towards others; and perceived lack of personal accomplishment (PA), which consists of perceiving oneself as negative and incapable of doing the job correctly (Maslach & Jackson, 1981). The most affected groups tend to include professionals who deal with the public, such as health professionals, police officers, teachers and social workers, among others. However, compared to other occupational groups, healthcare workers are especially vulnerable to burnout and depression, because the syndrome mainly affects those who work brings them continuously into close contact with others, as is usually the case with health services (García-Arroyo & Osca Segovia, 2018). In fact, according to recent data, the prevalence of burnout can vary widely, ranging from 2.5 % to 87.9 %. (Wright et al., 2022). Concerning health professionals, doctors and nurses are the most affected (CaËœ nadas-De la Fuente et al., 2015; Patel et al., 2018). Among nurses, burnout is caused not only by overwork, but also by an imbalance between the demands imposed and the resources available with which to address them. In the workplace, these demands are related, above all, to close contact with patients and their families, and to emotional management (´Slusarz et al., 2022). However, nursing is a broad group of workers, and there are significant differences between different specialities and areas of work (Dos Santos et al., 2020; Misiak et al., 2020; Woo et al., 2020). In addition, nurses working in special services such as intensive care unit (ICU), emergency or oncology suffer high levels of burnout due to these emotional characteristics in the work performed (G´ omez-Urquiza et al., 2017; Jones et al., 2013). Generally, Maslach Burnout Inventory (MBI) is one of the instrument more used to measure the level of Burnout. This instrument is composed of 22 items in the form of statements related to the feelings and attitudes of persons exposed to the risk of burnout. It measures three fundamental aspects of this condition: EE, D and PA. The answers to the items are summed and the score thus obtained is classified, according to reference values, as low, moderate or high level of burnout (Maslach et al., 1996; Schaufeli et al., 2009). Job satisfaction is defined as the presence of positive and pleasant attitudes and feelings in workers in relation to their work environment (Zhu, 2013). The factors that influence the development of job dissatisfaction are many and varied. These include: night shifts, work overload, work environment, socio-family conflicts, stress, burnout, compassion fatigue, etc. (Lu et al., 2019). Due to current financial restrictions in the healthcare system, the length of patients’ hospital stays has, in many cases, been reduced significantly (Slusarz et al., 2022). This situation has increased the workload on nurses, whose own health suffers, provoking knock-on effects on the quality of care provided. This is because the longer their working hours or the more irregular their shifts (e.g. rotating shifts), the more likely they were to suffer burnout (Vargas-Benítez et al., 2023). This situation of work overload has negative effectson nurses’ health and is one of the factors affecting the frequency andintensity of burnout. Therefore, this phenomenon affects their performanceand quality of care (Misiak et al., 2020).For this reason, nurses are considered to be at professional risk ofsuffering work-related stress and burnout. Therefore, organizationalstrategies to prevent burnout and increase nurses’ job satisfaction could improve the quality of patient care (Al Sabei et al., 2020). In order to prevent burnout, it is necessary for workers to adopt positive attitudes and job satisfaction is one of them. This attitude is a process that develops from the interrelation between the subjective characteristics of the worker, the particularities of the activity and the work environment. In fact, the correlation between both concepts is often negative and significant (Yslado M´ endez et al., 2019). Compared to other healthcare settings, ICU nurses are exposed to high levels of stress, being continually exposed to difficult professional situations, confrontations, overload, emotional stress and the psychological impact of caring for terminally ill patients (Unjai et al., 2022). This situation became even more acute during the COVID-19 pandemic, with exacerbated workloads, the constant risk of infections acquired in the workplace and insufficient resources (Da Silva & Barbosa, 2021). Burnout, therefore, is a serious factor in the lives of healthcare professionals, and detailed research is needed to better understand its causes and consequences. Previous studies have shown that burnout has a statistically significant impact on nurses’ physical and mental health. Moreover, it reduces the quality of care and heightens the risk of errors in clinical practice, sometimes provoking losses to the profession, through dismissal or voluntary abandonment (´ Slusarz et al., 2022). Therefore, job satisfaction is essential for workers to be motivated and committed to their work (Vargas-Benítez et al., 2023). Working conditions in the ICU are a source of stress and poor quality of professional life. Given the work overload of ICU nurses, it is not surprising that ICU nurses are dissatisfied and suffer from burnout. This was already occurring even before the pandemic and deserves a thorough analysis (Dehghan et al., 2023; Ntantana et al., 2017). Although the COVID19 pandemic generally led to an increase in workload and levels in healthcare personnel (Da Silva & Barbosa, 2021), it is important to know and compare these levels with studies without COVID19 to highlight how pandemics or health emergency situations can influence health professionals. Burnout syndrome is therefore an occupational health problem present in many workers, which can have an impact on job satisfaction. However, with timely prevention, the nursing professional will improve in his or her performance at work and the quality of patient care. It is therefore important to analyse the state of play and to have an international overview of recent years. In order to perform the bibliographic review with meta-analysis, we have formulated the following research question according PICO methodology: P: Understand the concepts of burnout syndrome and job satisfaction, as well as the relationship between them. I: Bibliographic review with meta-analysis. C: Determine the relationship between the level of burnout or burnout syndrome and the level of job satisfaction in ICU nurses. O: Inverse relationship between these two major concepts in intensive care unit nurses. Aims The main aim of this study was to analyze the relationship between burnout syndrome and job satisfaction among ICU personnel. The secondary objectives of this study were: – To identify risk factors influencing job satisfaction and burnout. – To describe the prevalence of burnout in ICU nurses with lower job satisfaction. Assignment You are working on your dissertation topic: “Burnout Syndrome and Job Satisfaction among Intensive Care Unit Nurses in America. A qualitative study”. Reference the above material and develop an opening paragraph and background of the study problem. The opening paragraph/statement should bring the reader into the topic, while the background of the study/problem should frame the problem and identify the gaps and/or deficiencies from prior research. Reference similar previous studies and explain why the study should be pursued and for whom the study is important.

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