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2010-2011 Oncology Nurses Chapter's Committee

Senior Advisor:
Nagalingam Saraswathi

Advisor:
Ednajoy Ngo Lay Poh

Chairperson:
Eleanor Wong Wan Hua

Vice-Chairperson:
Ong Shu Xin

Secretary:
Chin Lee Yong

Vice-Secretary:
Serene Tan Tiew Yah

Treasurer:
Dawn Cheng Yi

Vice-Treasurer:
Mohamad Hiedayyat Bin Yusoff

Hospital Representatives:
CGH - Grace Lim Ai Gek
JGH - Zong Lihua
KKH - Julia Eng Chui Lee
KTPH - Faridah Bte Ahmad
NUH - Nur 'Arifah Maziah Binte Moin
NYP - Ng Guat Ngoo
SGH - Fiona Ng Wan Ru
SGH - Mas Rizalynda Binte Mohd Razali
SGH - Jordan Hwang Chung Cheng
TTSH - Dawn Cheng Yi / Mohamad Hiedayyat Bin Yusoff


Sunday, February 28, 2010

Compassion Fatigue in Oncology Nursing

Interventions to Manage Compassion Fatigue in Oncology Nursing
Clinical Journal of Oncology Nursing
Volume 13 Number 2, 2009

Authors
Nancy Aycock, RN, BSN, OCN®, CHPN1, Deborah Boyle, RN, MSN, AOCN®, FAAN2
1 St. Dominic Hospital, Jackson, MS2 Banner Good Samaritan Medical Center, Phoenix, AZ

Abstract
Work-related stress emanating from close interpersonal contact with patients with cancer and their families may result in physical, emotional, social, and spiritual adversity for oncology nurses. The negative result of this cumulative distress has historically been referred to as burnout. However, this dated term does not truly depict the result of the longitudinal workplace ramifications of sadness and despair on nursing staff.

This article proposes that the phrase compassion fatigue replace the outdated notion of burnout in describing this phenomenon. Although not clearly and uniformly described in the literature, this occurrence is seen regularly in clinical practice and is conceptually known by nurses. Limited information is available about interventions to manage compassion fatigue; therefore, a national survey was conducted to identify resources available to oncology nurses to counter this phenomenon. Participants provided information about the availability of interventions in three major categories: on-site professional resources, educational programs, and specialized retreats.

The availability of resources ranged from 0%-60%. Survey findings, along with narrative comments by respondents, provide relevant information for oncology nurses and their employers. By recognizing the perils of inattention to this frequent nursing phenomenon and the scope of existing workplace options that may augment nurse coping, oncology nurses' recognition and management of this entity may be enhanced. Organizations also may be encouraged to periodically inventory their support and lobby for workplace interventions to manage this critical work-related issue.

(Abstract is extracted from Oncology Nursing Society Website: http://ons.metapress.com/content/976x01q6v568710m/)

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