Doctor burnout

Doctor Burnout is not a diagnosis. It is observed as loss of idealism and commitment, reduced purpose, role dissatisfaction, bad attitude to patients and colleagues, reduced empathy, alcohol and drug use, mental ill health and suicide.  Notably, burnout has been further emphasised in ICD-11 (with narrower criteria than above) as an occupational phenomenon rather than a medical condition Survey by IOMSC 2019 and Ireland Study 2019:- 32% doctors high levels exhaustion in Aus, NZ, Ire, UK. Canada 30%. Indonesia significantly less (in common with other asian countries) Reasons given in doctors high scores:- Using electronic records -- yes, especially amongst junior doctors this was a significant complaint ! High bureaucratic overhead Overloading shifts. High chronic disease load amongst patients Bullying by seniors, patients and workplace violence. It is possibly helpful to consider doctors roles in a conventional model of stress in the workplace:- Conventional understanding of stress in all workplaces identifies six areas of job quality that are significant: 1) Demands  2) Control  how much say the person has in the way they do their work 3) Support  4) Relationships  this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour 5) Role 6) Change  Doctors are typically subject to unpredictable demand (1) and often have little control over their workload (2), report lack of peer support (3), endure unacceptable behaviour from patients (4) (and occasionally colleagues) and can have poorly defined roles, particularly out of hours (5) in a rapidly changing work environment (6). Interventions that have been reported as being successful in combating doctor burnout - Peer support Reorganisation of work patterns Recognising burnout as a hazard Incorporating doctors health into curricula Health and wellbeing sewn into into accreditation standards for specialist training Accrediting hospitals for training to include health and wellbeing safeguards proposed Encouraging Emotional Intelligence in response to adversities. There is an opportunity for OHPs in recognising and combating burnout as this fits with our existing experience, knowledge and training

Depression, anxiety and substance or behaviour addictions