Physician-Assisted Suicide is Morally and Ethically...

The long time debate over medically assisted suicide, the presence of a doctor at a patient’s suicide, resurfaced again with the conviction of doctor Jack Kevorkian. Kevorkian was convicted of second degree murder when he euthanized, or administered the injection himself, Thomas Youk on September 17, 1998. Dr. Kevorkian, an advocate and practitioner of medically assisted suicides, has many opponents on the issue. Opponents say that it is unethical and even with the consent of the patient that the procedure is still a homicide and not suicide. I plan to show that physician-assisted suicide is morally and ethically acceptable, that court cases and laws have proven it to be acceptable, and that it is better than other alternatives.†¦show more content†¦The moral and ethical aspects of physician-assisted suicide are important ones that shouldn’t be overlooked. In virtually all cases of assisted suicide the pain and suffering experienced by the patient is unreli evable. Although it is important to go to great lengths to try and ease the suffering through traditional medicine, often times it’s just not enough. When the traditional approach fails sometimes more drastic approaches are necessary. One such measure that has come to be highly controversial in this decade is physician-assisted suicide. This form of suicide is hotly debated because it isn’t just a mere suicide, but a planned out social contract between two or more people. The basis for my argument for assisted suicide rests in the values of individual self-determination or autonomy and individual well-being. Self-determination is central to the issue because a person should be able to choose how to live their life or in this case, how to die. Individual self-determination is especially important in choices about the specifics of one’s death (Weir 89). Most people, no matter what the nature of their death is, are very concerned with the last stages of their lives. This concern reflects the person’s desire to retain dignity and control during this last period of life, assisted suicide gives them that control and dignity. As far as individual well-being, most people wouldShow MoreRelatedThe Legal And Ethical Issues Involving Physician Assisted Suicide1134 Words   |  5 Pageswhat conditions is physician assisted suicide morally acceptable, is the question at hand and did these states make the right decision on such a slippery slope debate. This paper will go on to explain one side of this very touchy debate, it will also consider objections from the other side, and ultimately defend the position physician assisted suicide is wrong not only morally but also, ethically. My argument for this thesis is provided below: P1: Physician assisted suicide violates the doctor’sRead MoreEnd of Life Decisions776 Words   |  4 Pagesis this still considered suicide? Is it even morally acceptable to the families who face these situations? In most religions, it is considered a sin to take one’s own life, so how can we be ethically and morally accepting of assisted suicide in people with terminally ill diseases? In this essay, we will examine this issue further and discuss why it is acceptable to some and unacceptable to others. Ending One’s Own Life In certain instances is it morally and ethically right to assist a patientRead MorePhysician Assisted Suicide, When Is It Acceptable?1709 Words   |  7 PagesPhysician-Assisted Suicide, When is it acceptable? Assisted suicide had raised issues of great importance in the society particularly the most controversial of all, the physician assisted suicide in the health care field. Since Oregon and other states implemented the legalization of physician assisted suicide, the debates continues. The U.S. Supreme Court decisions in 1997 and the Pain Relief Promotion Act of 2000 (H.R. 5544) have kept these topics on the policy of the national agenda, along withRead MoreThe Ethical Issues Of Physician Assisted Suicide Essay1736 Words   |  7 PagesEuthanasia is described as the intentional discontinuation, by the patient s physician, of vital treatment that could prolong the person s life. Assisted suicide occurs when a health care worker provides a patient with tools and/or medication that will help the patient kill him or herself, without the direct intervention of the care provider. This paper will define key terms for my argument against Physician Assisted Death, and why I believe it’s wrong, where I will provide a brief background ofRead MoreAssisted Suicide : A Controversial Subject1224 Words   |  5 PagesRichard Cantos Professor: Clerc Intro to Government 11/20/2014 Assisted suicide is a controversial subject that welcomes death over life and presents many ethical dilemmas. We are frequently confronted with situations that raise ethical and moral questioning in our lifetimes. Traumatic events, as witnessed in the cases of Terri Schiavo, Brittany Maynard and Dax Cowart, often leave an impression on one s mortality and fate. Decisions may leave us questioning our moral, ethical, and spiritual beliefsRead MoreEssay about Arguments against Physician-assisted suicide1173 Words   |  5 Pagesthis is true in terms of physician-assisted suicide. The ongoing struggle between those in favor and those opposed to this subject has ravaged the medical field, bringing into question what is morally and ethically right. The fact of the matter is that physician-assisted suicide is neither morally nor ethically acceptable under any circumstance. Not only is it a direct violation of a doctor’s Hippocratic Oath, but it is not constitutionally binding. Physi cian-assisted suicide would also lead to unnecessaryRead MoreThe Infamous Story Of Dr. Jack Kevorkian1229 Words   |  5 PagesThe infamous story of Dr. Jack Kevorkian is a unique one. Professor Hengameh M. Hosseini wrote how he was a doctor and was one of the first notable physicians to aid in suicide for his patients that wanted it. In 1989 Kevorkian aided in Janet Adkins suicide, his first patient to do so. After many years of helping his patients in this way, Kevorkian got in trouble in 1998 when he got caught administering a lethal injection to Thomas York, a patient who was suffering from Lou Gehrig’s disease and wantedRead More Assisted Suicide Essay824 Words   |  4 Pagesopinion, which is an advocate of euthanasia, but I did not know the side that the opponents argue. All in all, I was able to learn more than I thought I would. Since ancient times, many people have contemplated the concept of a merciful and acceptable death. However, individual choice in dying did not become a widespread social issue and legal concern until recently. As technology advances, the medicines have enabled doctors to keep patients alive for longer periods of time. This has caused theRead MoreEthics And Morality Of Albert Einstein1067 Words   |  5 Pagespunished. Her punishment consisted of being put on stage in front of the town wearing a letter â€Å"A† on her clothes. As she owns her punishment on the outside, being berated and pushed to reveal who she committed her crimes with, on the inside she is morally content knowing that she is doing what she feels is right. On the other hand, there is the Reverend who is the main person trying to coerce Hester into revealing who shares in her sins, when he is the one who did. The Reverend, being this religiousRead MoreWhat Is Physician Assisted Suicide?939 Words   |  4 PagesWhat is Physician assisted suicide? Requests to end suffering through physician assisted suicide have occurred since the beginning of medicine. This technique to end ones life is very controversial and some argue that it should be legal while others argue otherwise. There are multiple advantages and disadvantages when it comes to physician assisted suicide. In physician assisted suicide, the physician provides the necessary means to end a patient’s life, but the patient themselves performs the act

Sustainability issue of companies Free Essays

The new Pfizer has three business segments : health care, animal health and consumer health reduces. The company’s innovative products are sold in over 1 50 countries and regions. Pfizer has the world’s most advanced production facilities and testing technology, its first-class detection and analytical tools perfect quality assurance system, the company ‘s products meet or exceed the Chinese Pharmacopoeia and U. We will write a custom essay sample on Sustainability issue of companies or any similar topic only for you Order Now S. Pharmacopoeia standards, and the company’s products is permitted exported to Japan, Australia, the Philippines and Europe . At present, China -listed products include: Pioneer will , Salesperson , Cutthroat , Difficult , Anoraks , Zloty , URI Y Inning , Vicarage , Celebrate , Lipton and so on. Sustainability issues Pfizer sustainability issues in two areas, the problem is that Pfizer as a leader in the pharmaceutical industry, they need to continue the development of new drugs or improve their existing product to make it better with better efficacy and smaller Side effects, this problem is a pharmaceutical industry as a whole needs to confront the issue. Although Pfizer in the year 2013 on this issue to make the appropriate action, but in the future this issue which will always be a core issue for the sustainable. Second problem is that Pfizer commitment to sustainable environmental problems. Pfizer hopes between the value and the social and environmental damage caused by the production of products continues to seek a balance, while minimizing the risk to our shareholders. Our strategic approach focuses on reducing energy and water consumption, in addition to innovative ways to manage waste. Report issue in the annual report Among Pfizer Annual Report on environmental matters for the company listed as a special detail explanation. Pfizer in Environmental Matters were particularly marked in the year 2009 to 2012 which are similar provisions for changes in Pfizer Pfizer hermetically plant in violation of the federal Clean Air Act as well as some made by the U. S. Environmental Protection Agency (EPA) approved remedy measures. The compensation and other matters relating to litigation or Pfizer for the development of new products also caused itemized breakdown of explanation and description to make the annual report them. Incentives Pfizer and enthusiasm to motivate employees to develop improved products interaction of which is how to have a positive impact among colleagues engaged in a frank and open dialogue, and to take responsible action and results. OWN information! Help colleagues to take appropriate risks and innovative thinking thoughtful, challenging the prevailing views and assumptions and make better, faster decisions. For example: research colleagues took an innovative approach defined as type 2 diabetes, helped lead to the formation of a Joint venture to promote therapeutic compounds for the treatment of this potential contours. In what is now our global innovative pharmaceutical business, a team of researchers detected formability challenge – a complex of symptoms characterized by chronic widespread pain condition pain, fatigue, etc. And created a use of electronic medical records to identify and a new method of diagnosis of formability related variables. Business development team in Portugal, will help lead to some account Enabler was significantly higher than the performance of innovative contracting market. C.V. Is the second-largest drugstore chain Walgreen, in the United States, with more than 7,600 stores, is based on the total income of the second largest U. S. Prescription drugstore. As the retail pharmacy division of C.V. Caretaker company, which is listed as the 13th largest according to the company, in the Fortune Global 500, 2013. The main competitors C.V. drugstore chain Walgreen ranked 37th. C.V. Sales of prescription drugs and a wide range of general merchandise, including over-the- counter drugs, beauty products and cosmetics, film, photo finishing services, seasonal merchandise, greeting cards, and through their C.V. pharmacy and convenience food stores and on-line drugs bulls through C.V.. Com. It also provides healthcare services through its Maintenance than 600 clinics, as well as their diabetes care center. Most of these clinics are located within C.V. stores. New environmental sustainability issues facing the C.V. is facing a health care form that appears after and how to make us have a better impact on the community. Since 2013, the annual C.V. U. S. Health care reform changes and ongoing major demographic change will be faced with the overall environment and there will be a significant change in the next few years, and the initial deployment of the AC has been with challenges. The C.V. believe their corporate responsibility is to help patients and clients achieve their health, moral and responsible business. Listed separately in the annual list of C.V. for health care reform and other issues acing the changing business strategy and organizational self-made structures as well as how to give their patients and clients better treatment and services made corresponding policies. C.V. For health care reform and other issues increased their business health insurance market, which is the main C.V. growth strategy in the coming years, and our strong position in the medical market, retail and IBM auxiliary. N our patients and customers to help us in particular on the establishment of a number of assets to manage some of the characteristics of the patient’s health are spending, including: the presiding Judge, a rare disease management and professional integration, through a consistent, integrated retail / mail options special connection specialist patients and according to our unique automated platform Involving medical claims management technology, market-leading home infusion services. These can enable our customers and patients to be healed while spending the least cost, while C.V. in order to allow patients access to their customers and provide maximum convenience thief allow consumers through the mail or at our convenient retail pharmacies to get them prescription options. C.V. Plans through their medical advisers and Silversmith prescription drug plan to help their clients and patients with certain chronic diseases, such as diabetes and cardiovascular disease, identify gaps care, stick to their prescription drugs, and better manage their health. We also expanded the program to Medicare beneficiaries, which helps health plan clients achieve better clinical star ratings, so in terms of the community to get more recognition and thus indirectly on large their potential customers. Home depot The Home Depot was founded in 1978, is the world’s largest home improvement detailer, the second largest U. S. Retailer. Home Depot sales of all types of building materials, home furnishings and lawn garden products, and provide a wide range of related services. Home Depot stores average standards covering nearly 9,758 square meters indoors and another 2,138 square meters of outdoor garden products area. In addition to the standard Home Depot store outside, we have mainly provides products and services for the home improvement and remodeling projects EXPO Design Center, the face of professional customer service Home Depot Supply and The Home Depot Landscape Supply. The Home Depot Sustainable problems faced there first is a change in accounting standards and subjective assumptions; second is dedicated to improving the environment. The first issue is due to changes in accounting standards will significantly affect our financial results or financial position. Generally accepted accounting principles and related accounting pronouncements, implementation guidelines and on a wide range of issues is related to our business, such as revenue recognition, impairment of assets, impairment of goodwill and other intangible stets, inventories, lease obligations, self-insurance, tax matters and interpretations litigation is very complex, involving many subjective assumptions, estimates and judgments. Changes or changes in the interpretation of these rules or the basic assumptions, estimates or Judgments could significantly change our reported or expected financial results or financial position. The Home Depot in the annual report which , especially for companies from the year 2012 to the year 2013 in the field of environment in which to make a detailed description of the measures and for the year 201 5 is expected , especially in the many is to change the energy savings made , because in the last time the greatest problem the Home Depot is excessive energy consumption . And in 2013, the year in which the company’s energy management team to continue to pursue the establishment of strict energy- efficiency standard operating practice , all of our U. S. Facilities . These measures include HAVE temperature control unit , and adhere to strict lighting plan, which is the largest source of energy consumption in our stores , and the use of energy management systems in each store monitoring energy efficiency. We estimate that , through the implementation and use of these energy- saving external programs, we saved almost 7. One billion kilowatts hours ( kHz ) since 2004 . That year, we set a goal to reduce per kHz Square feet in our U. S. Stores by 20% by the year 2015 , and we met that goal in fiscal year 2013 , ahead of our target date . The Home Depot act to protect the environment in order to motivate the creation of a recycling project in particular, through this project can reduce the items to be thrown away to reduce the increase in recycling ga rbage. There is a plan to deal with gizzards materials and waste, which determines the company’s sales or use of hazardous substances, including specific precautions to avoid leakage and contamination, general procedures for handling damaged containers, and provide powerful clean-up countermeasures to limit leakage of. Workplace Hazardous Materials training in understanding and more in-depth training, environmental compliance associates who are specifically designated to store and erase all contacts responsible for dangerous goods. References 1. The Home Depot 2013 Annual Report 2. The C.V. 2013 Annual Report 3. The Pfizer 2013 Annual Report How to cite Sustainability issue of companies, Papers

Occupational Preparedness and Clinical Performance †Free Samples

Question: Discuss about the Occupational Preparedness and Clinical Performance. Answer: Introduction: Registered nurses are expected to demonstrate competence in their profession throughout the career. It is their sole responsibility to remain accountable for the care they provide while maintaining nursing standards and regulations for practice. The term burnout was first used by Freudenberger in 1974 to describe the exhaustion experienced by mental healthcare professionals at their workplace. Maslach gave a comprehensive definition for the term. Burnout was defined as the physical and mental exhaustion that a professional faces while maintaining contact with other people at work. Long stressful working hours give rise to this condition. Emotional exhaustion, personal achievements and depersonalization are three major components of this burnout. The negative effects of burnout affect the organization and create hindrance in the path of providing holistic care to the patients and in ensuring their safety (Pulido?Martos, Augusto?Landa Lopez?Zafra, 2012). Several studies have provided evidence for poor organizational outcome, career dissatisfaction and reduction in patient satisfaction regarding physical and mental health due to frequent burnouts among nurses (Caadas-De la Fuente et al., 2015). This report will critically appraise an empirical research that was carried out to determine the factors influencing job satisfaction, burnout and healthcare quality delivered to patients by new graduate nurses. Given the negative effects of nurse burnout on patient care quality, health infections and avoidable adverse events, several studies have been undertaken to explore the factors that influence the development of such mental and physical exhaustion among nurses. Data obtained from these studies have identified structural empowerment, leadership, staff adequacy and work-life balance as major contributing factors (Allen et al., 2012). The objective of the study was to assess two hypotheses related to work-life balance, leadership and staff adequacy on nurse job satisfaction and burnout (Boamah et al., 2017). 3 hypothesized models were tested on data obtained from a national study carried out in Canada. The hypothesis 1 tested whether the perception of nurses on the authentic leadership behavior of their supervisors created any positive effects on structural empowerment. This hypothesis took into account short or inadequate nurse staffing. Results from previous studies have proved that less number of nursing staff creates stress and increases the work load on the nurses. This makes them twice more likely to suffer from job dissatisfaction and burnout and they intended to leave the job after a year (Fong, 2016). This led to low job turnovers. The first hypothesis proposed that structural new graduate nurses face less burnout due to the positive effect of structural empowerment on reducing voluntary absentees, meeting staff shortage demands and maintaining work-life balance. The second hypothesis was tested on the data from the study conducted in Canada. The second hypothesis had 2 componen ts, which stated that high structural empowerment reduces short staffing frequency and creates less inference between work and life balance (Sexton et al., 2014). The third hypothesis stated that inadequate staffing creates more frequent work-life interference (Wang et al., 2012). Hypothesis 4 was also tested on the data. It proposed that short staff and work-life interference increased the likelihood of nurse burnouts a year later. The other hypothesis also focused on the negative effects of burnouts on nurse job satisfaction and patient care (Lu et al., 2012). Thus, it can be stated that the design was purely built on these 6 hypotheses that tried to establish the association between nurse burnouts and workplace environment and balance. The design aimed to connect job stress and burnout that occurred a year later to short staffing (Appendix 1). The study collected random samples from 400 registered nurses. These samples were selected from 10 Canadian province nursing registry database. The database contained 3,743 results. The inclusion criteria were stringent and included only nurses who had work experience of less than 3 years. Nurses who were directly involved in patient care were encouraged to participate in the study (Boamah et al., 2017). A time period of 3 years was fixed to ensure that the nurses were new graduates and me the primary criteria for the study. 1020 new graduate nurses returned their surveys at Time 1 with a response rate of 27.3% and 406 respondents from Time 1 returned the survey at Time 2 with a response rate of 39.8%. The intervention principally focused on surveys that recorded responses of the nurses with respect to their work life balance and perception on short staffing, leadership qualities and burnouts. The study utilized Dillmans approach for conducting the survey research. This was done to improve the response rates (Dillman, Smyth Christian, 2014). The survey research is a collection of information taken from a sample of target individuals by analyzing their responses to specific questions. The major outcome on which the hypotheses were tested was job satisfaction of new graduate nurses. It referred to the degree to which the nurses enjoyed their job. It included their relation with coworkers and supervisors, work load and scheduling. This outcome was considered an integral part of providing positive healthcare to the patients. The effect of staffing levels, support from supervisors greatly influence job satisfaction as evident from results of various studies (Meng et al., 2015). The outcome measurement got its ethical approval from the University of Western Ontario Health Sciences Research Ethics Board. Structural equation modeling in Mplus software was used to analyse the hypothesized model (Boamah et al., 2017). The outcomes were evaluated using structural empowerment, authentic leadership and burnout as latent variables. Patient care quality and short staffing were modelled as manifest variables. At Time 1 (November 2012 March 2013), eligible nurses were mailed A survey package was mailed to the eligible nurses that included the questionnaire, letter of consent (Adriaenssens, De Gucht Maes, 2015). A second survey package was sent to the non-responders 4 weeks later. Similar procedure was followed during Time 2 for sending the questionnaires to nurses who responded for Time 1. This ensured better response and valid results. Thus, this approach provided a rigorous approach for the research study. The SPSS software was used for the statistical study. Bootstrapping method was repeated 1000 times to measure the indirect effects of mediation and 95% confidence interval. This process thereby allowed accuracy of the measures (Fang Wang, 2012). This was mainly used as an alternative to the statistical inference of the model assumptions. Repeating the process 1000 times gave a histogram, which gave an estimate of the variation of the means. The Tucker-Lewis Index (TLI), Chi-square (v2), Root Mean Square Error of Approximation (RMSEA), Comparative Fit Index (CFI) and Standardized Root Mean Square Residual (SRMR) were utilized to assess the hypothesized model. SRMR and RMSEA helped in assessing the degree of badness of fit (McGLYNN et al., 2012). However, 0.90 critical values of TFI and CFI showed the correlation between the data. The questionnaires used to assess the study variables were reliable. Their validity was examined using Cronbachs (Bonett Wright, 2015). A 16 item Authentic Leadership Questionnaire was used to measure the validity of the perception of nurses on the leadership of their managers and supervisors. It was based on a 5 point Likert scale. The Conditions of Work Effectiveness-II scale used for measuring structural empowerment was valid as well as evident from previous studies. The balance between the personal and professional life of nurses was assessed using the Work Interference with Personal Life (WIPL) scale. Cynicism and emotional exhaustion subscales of the Maslach Burnout Inventory General Survey was used to measure burnouts. Cronbachs of 0.85 for work life balance, 0.86 for job satisfaction and 0.92 for emotional exhaustion among nurses. Thus, it can be stated that the study did make use of reliable and valid parameters. 405 registered nurses with an average of 1.17 years of direct clinical experience with patients were recruited in the study. The nurses were 27.67 years old on an average. 92% nurses were female and 94% had a baccalaureate degree in nursing. 52% were placed in the medical or surgical units and 16.3% in critical care units (Boamah et al., 2017). The mean, standard deviation and Cronbachs for short staffing, structural empowerment, emotional exhaustion, job satisfaction, patient care quality and work life interference are shown the Appendix 3. The results obtained on performing statistical analysis supported the hypotheses. 2(223) = 600.085, CFI = 0.93, P = 0.001, TLI = 0.92, SRMR = 0.06 and RMSEA = 0.05. All paths were found to be in the direction of the hypotheses (Appendix 4). Structural empowerment was found to be positively affected by authentic leadership (= 0.63, P0.001). The former on the other hand, had a negative influence on shortage of staff (= -0.30, P0.05) during Time 1. Shortage of staff displayed direct correlation with work life interference. The statistical data revealed that nurses who experienced short staffing and work life interference were more likely to suffer from burnout and reported low patient care quality, when analyzed a year later. Patient care quality was positively affected by job satisfacti on (= 0.17, P0.001) (Boamah et al., 2017). Thus, the indirect effects of structural empowerment and authentic leadership on burnouts experienced by new graduate nurses were statistically significant (Appendix 5). The study had some weakness. The first limitation was in the use of self-reported questionnaires. Data from previous studies have shown that these questionnaires often lead to response biases and the responses are influenced by situational or contextual influences. Anonymous completion of the questions in their own privacy and confidentiality might have reduced all biases (Shahnazdoust et al., 2012). That would have increased the validity of the study. The study focused on patient care quality and shortage of staff as single item measures during the statistical analysis. This was another limitation. Usage as single item measures increased vulnerability to random errors and biases in interpretation (Lee et al., 2013). However, they offered an advantage of reducing common method variances. The low response rate from nurses is another concern for the study. This introduced bias in responses and might have influenced the results. Moreover, the specialty areas where the nurses were placed could influence the level of burnouts among them. This could have altered the results. The results obtained in this study supported the hypotheses that were proposed. The relationship between structural empowerment, leadership, short staffing and worklife interference with job satisfaction, burnout, and patient care were successfully demonstrated. The results were consistent with previous studies and showed that perception of new graduate nurse about authentic leadership of their supervisors was directly related structural empowerment in the hospital settings (Laschinger, Wong Grau, 2013). The statistical results suggested some novel findings that indicated negative correlation of empowerment with worklife interference and short-staffing. This correlation led to an increase in burnout among nurses a year later. In addition, it can be said that care quality and job satisfaction are negatively influenced by burnout (Todaro-Franceschi, 2012). Thus, the findings supported empirical and theoretical links between structural empowerment and leadership (Boamah et al., 2017). Previous studies indicated that authentic leaders are responsible for developing genuine relationships with nurses and bringing out positive work results (Epp, 2012). Thus, the findings were consistent with the indications that leading nurse managers, who provided learning opportunities and access to resources to new graduate nurses, were more successful in reducing mental exhaustion (Rudman Gustavsson, 2012). This was one of the first studies that linked structural empowerment and authentic leadership to burnouts. The results therefore showed significant association between the two. The findings suggest that nurses who are exposed to more work life interference and short staffing are likely develop greater burnout levels a year later (Boamah et al., 2017). Hence, it can be stated that establishment of caring and ethical work environment will create positive outcomes in hospital settings. The results can be applied in future in workplaces. If sufficient nursing staff ratio and improved workplace environment are followed in hospitals, they will lead to better patient care and overall satisfaction (Vargas et al., 2014). Thus it can be concluded that upfront investment in training new graduate nurses and proper address of staff issues can be employed as essential strategies that will create a supportive working environment for the nurses and will help in reducing their mental and physical exh austion. The Canadian Institutes for Health Research Partnerships for Health Systems Improvement (#122182) was the main funding institute for the study. It was supported by other hospitals and registered nurses institutes as well. References Adriaenssens, J., De Gucht, V., Maes, S. (2015). Determinants and prevalence of burnout in emergency nurses: A systematic review of 25 years of research.International journal of nursing studies,52(2), 649-661. Allen, T. D., Johnson, R. C., Saboe, K. N., Cho, E., Dumani, S., Evans, S. (2012). Dispositional variables and workfamily conflict: A meta-analysis.Journal of Vocational Behavior,80(1), 17-26. Boamah, S. A., Read, E. A., Spence Laschinger, H. K. (2017). Factors influencing new graduate nurse burnout development, job satisfaction and patient care quality: a time?lagged study.Journal of advanced nursing,73(5), 1182-1195. Bonett, D. G., Wright, T. A. (2015). Cronbach's alpha reliability: Interval estimation, hypothesis testing, and sample size planning.Journal of Organizational Behavior,36(1), 3-15. Caadas-De la Fuente, G. A., Vargas, C., San Luis, C., Garca, I., Caadas, G. R., Emilia, I. (2015). Risk factors and prevalence of burnout syndrome in the nursing profession.International Journal of Nursing Studies,52(1), 240-249. Dillman, D. A., Smyth, J. D., Christian, L. M. (2014).Internet, phone, mail, and mixed-mode surveys: the tailored design method. John Wiley Sons. Epp, K. B. G. N. (2012). Burnout in critical care nurses: a literature review.Dynamics,23(4), 25-31. Fang, Y., Wang, J. (2012). Selection of the number of clusters via the bootstrap method.Computational Statistics Data Analysis,56(3), 468-477. Fong, C. M. (2016). Role overload, social support, and burnout among nursing educators.Journal of Nursing Education,29(3), 102-108. Laschinger, H. K. S., Wong, C. A., Grau, A. L. (2013). Authentic leadership, empowerment and burnout: a comparison in new graduates and experienced nurses.Journal of nursing management,21(3), 541-552. Lee, R. T., Seo, B., Hladkyj, S., Lovell, B. L., Schwartzmann, L. (2013). Correlates of physician burnout across regions and specialties: a meta-analysis.Human resources for health,11(1), 48. Lu, H., Barriball, K. L., Zhang, X., While, A. E. (2012). Job satisfaction among hospital nurses revisited: a systematic review.International journal of nursing studies,49(8), 1017-1038. McGLYNN, K. A. R. E. N., Griffin, M. Q., Donahue, M., Fitzpatrick, J. J. (2012). Registered nurse job satisfaction and satisfaction with the professional practice model.Journal of nursing management,20(2), 260-265. Meng, L., Liu, Y., Liu, H., Hu, Y., Yang, J., Liu, J. (2015). Relationships among structural empowerment, psychological empowerment, intent to stay and burnout in nursing field in mainland Chinabased on a cross?sectional questionnaire research.International journal of nursing practice,21(3), 303-312. Pulido?Martos, M., Augusto?Landa, J. M., Lopez?Zafra, E. (2012). Sources of stress in nursing students: a systematic review of quantitative studies.International Nursing Review,59(1), 15-25. Rudman, A., Gustavsson, J. P. (2012). Burnout during nursing education predicts lower occupational preparedness and future clinical performance: a longitudinal study.International Journal of Nursing Studies,49(8), 988-1001. Sexton, J. B., Sharek, P. J., Thomas, E. J., Gould, J. B., Nisbet, C. C., Amspoker, A. B., ... Profit, J. (2014). Exposure to Leadership WalkRounds in neonatal intensive care units is associated with a better patient safety culture and less caregiver burnout.BMJ Qual Saf,23(10), 814-822. Shahnazdoust, M., MAGHSUDI, S., Tabari, R., Kazemnegad, E. (2012). Relationship between nursing burnout and occupational support. Todaro-Franceschi, V. (2012).Compassion fatigue and burnout in nursing: Enhancing professional quality of life. Springer Publishing Company. Vargas, C., Caadas, G. A., Aguayo, R., Fernndez, R., Emilia, I. (2014). Which occupational risk factors are associated with burnout in nursing? A meta-analytic study.International Journal of Clinical and Health Psychology,14(1), 28-38. Wang, Y., Liu, L., Wang, J., Wang, L. (2012). Work-family conflict and burnout among Chinese doctors: the mediating role of psychological capital.Journal of occupational health,54(3), 232-240.