Compassion Satisfaction, Burnout, and Secondary Traumatic Stress Among Psychiatric Nurses in Saudi Arabia: A Cross-Sectional Study

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Alharbi This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8944612/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 06 Apr, 2026 Read the published version in Psychiatric Quarterly → Version 1 posted You are reading this latest preprint version Abstract The study examined the Professional Quality of Life (ProQOL) among psychiatric nurses in Saudi Arabia, with particular emphasis on compassion satisfaction, burnout, and secondary traumatic stress. The findings revealed that most participants experienced moderate levels of compassion satisfaction, reflecting a positive sense of fulfillment derived from their caregiving roles. However, a considerable proportion of the nurses reported moderate burnout, while a large majority demonstrated high levels of secondary traumatic stress, indicating substantial emotional and psychological strain associated with their professional responsibilities. Correlational analysis showed that higher compassion satisfaction was associated with lower levels of burnout and traumatic stress, whereas increased burnout was linked to elevated secondary traumatic stress. While most demographic factors showed minimal influence, educational attainment and income levels were significantly associated with burnout. Overall, the results underscore the importance of strengthening organizational support systems, implementing targeted mental health interventions, and adopting effective workload management strategies to enhance psychological well-being and resilience among psychiatric nurses in Saudi Arabia. Professional Quality of Life Compassion Satisfaction Burnout Secondary Traumatic Stress Psychiatric ​‍​‌‍​‍‌Nurses Figures Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 ​Introduction Nursing is generally considered to be physically and emotionally stressful among healthcare disciplines, with mental health nursing as the most extreme of those professions requiring continuous engagement with patients in crisis, with aggressive behavior, or with long-term psychiatric disorders. Psychiatric nurses, in particular, may find themselves exposed to a range of such situations including suicidal ideation, violent outbursts, and traumatic patient histories that potentially could lead them to experience both positive and negative psychological consequences [ 1 ]. The term "professional quality of life (ProQOL)" has been coined in order to represent the psychological impacts that are behind those 3 dimensions: compassion satisfaction (CS), the feeling of joy that occurs when helping others; burnout (BO), the weariness and sense of inefficacy that results from prolonged work stress; and secondary traumatic stress (STS), the sorrow which develops due to the vicarious suffering of the patients [ 2 ]. Studies indicate that psychiatric nurses frequently gain deep satisfaction from forming meaningful relationships with patients; however, they simultaneously are in danger of suffering from compassion fatigue, defined as the combination of burnout and STS, at high levels [ 3 ]. A negative professional quality of life not only affects the nurses' personal lives but also poses risks to patients in terms of safety, reduces the possibility of therapeutic engagement, and leads to instability within organizations as a result of the turnover rate increase [ 4 ]. Hence, getting a grasp of weighing these factors can actually serve as a basis both for nurse well-being promotion and for ensuring the sustainability of good-quality mental health care services. As part of healthcare reform under Vision 2030, Saudi Arabia plans to extend its mental health services network and put more emphasis on workforce retention [ 5 ]. Despite such a promising outlook, it is still the case that psychiatric nursing is reported as the most stressful branch of the medical field within the Kingdom, with studies identifying issues such as stigma, heavy workload, and frequent patient aggression, among others (Alshammari et al. [ 6 ]; Medical Science Jeddah Study, 2023). Given these circumstances, one might wonder why there has been a lack of in-depth focus on the professional quality of life (ProQOL) of psychiatric nurses in Saudi Arabia over the years. The majority of the existing studies have evaluated ProQOL among hospital nurses in general (e.g., intensive care, emergency, and general medical wards) [ 7 – 9 ]. Nevertheless, psychiatric nurses might be encountering different issues than other hospital medical staff, thus it is very important to find out their ProQOL separately. Among healthcare professions, the Professional Quality of Life Scale (ProQOL-5) is the most typical tool to figure out three main aspects, namely, compassion satisfaction, burnout, and secondary traumatic stress [ 2 ]. The instrument has also been converted to Arabic and tested several times in Saudi studies with adequate psychometric characteristics [ 7 ] (see also Bahari et al. 2024). By employing the ProQOL-5 exclusively among psychiatric nurses, this research intends to produce data that can labor policy changes, be the source of well-being programs, and constitute guidance for the development of support systems in the Saudi mental health care administration ‍‌‍‍‌sector. 1.1 Conceptual background of ProQOL The concept of professional quality of life reflects the dual nature of caregiving professions: while providing care can be profoundly rewarding, it also carries the risk of emotional exhaustion and secondary trauma. Stamm [ 2 ] conceptualized ProQOL as encompassing compassion satisfaction, which can buffer stress, and two negative dimensions burnout and secondary traumatic stress which collectively represent compassion fatigue. Later‍‌‍‍‌ on, different psychometric assessments have also agreed that the ProQOL-5 is an effective instrument for different cultures and professions, however, there are still discussions about the factor stability of its three subscales [10,11]. Studies of late have acknowledged that the significance of the interpretation of the results depends on the work and cultural context [12]. According‍‌‍‍‌ to international research, compassion fatigue in mental health nurses is a concern that is often raised with a magnitude of moderate to high intensity most of the time. In their systematic review, Duffy et al. [1] have come to a conclusion that it takes less time for mental health nurses to become exhausted and suffer secondary traumatic stress as compared to other non-psychiatric nurses. The reason for this is mainly their frequent exposure to patient aggression, self-harm, and trauma narratives. In a like manner, Hegney et al. [3] have found out that the level of resilience and support at the workplace are characteristics that strongly influence compassion satisfaction and low burnout rates in nursing groups. The results of these studies show that ProQOL is influenced by both personal factors (like resilience, coping strategies) and organizational factors (like staffing, leadership support) which are crucial determinants of ‍‌‍‍‌ProQOL. 2.2 Saudi‍‌‍‍‌ evidence in general nursing populations ProQOL of hospital nurses has been a topic of several research in KSA. Algamdi [ 7 ] carried out a wide multi-centre study and found moderate levels of compassion satisfaction along with high levels of burnout and STS. It was reported that an older age and longer professional experience led to higher compassion satisfaction. Likewise, Alshahrani et al. [ 8 ] revealed that nurses in public hospitals had moderate ProQOL scores and the work environment and supervisory support were two main factors that protected them. According to Alorfi et al. [ 13 ], Saudi ICU nurses expressed moderate satisfaction and high burnout that was due to high patient acuity and workload. Studies on the emergency department demonstrated that nurses are more likely to state burnout than physicians, thus local occupational exposures being the reason again [ 9 ]. Altogether, these results indicate that Saudi nurses are likely to have moderate ProQOL however, there is a significant fluctuation depending on the area of specialization and working ‍‌‍‍‌conditions. Evidence‍‌‍‍‌ specific to psychiatric nurses Research that concentrates only on psychiatric nurses in Saudi Arabia is less but is increasing. Alshammari et al. [ 6 ] discovered that psychiatric nurses showed moderate levels of compassion satisfaction, burnout, and secondary traumatic stress, and that lifestyle behaviors like regular exercise acted as a protective factor. The authors, therefore, inferred that the injection of wellness and resilience programs could be of great help to psychiatric nurses. A comparison study in Jeddah showed that psychiatric nurses considered themselves to have lower compassion satisfaction and higher burnout than non-psychiatric nurses, thus the difference in the challenges of psychiatric settings [ 14 ]. Alreshidi [ 5 ] also observed a high level of compassion fatigue in psychiatric nurses and mentioned that heavy workload and being subjected to violent patients were the main factors leading to ‍‌‍‍‌it. Comparable results have been observed in the wider region. A‍‌‍‍‌ study in Jordan by Dwekat et al. [4] revealed that psychiatric nurses had moderate ProQOL scores, and among these, job satisfaction and turnover intention were most strongly related to ProQOL domains. On the same note, a study of psychiatric nurses in Bahrain showed middle levels of compassion satisfaction and burnout, and staff support was identified as the most significant protective factor [15]. The local evidence from these studies indicates that psychiatric nurses throughout the Middle East endure the same kind of stress, which leads to the assumption that common cultural and systemic factors might be influencing ‍‌‍‍‌them. Determinants‍‌‍‍‌ of ProQOL Several determinants have been identified across Saudi and regional studies that significantly influence ProQOL outcomes. Demographic factors like older age and longer professional experience are demonstrated to be related to higher compassion satisfaction [ 7 ]. Organizational factors such as workload, staffing adequacy, exposure to violence, and supervisor support not only influence ProQOL outcomes but also contribute significantly to them [ 8 , 13 ]. Lifestyle and psychological factors such as resilience, self-efficacy, and physical activity also have a bearing on ProQOL, where healthier lifestyles are associated with higher satisfaction and lower burnout [ 6 ]. Most importantly, ProQOL outcomes are very much correlated with job satisfaction and turnover intentions, thus, it being a critical workforce indicator [ 4 ]. Gaps in the literature Essential gaps continue to exist despite all these breakthroughs. As a matter of fact, only a handful of studies in Saudi Arabia have focused solely on psychiatric nurses, hence, the limited establishment of specialty-specific benchmarks. Moreover, the majority of the studies are cross-sectional, thus, causal inferences cannot be made. Although the Arabic versions of ProQOL have demonstrated good reliability, it is still necessary to carry out further psychometric validation in nurse populations in the psychiatric field. The truth is, there are very few intervention studies; most of the research has been descriptive, thus, it is unclear how effective the suggested strategies such as resilience training, staffing changes, or planned debriefings ‍‌‍‍‌are. ‍‌‍ 2 . Methodology 2.1 Research Design The study employs a cross-sectional research design, which is a method generally used in the nursing and health science fields to obtain data that reflect the current state of affairs [16]. The professional quality of life (ProQOL) unit of psychiatric nurses is thus effectively measured through this design, which also permits compassion satisfaction, burnout, and secondary traumatic stress co-occurrence to be assessed at a single point without follow-up ‍‌‍‍‌examinations. 2.2 Study Setting The research will be carried out in a number of psychiatric hospitals that are located throughout the Kingdom of Saudi Arabia. These sanatoriums had been selected since they offer a complete range of mental health treatment services, have a large number of psychiatric nurses on their staff, and, most importantly, are the representatives of different areas within the country. 2.3 Study Population The target population focuses on registered nurses who are on the staff of psychiatric hospitals in Saudi Arabia and are engaged in direct patient care. Both male and female nurses will be permitted to be included in the study as a reflection of the demographic distribution of the nursing workforce in the Kingdom. 2.4 Inclution and Exclusion Criteria Inclusion criteria: Nurses performing their duties in psychiatric hospitals within Saudi Arabia, and meeting the following conditions: registration with the Saudi Commission for Health Specialties, having a minimum of six months of work experience in psychiatric nursing, and being willing to participate in the study. Exclusion criteria: Student nurses, interns, administrative staff, and nurses who will be on an extended leave during the data collection period will not be considered. 2.5 Sampling Method and Sample Size The researcher applied a convenience sampling method, which enables them to enlist those participants who are the most accessible and are also willing to take part in the study [17]. Even though probability sampling is better for making generalizations, convenience sampling is often used in similar nursing studies because of the practical and logistical limitations that are faced [18]. Researchers determined the number of people to be involved in the study by using the G*Power statistical software to ensure that the study has enough power for the statistics they want to perform [19]. Depending on the assumed medium effect size (Cohen’s d = 0.30), an alpha level of 0.05, and power of 0.80, the smallest number of samples needed would be about [insert calculated number once finalized]. The researchers will seek a 10-15% increase in the number of the sample in order to cover the issue of non-response. 2.6 Data Collection Tool Information gathered by using the Professional Quality of Life Scale (ProQOL, Version 5) that was created by Stamm [2]. The tool consists of 30 questions that are equally divided into three groups: compassion satisfaction, burnout, and secondary traumatic stress. Each question is scored on a 5-point Likert scale where 1 stands for never and 5 for very often. ProQOL has been broadly tested in different nursing groups and has shown good internal consistency with Cronbach’s alpha values ranging from 0.75 to 0.88 [20]. Apart from that, a demographic questionnaire will be added to collect background information on age, gender, years of nursing experience, educational level, and work-related factors. 2.7 Data Collection Procedure Approval from King Saud University IRB committee was obtained before conducting this study Qualified nurses approached during their working hours and given an information sheet that details the objectives of the research, the voluntary character of the participation, etc. After the electronic informed consent was obtained, a link providing access to the Google Forms survey sent to the participants. The survey, which includes both a demographic questionnaire and the ProQOL, was expected to take about 15-20 minutes of the participant's time. Answers were submitted in an electronic way, thus, the process was user-friendly and accessible to stakeholders while at the same time respecting their privacy and anonymity. The principal investigators only were able to reach the data that are stored on the secure Google Forms platform. Results Table 1 summarizes the demographic and professional characteristics of the study participants. Of the 130 individuals in the sample, most were male (58.5%), while the remaining population was female (41.5%). Participants were primarily between the ages of 31-40 (56.2%), followed by those in the 20-30 age category (30.8%). Therefore, this demographic group included fewer numbers of people aged 41-50 at 12.3 percent, and only one individual was over 50 years of age. In terms of marital status, the majority (64.6%) were married, while 30.0 percent were single and 5.4 percent were divorced. The largest percentage of participants were also well educated; over half (58.5%) held bachelor’s degrees, followed by 26.2 percent who had obtained Diplomas, 13.1 percent with master’s degrees, and 2.2 percent with Doctorate degrees. Table 1. Demographic and Professional Characteristics among the study participants (N=130) Characteristic Category Study participant (n=130) No. % Gender Female 54 41.5% Male 76 58.5% Age 20 - 30 years 40 30.8% 31 - 40 years 73 56.2% 41 - 50 years 16 12.3% Over 50 years 1 0.7% Marital Status Single 39 30.0% Married 84 64.6% Divorced 7 5.4% Education Level Bachelor's 76 58.5% Diploma 34 26.2% Master's 17 13.1% PhD 3 2.2% Table 2 revealed that this study population was primarily composed of employees that have been with the hospital for 5+ years (40%) as well as employees that had 2 – 5 years of experience (32.3%) and 0.5 – 2 years’ experience (24.6%); therefore, this study is also representative of a large number of long-term employees (40% greater than 5). Only 3.1 % of respondents reported being employed for less than 6 months at the time of completing the survey. In addition to the above findings regarding the length of service the distribution of respondents by department also has some interesting outcomes. By department, Inpatient Wards represent the largest group of respondents (37%) while respondents are also evenly distributed among Outpatient Clinics (21.5%), Addiction Treatment (20.0%), and Emergency Department (17.7%). Finally, regarding monthly pay, over half of the study population (53.8%) fall within the middle monthly pay range of 15,000-20,000 SAR, while nearly 40.8% earn between 10,000-15,000 SAR per month. A small percentage of the respondents (4.6%) had the highest possible monthly pay rate (i.e., over 20,000) while another small percentage (0.8%) earned between 5,000 and 10,000 SAR per month. Participants’ work experience, department, and monthly income distribution are presented in Table 2. Table 2 . Work Experience and Compensation among the study participants (N=130) Characteristic Category Study participant (n=130) No. % Time Working at the Hospital More than 2 months but less than 6 months 4 3.1% More than 6 months but less than 2 years 32 24.6% More than 2 years but less than 5 years 42 32.3% More than 5 years 52 40.0% Department Inpatient Wards 48 37% Outpatient Clinics 28 21.5% Addiction Treatment 26 20.0% Emergency 23 17.7% Other/Combined/Missing 5 3.8% Monthly Income 5,000 to 10,000 SAR 1 0.8% 10,000 to 15,000 SAR 53 40.8% 15,000 to 20,000 SAR 70 53.8% More than 20,000 SAR 6 4.6% The item-level frequency distribution of the Compassion Satisfaction subscale is shown in Table 3. The Compassion Satisfaction Scale (CSS) data indicated that most participants demonstrated high levels of professional satisfaction as evidenced by the strong positive trend across most of the items and that many of the responses that indicated "Often" and "Very Often" were at a level above 50 %. Over half of the participants reported being satisfied with their caregiving skills (59.3 %), often to very often did their work (48.5 %), proud of the care they provided (53.9 %), and happy with their career choices (50 %). In addition to the items measuring energy derived from work and happy thoughts, these two categories also had a strong positive association. There were also areas identified in the CSS data where improvements are necessary. Specifically, nearly one quarter of the respondents indicated that they "Sometimes," "Rarely," or "Never" feel recharged or energized following their work. Additionally, a substantial number of respondents indicated doubt regarding their ability to provide quality care (37.0 percent) and their ability to maintain up-to-date knowledge of advancements in technology and protocols (26.1%). Table 3. Frequency of Compassion Satisfaction Scale among the study participants (N=130) Q Compassion Satisfaction Never Rarely Sometimes Often Very Often 3 I feel satisfied due to my ability to provide care for patients. 3 (2.3%) 12 (9.2%) 38 (29.2%) 50 (38.5%) 27 (20.8%) 6 I feel refreshed and energetic after working with those I care for. 20 (15.4%) 15 (11.5%) 31 (23.8%) 29 (22.3%) 35 (27%) 12 I love my work as a caregiver. 18 (13.8%) 19 (14.6%) 31 (23.8%) 27 (20.8%) 35 (27%) 16 I am satisfied with my ability to keep up with the latest technologies and protocols used in patient care. 20 (15.4%) 15 (11.5%) 14 (10.8%) 40 (30.8%) 41 (31.5%) 18 My work makes me feel satisfied. 16 (12.3%) 17 (13.1%) 34 (26.2%) 30 (23%) 33 (25.4%) 20 I am possessed by happy thoughts and feelings about those I care for and how I can help them. 16 (12.3%) 15 (11.5%) 32 (24.6%) 31 (23.8%) 36 (27.8%) 22 I believe I can make a difference through my work. 13 (10.0%) 17 (13.1%) 37 (28.5%) 36 (27.7%) 27 (20.7%) 24 I am proud of what I can provide in care to my patients. 19 (14.6%) 15 (11.5%) 26 (20.0%) 30 (23.1%) 40 (30.8%) 27 I have thoughts that I am a successful caregiver. 18 (13.8%) 15 (11.5%) 36 (27.7%) 30 (23.1%) 31 (23.9%) 30 I am happy that I chose this profession. 28 (21.5%) 9 (6.9%) 28 (21.5%) 32 (24.6%) 33 (25.5%) The item-level responses for the Burnout subscale are reported in Table 4. A complex and multi-faceted response to the Burnout scale found that most participants were happy (71.5% of responses combined from "Often" to "Very Often") and are viewed as caring (52.7%). However, several critical factors indicated a significant amount of burnout in the work force. A large portion of the work force was feeling exhausted from caregiving duties (36.9% of responses were "Sometimes," and 31.5% of responses were either "Often" or "Very Often") and a large percentage of the respondents were experiencing their workload as being an "endless source of stress" (41.5% of responses were either "Often" or "Very Often"). Feelings of being "trapped" in their work were also common. 38.5% of respondents stated that they "Sometimes," "Often," or "Very Often" feel like they are "prisoners" in their work. Further, 52.3% of the respondents indicated they felt "stuck" because of the work system. Furthermore, 34.6% of respondents indicated that "sleep disturbances related to traumatic experiences with patients" negatively impacted their business activities "Often" or "Very Often." Most notably, despite these barriers, many respondents had positive self-perceptions and sustaining beliefs in themselves. 53.1% of respondents stated that they were "that person," "that they always wanted to be," and 53.1% stated they had sustaining beliefs in themselves "Often" or "Very Often." Table 4. Frequency of Burnout Scale among the study participants (N=130) Q Never Rarely Sometimes Often Very Often 1 I am happy. 5 (3.8%) 3 (2.3%) 29 (22.3%) 36 (27.7%) 57 (43.9%) 4 I feel connected to the patients. 12 (9.2%) 37 (28.5%) 26 (20.0%) 34 (26.2%) 21 (16.1%) 8 My productivity at work has decreased because I don't get enough sleep due to dealing with a patient's trauma. 19 (14.6%) 40 (30.8%) 32 (24.6%) 26 (20.0%) 13 (10.8%) 10 I feel like a prisoner in my work as a caregiver. 28 (21.5%) 23 (17.7%) 35 (26.9%) 21 (16.2%) 23 (17.7%) 15 I have beliefs that sustain me. 19 (14.6%) 20 (15.4%) 22 (16.9%) 30 (23.1%) 39 (30.7%) 17 I am the person I have always wanted to be. 21 (16.2%) 13 (10.0%) 24 (18.5%) 39 (30.0%) 33 (26.1%) 19 My work as a caregiver makes me feel exhausted. 17 (13.1%) 23 (17.7%) 49 (37.7%) 12 (9.2%) 29 (23.1%) 21 I feel a lot of pressure because the workload seems endless. 23 (17.7%) 23 (17.7%) 30 (23.1%) 23 (17.7%) 31 (23.8%) 26 I feel stuck because of the work system. 24 (18.5%) 38 (29.2%) 23 (17.7%) 19 (14.6%) 26 (20.0%) 29 I am a very caring person. 18 (13.8%) 15 (11.5%) 29 (22.3%) 38 (29.2%) 30 (24%) Table 5 presents the frequency analysis of data obtained using the Secondary Traumatic Stress scale, indicating that most caregivers experienced symptoms associated with secondary traumatic stress. Additionally, a large percentage of respondents (41.5%) reported feelings of preoccupation with patient care "Often" or "Very Often." A significant number of participants also reported having experienced intrusive symptoms (such as being startled by sudden sounds "Often/Very Often" - 30.7% - and feeling/experiencing frightening thoughts about the helping profession "Often/Very Often" - 27.6%). Avoidance of reminders of patients’ traumatic experiences was prevalent among respondents (31.4% Reported they "Sometimes Avoided" and 31.4% "Often/Very Often" avoided reminders of patients’ traumatic experiences). In addition, blurred boundaries were clearly evident in that two-thirds of the sample (61.5%) stated they found it difficult to distinguish between their personal and professional lives (at least "Sometimes" or "Often/Very Often"). A strong number of respondents (50.8%) agreed/indicated that they have personally felt affected by their patients' psychological stresses at least "Sometimes" or "Often/Very Often." Cognitively, 35.4% of respondents stated they have difficulty recalling essential aspects of their work with traumatized patients "Often" or "Very Often." The item-level frequency distribution of the Secondary Traumatic Stress subscale is presented in Table 5. Table 5. Frequency of Secondary Traumatic Stress Scale among the study participants (N=130) Q Never Rarely Sometimes Often Very Often 2 I am preoccupied with providing care to patients. 25 (19.2%) 14 (10.8%) 37 (28.5%) 36 (27.7%) 18 (13.8%) 5 I get startled or jump when I hear sudden noises. 35 (26.9%) 29 (22.3%) 26 (20.0%) 12 (9.2%) 28 (21.6%) 7 I find it difficult to separate my personal life from my professional life as a caregiver. 21 (16.2%) 29 (22.3%) 42 (32.3%) 20 (15.4%) 18 (13.8%) 9 I think I am affected by the psychological pressure the patients are exposed to. 28 (21.5%) 36 (27.7%) 25 (19.2%) 17 (13.1%) 24 (18.5%) 11 Because of my work as a caregiver, I feel tense about many things. 24 (18.5%) 33 (25.4%) 27 (20.8%) 29 (22.3%) 17 (13.8%) 13 I feel depressed because of the traumatic events some patients are exposed to. 23 (17.7%) 36 (27.7%) 33 (25.4%) 17 (13.1%) 21 (16.9%) 14 I feel as if I am personally suffering from a trauma experienced by a patient I cared for. 36 (27.7%) 35 (26.9%) 17 (13.1%) 20 (15.4%) 22 (16.9%) 23 I avoid certain activities and situations because they may remind me of frightening situations experienced by some patients I cared for. 26 (20.0%) 26 (20.0%) 37 (28.5%) 23 (17.7%) 18 (13.8%) 25 As a result of helping, I get scary thoughts. 46 (35.4%) 32 (24.6%) 16 (12.3%) 16 (12.3%) 20 (15.4%) 28 I cannot remember important parts of my work with patients who have been traumatized. 23 (17.7%) 34 (26.2%) 35 (26.9%) 12 (9.2%) 26 (20.7%) Table 6 presents the analysis of professional quality of life revealed distinct patterns across its three core components. Most participants (80.8%) reported a moderate level of compassion satisfaction, while high satisfaction was less common (14.6%). In contrast, the prevalence of negative occupational outcomes was pronounced. An overwhelming majority of the sample (86.2%) experienced a moderate level of burnout. Furthermore, secondary traumatic stress was found to be highly prevalent, with 87.7% of participants scoring in the high range, indicating that the psychological toll of exposure to patients' trauma was a near-universal experience within this workforce. Table 6. Overall Levels of Professional Quality of Life among the study participants (N=130) Frequency Percent Compassion satisfaction Low 6 4.6 Moderate 105 80.8 High 19 14.6 Burnout Low 18 13.8 Moderate 112 86.2 Secondary traumatic stress Low 16 12.3 High 114 87.7 Table 7 presents the analysis of the relationships between the Professional Quality of Life dimensions revealed statistically significant correlations. A moderate, negative correlation was found between Compassion Satisfaction and Burnout, indicating that as levels of compassion satisfaction increased, levels of burnout tended to decrease. Conversely, a significant positive correlation was identified between Burnout and Post-Traumatic Stress, meaning that higher burnout was associated with higher levels of traumatic stress. Finally, a significant, though weaker, negative correlation was observed between Compassion Satisfaction and Post-Traumatic Stress, suggesting that higher satisfaction was linked to lower traumatic stress. Table 7. Correlations Between Professional Quality of Life Dimensions among the study participants (N=130) Compassion satisfaction Post traumatic burnout2 R -.366 ** .315 ** p-value .000 .000 Compassion satisfaction r 1 -.237 ** p-value .007 Table 8 demonstrated that there was not significantly significant difference between the mean scores of compassion satisfaction with respect to any of the demographic or occupational categories. There were some notable group differences in the average mean scores for compassion satisfaction; as a divorced participant, with an average score of 37.14, had significantly higher scores compared to single (33.33) or married (33.35) participants. Likewise, differences by age, income, education level, years worked at the hospital, and work department were minimal, meaning there were no statistically significant differences between these groups as well. Table 8. Comparison between Demographic and Occupational Variables among the study participants (N=130) Variable Group Mean Std. Deviation F p-value Age 20 - 30 years 33.20 6.66 0.182 0.908 31 - 40 years 33.56 8.30 41 - 50 years 34.56 8.67 Over 50 years 30.00 - Social Status 5,000 to 10,000 SAR 35.01 8.00 2.06 0.10 10,000 to 15,000 SAR 32.04 7.07 15,000 to 20,000 SAR 35.50 10.24 More than 20,000 SAR 25.00 . Marital Status Single 33.33 7.97 0.78 0.45 Married 33.35 7.78 Divorced 37.14 7.27 Education Level Bachelor's 33.74 10.59 0.163 0.92 Diploma 33.21 6.47 Master's 34.65 7.56 PhD 33.67 6.03 Years at Hospital More than 6 months but less than 2 years 33.62 5.62 0.979 0.37 More than 2 years but less than 5 years 32.12 7.44 More than 5 years 34.35 9.02 Work Department Inpatient Wards 31.19 6.29 1.220 0.30 Outpatient Clinics 33.74 7.21 Addiction Treatment 34.00 7.20 Emergency 33.92 9.03 Other 38.80 7.05 Table 9 displayed that post-trauma stress levels were not found to be statistically significant among the majority of demographic or occupational variables. However, while some mean score differences were observed, (singles with a mean score on the PTSD scale of 29.46, compared to both married (28.68) and divorced (25.57), or Master's (30.47) degree holders having the highest levels of PTSD), none of these differences reached statistical significance (p > 0.05). Likewise, there were no notable differences between categories of yearly income, age, amount of time worked within a hospital setting, or department worked within a hospital. Table 9: Comparison Post-Traumatic Stress score with Demographic and Occupational Variables among the study participants (N=130) Variable Group Mean Std. Deviation F p-value Age 20 - 30 years 29.63 4.82 0.815 0.488 31 - 40 years 28.58 5.37 41 - 50 years 27.44 4.34 Over 50 years 27.00 - Social Status 5,000 to 10,000 SAR 28.67 5.595 0.15 0.93 10,000 to 15,000 SAR 28.71 4.65 15,000 to 20,000 SAR 27.00 3.91 More than 20,000 SAR 29.00 . Marital Status Single 29.46 5.37 1.780 0.17 Married 28.68 4.84 Divorced 25.57 5.83 Education Level Bachelor's 26.79 4.57 2.659 0.051 Diploma 29.24 5.24 Master's 30.47 4.53 PhD 28.67 5.51 Years at Hospital More than 6 months but less than 2 years 30.00 4.32 1.699 0.187 More than 2 years but less than 5 years 28.60 5.18 More than 5 years 27.94 5.45 Work Department Inpatient Wards 27.85 4.36 1.236 0.29 Outpatient Clinics 30.09 5.37 Addiction Treatment 28.82 5.57 Emergency 28.92 4.88 Other/Combined/Missing 25.20 5.89 Table 10 indicated that burnout was statistically significant by both educational level and social class, while no other demographic or professional characteristics made much of a difference in terms of their effects on burnout. Burnout demonstrated a clear gradient with increasing levels of education showing higher average scores for burnout as degree levels rose from a Bachelor's (26.00) to a Master’s (30.12) to a doctoral (33.67) degree with statistical significance (p = 0.033). The data indicated that there was a significant association between social class and level of burnout (p = 0.03). The association was found to exist in that as social class increases, the level of burnout increases. On the other hand, demographic characteristics of age, marital status, and years working. Table 10: burnout by Demographic and Occupational Variables among the study participants (N=130) Variable Group Mean Std. Deviation F p-value Age 20 - 30 years 28.18 3.87 0.836 0.47 31 - 40 years 27.08 6.38 41 - 50 years 29.50 8.04 Over 50 years 27.00 - Marital Status Single 27.26 5.30 0.397 0.67 Married 28.04 6.11 Divorced 26.43 7.93 Education Level Bachelor's 26.00 8.30 2.996 0.033 Diploma 27.71 4.44 Master's 30.12 5.31 PhD 33.67 5.51 Years at Hospital More than 6 months but less than 2 years 28.00 4.00 0.155 .856 More than 2 years but less than 5 years 27.90 4.87 More than 5 years 27.35 7.75 Work Department Inpatient Wards 28.08 6.78 0.206 0.934 Outpatient Clinics 28.39 5.55 Addiction Treatment 27.61 5.24 Emergency 27.42 6.02 Other/Combined/Missing 26.20 8.23 Social Status 5,000 to 10,000 SAR 26.0 8.30 2.99 0.03* 10,000 to 15,000 SAR 27.75 4.44 15,000 to 20,000 SAR 30.11 5.31 More than 20,000 SAR 33.66 5.57 Discussion The results of this study provide a comprehensive understanding of the professional quality of life among psychiatric nurses in Saudi Arabia, revealing a distinctive balance between meaningful professional fulfillment and substantial emotional strain. The moderate levels of compassion satisfaction reported by most participants reflect a strong sense of purpose and intrinsic motivation derived from caring for vulnerable psychiatric patients. This finding aligns with previous international research suggesting that mental health professionals often experience deep emotional rewards from witnessing patient progress and contributing to therapeutic outcomes. However, this positive dimension exists alongside significant psychological challenges, as demonstrated by the moderate burnout levels and the notably high prevalence of secondary traumatic stress observed in the sample. Such elevated levels of traumatic stress are consistent with literature emphasizing the heavy emotional toll associated with continuous exposure to patient trauma, aggression, and crisis situations, which are characteristic features of psychiatric settings. Furthermore, the strong negative correlation between compassion satisfaction and burnout underscores the protective influence of emotional fulfillment on psychological resilience. Conversely, the positive correlation between burnout and secondary traumatic stress highlights how chronic emotional exhaustion may intensify vulnerability to trauma-related symptoms. The limited impact of demographic variables on ProQOL dimensions suggests that emotional outcomes are shaped more by workplace conditions and the nature of psychiatric caregiving than by individual background factors. However, the significant differences in burnout across education levels and income indicate that higher professional expectations and increased responsibilities may expose highly qualified staff to greater psychological burden. These findings emphasize the urgent need for healthcare institutions to adopt systematic interventions that address emotional exhaustion, enhance organizational support, and strengthen coping mechanisms among psychiatric nurses. Without targeted strategies, the combination of high traumatic stress and persistent burnout may compromise not only staff well-being but also the quality and safety of patient care Conclusion The findings of this study indicate that healthcare professionals experience a delicate balance between meaningful professional fulfillment and considerable emotional strain in their daily work environment. Although most participants reported moderate levels of Compassion Satisfaction, the prevalence of burnout and Secondary Traumatic Stress was notably high, suggesting that while caregivers derive purpose and pride from their work, continuous exposure to patient suffering, heavy workloads, and emotionally demanding situations takes a significant psychological toll. The observed correlations among the three dimensions of Professional Quality of Life further highlight their interconnected nature. Higher Compassion Satisfaction was associated with lower burnout and reduced traumatic stress, reinforcing its role as a protective factor, whereas burnout showed a strong positive relationship with traumatic stress, indicating that emotional exhaustion may deepen psychological distress. Although demographic factors had limited overall influence, education level and income were significantly linked to burnout, implying that increased responsibility and professional expectations may intensify emotional fatigue. These findings underscore the critical need for structured institutional support systems to safeguard the mental well-being of healthcare professionals and sustain the quality of patient care. Hospitals should implement comprehensive mental health support mechanisms, including counseling services, stress-management programs, and confidential psychological assistance. Organizational policies must prioritize balanced workloads, adequate staffing, and scheduled rest periods to minimize exhaustion and enhance job satisfaction. Strengthening supervisory support and fostering an empathetic leadership culture can further promote emotional security and job engagement. Additionally, professional development initiatives should be aligned with realistic expectations to prevent burnout among highly qualified staff. Encouraging peer-support interactions and routinely assessing staff well-being using validated tools such as the ProQOL scale can facilitate early detection of distress and timely intervention. Collectively, these measures can contribute to a healthier, more resilient healthcare workforce capable of delivering high-quality patient care. Declarations Informed Consent Statement: Informed consent was obtained from all participants before they completed the online survey. Conflicts of Interest: The authors declare no conflicts of interest. The funder had no role in the design of the study; in the collection, analyses, or interpretation of data; in the writing of the manuscript; or in the decision to publish the results. Author Contribution Study concept and design, data saturation, statistical Analysis and interpretation of the data, drafting of the manuscript: B.A. (Bandar Alharbi). The author has read and agreed to the published version of the manuscript. Acknowledgement The author of this study would like to extend their appreciation to the Ongoing Research Funding Program King Saud University, Riyadh 11451, Saudi Arabia, grant number ORF-2026-1339. Data Availability The data presented in this study are not shared due to privacy and ethical restrictions but are available on request from the corresponding author. References Duffy, E.; O’Connor, M.; Healy, P. Professional Quality of Life among mental health nurses: A systematic review and meta-analysis. Int. J. Ment. Health Nurs. 2024 , 33 , 334–348. Stamm, B.H. The Concise ProQOL Manual . ProQOL.org (2nd ed.), 2010. Hegney, D.G.; Rees, C.S.; Eley, R.; Osseiran-Moisson, R.; Francis, K. The contribution of individual psychological resilience in determining the Professional Quality of Life of Australian nurses. Front. Psychol. 2019 , 10 , 274. Dwekat, E.; Al-Momani, M.; Al-Shdayfat, N. Professional Quality of Life, job satisfaction, and intention to leave among psychiatric nurses: A cross-sectional study. Psychol. Res. Behav. Manag. 2024 , 17 , 113–123. Alreshidi, N. Compassion fatigue prevalence and risk factors among Saudi psychiatric nurses. Medicine 2023 , 102 , e33341. Alshammari, F.; Alhawsawi, A.; Alanazi, F. Compassion satisfaction, burnout, and secondary traumatic stress among Saudi psychiatric nurses: Prevalence and predictors. Medicine 2023 , 102 , e33342. Algamdi, M.M. The Professional Quality of Life among nurses in Saudi Arabia: A multi-centre study. Nurs.: Res. Rev. 2022 , Volume , 29–37. DOI:10.2147/NRR.S333544. Alshahrani, F.; Alshahrani, S.; Alzahrani, M. Professional Quality of Life among nurses: Compassion satisfaction, burnout, and secondary traumatic stress—A multisite study in Saudi public hospitals. J. Patient Experience 2022 , 9 , 1–10. DOI:10.1177/23743735221113259. Khan, S.; Islam, S.; Alanazi, A. Prevalence and risk factors of compassion satisfaction and compassion fatigue among emergency medicine professionals: A cross-sectional study from Saudi Arabia. J. Pak. Med. Assoc. 2024 , 74 , 555–561. Heritage, B.; Rees, C.S.; Hegney, D.G. Construct validity of the Professional Quality of Life (ProQOL) scale in a sample of helping professionals. Psychol. Assess. 2019 , 31 , 589–600. Aguayo-Estremera, R.; Fernández-Méndez, F.; Pérez-Fuentes, M.C. Construct validity of the Professional Quality of Life Scale (ProQOL) in health professionals: A systematic review. Healthcare 2024 , 12 , 77. Vrklevski, L.P.; Franklin, J. Psychometric evaluation of the Professional Quality of Life Scale (ProQOL-5) in allied mental health professionals. Curr. Psychol. 2024 , 43 , 44–56. Alorfi, N.M.; Alsaeed, E.A.; Althobaiti, S.A. Professional Quality of Life among intensive care unit nurses in Saudi Arabia: A cross-sectional study. Saudi J. Health Sci. 2024 , 13 , 67–74. Khobrani, A. A., Alosaimi, A. K., Abbas, K. S., Alsheikhi, S. I. A., Krdy, F. A. Professional quality of life among psychiatric and non-psychiatric nurses in Jeddah. Med Sci 2023 , 27 , 1-11. Bahrain Medical Bulletin. Professional Quality of Life in psychiatric nurses: The relationship with burnout and secondary traumatic stress. Bahrain Med. Bull. 2024 , 46 , 47–53. Setia, M.S. Methodology series module 3: Cross-sectional studies. Indian J. Dermatol. 2016 , 61 , 261–264. DOI:10.4103/0019-5154.182410. Etikan, I.; Musa, S.A.; Alkassim, R.S. Comparison of convenience sampling and purposive sampling. Am. J. Theor. Appl. Stat. 2016 , 5 , 1–4. DOI:10.11648/j.ajtas.20160501.11. Polit, D.F.; Beck, C.T. Nursing Research: Generating and Assessing Evidence for Nursing Practice (11th ed.); Wolters Kluwer, 2021. Faul, F.; Erdfelder, E.; Buchner, A.; Lang, A.-G. Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behav. Res. Methods 2009 , 41 , 1149–1160. DOI:10.3758/BRM.41.4.1149. Xie, W.; Chen, L.; Feng, F.; Okoli, C.T.C.; Tang, P.; Zeng, L.; Zhang, Y. The prevalence of compassion satisfaction, compassion fatigue, and burnout among nurses: A systematic review and meta-analysis. Int. J. Nurs. Stud. 2021 , 120 , 103973. Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8944612","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":597185790,"identity":"b6a96d01-66c5-46fe-824e-f6769122432c","order_by":0,"name":"Bandar S. Alharbi","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA7klEQVRIie3OPQrCMBiA4UigLqldWxS9QkqgtSCeJSFr0c3FQUHI5AH0FoKLbkoGF3/WrOLaweJSwcGom0jQzSEvJITAw/cBYLP9YfhxHYf6AaF8fa2+IexJHP4rAYh8R+Lybn1mi3Y3LqNLeBWgXlEUngsDScYd7rMtT5Yjd85dAUigqBOMTYutUuwzATGW7lyWBGAzTQAykUNGCiYGmqDTWi820ATmNxNRaaSnyAeBVC9GsaKgapqSTLKoycQGJyOHELT3w+n2KKo1A4m9lKhc9HHsyVNQ9FqNyobLPDOQ93x9SsMfgM1ms9k+dQemGE1+cog7nAAAAABJRU5ErkJggg==","orcid":"","institution":"King Saud University","correspondingAuthor":true,"prefix":"","firstName":"Bandar","middleName":"S.","lastName":"Alharbi","suffix":""}],"badges":[],"createdAt":"2026-02-23 08:23:54","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8944612/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8944612/v1","draftVersion":[],"editorialEvents":[{"content":"https://doi.org/10.1007/s11126-026-10278-3","type":"published","date":"2026-04-06T15:57:22+00:00"}],"editorialNote":"","failedWorkflow":false,"files":[{"id":103574676,"identity":"8f6f2c0e-3476-4c73-baa2-1d74936a5961","added_by":"auto","created_at":"2026-02-27 09:05:20","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":63003,"visible":true,"origin":"","legend":"\u003cp\u003eCharts for Demographic and Professional Characteristics among the study participants (N=130)\u003c/p\u003e","description":"","filename":"floatimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/17610c199fbefa716ab55e2f.png"},{"id":103574672,"identity":"8a708eab-546e-44de-a9d0-e029acc0bab5","added_by":"auto","created_at":"2026-02-27 09:05:20","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":105228,"visible":true,"origin":"","legend":"\u003cp\u003eBar graphs of Frequency of Compassion Satisfaction Scale among the study participants\u003c/p\u003e","description":"","filename":"floatimage2.png","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/eb3b3ca0c55097a125b53588.png"},{"id":104398866,"identity":"bbf9f6ee-27ce-454a-b6be-022091807cfe","added_by":"auto","created_at":"2026-03-11 12:04:02","extension":"png","order_by":3,"title":"Figure 3","display":"","copyAsset":false,"role":"figure","size":74787,"visible":true,"origin":"","legend":"\u003cp\u003eBar graphs for Frequency of Burnout Scale among the study participants\u003c/p\u003e","description":"","filename":"floatimage3.png","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/65f6780c67ad3c747fa85919.png"},{"id":104398880,"identity":"d6592277-8014-4273-b842-22cc3b16beaa","added_by":"auto","created_at":"2026-03-11 12:04:07","extension":"png","order_by":4,"title":"Figure 4","display":"","copyAsset":false,"role":"figure","size":76579,"visible":true,"origin":"","legend":"\u003cp\u003eFrequency of Secondary Traumatic Stress Scale among the study participants\u003c/p\u003e","description":"","filename":"floatimage4.png","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/f27ae81c690dcf963c36dff2.png"},{"id":103574673,"identity":"67bfcd62-37a0-459f-864c-b785c8c90f28","added_by":"auto","created_at":"2026-02-27 09:05:20","extension":"png","order_by":5,"title":"Figure 5","display":"","copyAsset":false,"role":"figure","size":23601,"visible":true,"origin":"","legend":"\u003cp\u003eOverview of Professional Quality of Life\u003c/p\u003e","description":"","filename":"floatimage5.png","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/8c011478172f321e69f7a709.png"},{"id":106808794,"identity":"64ac7486-b0e2-4d70-8519-04ae47e69e0d","added_by":"auto","created_at":"2026-04-13 16:01:10","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1303927,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8944612/v1/0a4ce614-9c51-439f-a4e3-7e4569d0526a.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Compassion Satisfaction, Burnout, and Secondary Traumatic Stress Among Psychiatric Nurses in Saudi Arabia: A Cross-Sectional Study","fulltext":[{"header":"​Introduction","content":"\u003cp\u003eNursing is generally considered to be physically and emotionally stressful among healthcare disciplines, with mental health nursing as the most extreme of those professions requiring continuous engagement with patients in crisis, with aggressive behavior, or with long-term psychiatric disorders. Psychiatric nurses, in particular, may find themselves exposed to a range of such situations including suicidal ideation, violent outbursts, and traumatic patient histories that potentially could lead them to experience both positive and negative psychological consequences [\u003cspan class=\"CitationRef\"\u003e1\u003c/span\u003e]. The term \u0026quot;professional quality of life (ProQOL)\u0026quot; has been coined in order to represent the psychological impacts that are behind those 3 dimensions: compassion satisfaction (CS), the feeling of joy that occurs when helping others; burnout (BO), the weariness and sense of inefficacy that results from prolonged work stress; and secondary traumatic stress (STS), the sorrow which develops due to the vicarious suffering of the patients [\u003cspan class=\"CitationRef\"\u003e2\u003c/span\u003e].\u003c/p\u003e\n\u003cp\u003eStudies indicate that psychiatric nurses frequently gain deep satisfaction from forming meaningful relationships with patients; however, they simultaneously are in danger of suffering from compassion fatigue, defined as the combination of burnout and STS, at high levels [\u003cspan class=\"CitationRef\"\u003e3\u003c/span\u003e]. A negative professional quality of life not only affects the nurses\u0026apos; personal lives but also poses risks to patients in terms of safety, reduces the possibility of therapeutic engagement, and leads to instability within organizations as a result of the turnover rate increase [\u003cspan class=\"CitationRef\"\u003e4\u003c/span\u003e]. Hence, getting a grasp of weighing these factors can actually serve as a basis both for nurse well-being promotion and for ensuring the sustainability of good-quality mental health care services.\u003c/p\u003e\n\u003cp\u003eAs part of healthcare reform under Vision 2030, Saudi Arabia plans to extend its mental health services network and put more emphasis on workforce retention [\u003cspan class=\"CitationRef\"\u003e5\u003c/span\u003e]. Despite such a promising outlook, it is still the case that psychiatric nursing is reported as the most stressful branch of the medical field within the Kingdom, with studies identifying issues such as stigma, heavy workload, and frequent patient aggression, among others (Alshammari et al. [\u003cspan class=\"CitationRef\"\u003e6\u003c/span\u003e]; Medical Science Jeddah Study, 2023). Given these circumstances, one might wonder why there has been a lack of in-depth focus on the professional quality of life (ProQOL) of psychiatric nurses in Saudi Arabia over the years. The majority of the existing studies have evaluated ProQOL among hospital nurses in general (e.g., intensive care, emergency, and general medical wards) [\u003cspan class=\"CitationRef\"\u003e7\u003c/span\u003e\u0026ndash;\u003cspan class=\"CitationRef\"\u003e9\u003c/span\u003e]. Nevertheless, psychiatric nurses might be encountering different issues than other hospital medical staff, thus it is very important to find out their ProQOL separately.\u003c/p\u003e\n\u003cp\u003eAmong healthcare professions, the \u003cem\u003eProfessional Quality of Life Scale (ProQOL-5)\u003c/em\u003e is the most typical tool to figure out three main aspects, namely, compassion satisfaction, burnout, and secondary traumatic stress [\u003cspan class=\"CitationRef\"\u003e2\u003c/span\u003e]. The instrument has also been converted to Arabic and tested several times in Saudi studies with adequate psychometric characteristics [\u003cspan class=\"CitationRef\"\u003e7\u003c/span\u003e] (see also Bahari et al. 2024). By employing the ProQOL-5 exclusively among psychiatric nurses, this research intends to produce data that can labor policy changes, be the source of well-being programs, and constitute guidance for the development of support systems in the Saudi mental health care administration \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;sector.\u003c/p\u003e\n\u003cdiv id=\"Sec2\" class=\"Section2\"\u003e\n \u003ch2\u003e1.1 Conceptual background of ProQOL\u003c/h2\u003e\n \u003cp\u003eThe concept of professional quality of life reflects the dual nature of caregiving professions: while providing care can be profoundly rewarding, it also carries the risk of emotional exhaustion and secondary trauma. Stamm [\u003cspan class=\"CitationRef\"\u003e2\u003c/span\u003e] conceptualized ProQOL as encompassing compassion satisfaction, which can buffer stress, and two negative dimensions burnout and secondary traumatic stress which collectively represent compassion fatigue. Later\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; on, different psychometric assessments have also agreed that the ProQOL-5 is an effective instrument for different cultures and professions, however, there are still discussions about the factor stability of its three subscales [10,11]. Studies of late have acknowledged that the significance of the interpretation of the results depends on the work and cultural context [12].\u003c/p\u003e\n \u003cp\u003eAccording\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; to international research, compassion fatigue in mental health nurses is a concern that is often raised with a magnitude of moderate to high intensity most of the time. In their systematic review, Duffy et al. [1] have come to a conclusion that it takes less time for mental health nurses to become exhausted and suffer secondary traumatic stress as compared to other non-psychiatric nurses. The reason for this is mainly their frequent exposure to patient aggression, self-harm, and trauma narratives. In a like manner, Hegney et al. [3] have found out that the level of resilience and support at the workplace are characteristics that strongly influence compassion satisfaction and low burnout rates in nursing groups. The results of these studies show that ProQOL is influenced by both personal factors (like resilience, coping strategies) and organizational factors (like staffing, leadership support) which are crucial determinants of \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;ProQOL.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\n \u003ch2\u003e2.2 Saudi\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; evidence in general nursing populations\u003c/h2\u003e\n \u003cp\u003eProQOL of hospital nurses has been a topic of several research in KSA. Algamdi [\u003cspan class=\"CitationRef\"\u003e7\u003c/span\u003e] carried out a wide multi-centre study and found moderate levels of compassion satisfaction along with high levels of burnout and STS. It was reported that an older age and longer professional experience led to higher compassion satisfaction. Likewise, Alshahrani et al. [\u003cspan class=\"CitationRef\"\u003e8\u003c/span\u003e] revealed that nurses in public hospitals had moderate ProQOL scores and the work environment and supervisory support were two main factors that protected them. According to Alorfi et al. [\u003cspan class=\"CitationRef\"\u003e13\u003c/span\u003e], Saudi ICU nurses expressed moderate satisfaction and high burnout that was due to high patient acuity and workload. Studies on the emergency department demonstrated that nurses are more likely to state burnout than physicians, thus local occupational exposures being the reason again [\u003cspan class=\"CitationRef\"\u003e9\u003c/span\u003e]. Altogether, these results indicate that Saudi nurses are likely to have moderate ProQOL however, there is a significant fluctuation depending on the area of specialization and working \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;conditions.\u003c/p\u003e\n \u003cp\u003e\u003cem\u003eEvidence\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; specific to psychiatric nurses\u003c/em\u003e\u003c/p\u003e\n \u003cp\u003eResearch that concentrates only on psychiatric nurses in Saudi Arabia is less but is increasing. Alshammari et al. [\u003cspan class=\"CitationRef\"\u003e6\u003c/span\u003e] discovered that psychiatric nurses showed moderate levels of compassion satisfaction, burnout, and secondary traumatic stress, and that lifestyle behaviors like regular exercise acted as a protective factor. The authors, therefore, inferred that the injection of wellness and resilience programs could be of great help to psychiatric nurses. A comparison study in Jeddah showed that psychiatric nurses considered themselves to have lower compassion satisfaction and higher burnout than non-psychiatric nurses, thus the difference in the challenges of psychiatric settings [\u003cspan class=\"CitationRef\"\u003e14\u003c/span\u003e]. Alreshidi [\u003cspan class=\"CitationRef\"\u003e5\u003c/span\u003e] also observed a high level of compassion fatigue in psychiatric nurses and mentioned that heavy workload and being subjected to violent patients were the main factors leading to \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;it.\u003c/p\u003e\n \u003cp\u003eComparable results have been observed in the wider region. A\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; study in Jordan by Dwekat et al. [4] revealed that psychiatric nurses had moderate ProQOL scores, and among these, job satisfaction and turnover intention were most strongly related to ProQOL domains. On the same note, a study of psychiatric nurses in Bahrain showed middle levels of compassion satisfaction and burnout, and staff support was identified as the most significant protective factor [15]. The local evidence from these studies indicates that psychiatric nurses throughout the Middle East endure the same kind of stress, which leads to the assumption that common cultural and systemic factors might be influencing \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;them.\u003c/p\u003e\n \u003cp\u003e\u003cem\u003eDeterminants\u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj; of ProQOL\u003c/em\u003e\u003c/p\u003e\n \u003cp\u003eSeveral determinants have been identified across Saudi and regional studies that significantly influence ProQOL outcomes. Demographic factors like older age and longer professional experience are demonstrated to be related to higher compassion satisfaction [\u003cspan class=\"CitationRef\"\u003e7\u003c/span\u003e]. Organizational factors such as workload, staffing adequacy, exposure to violence, and supervisor support not only influence ProQOL outcomes but also contribute significantly to them [\u003cspan class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan class=\"CitationRef\"\u003e13\u003c/span\u003e]. Lifestyle and psychological factors such as resilience, self-efficacy, and physical activity also have a bearing on ProQOL, where healthier lifestyles are associated with higher satisfaction and lower burnout [\u003cspan class=\"CitationRef\"\u003e6\u003c/span\u003e]. Most importantly, ProQOL outcomes are very much correlated with job satisfaction and turnover intentions, thus, it being a critical workforce indicator [\u003cspan class=\"CitationRef\"\u003e4\u003c/span\u003e].\u003c/p\u003e\n \u003cp\u003e\u003cem\u003eGaps in the literature\u003c/em\u003e\u003c/p\u003e\n \u003cp\u003eEssential gaps continue to exist despite all these breakthroughs. As a matter of fact, only a handful of studies in Saudi Arabia have focused solely on psychiatric nurses, hence, the limited establishment of specialty-specific benchmarks. Moreover, the majority of the studies are cross-sectional, thus, causal inferences cannot be made. Although the Arabic versions of ProQOL have demonstrated good reliability, it is still necessary to carry out further psychometric validation in nurse populations in the psychiatric field. The truth is, there are very few intervention studies; most of the research has been descriptive, thus, it is unclear how effective the suggested strategies such as resilience training, staffing changes, or planned debriefings \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;are.\u003c/p\u003e\n \u003cp\u003e\u0026zwj;\u0026zwnj;\u0026zwj; \u003cstrong\u003e2\u003c/strong\u003e. "},{"header":"Methodology","content":"\u003ch2\u003e\u003cem\u003e2.1 Research Design\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eThe study employs a cross-sectional research design, which is a method generally used in the nursing and health science fields to obtain data that reflect the current state of affairs [16]. The professional quality of life (ProQOL) unit of psychiatric nurses is thus effectively measured through this design, which also permits compassion satisfaction, burnout, and secondary traumatic stress co-occurrence to be assessed at a single point without follow-up \u0026zwj;\u0026zwnj;\u0026zwj;\u0026zwj;\u0026zwnj;examinations.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.2 Study Setting\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eThe research will be carried out in a number of psychiatric hospitals that are located throughout the Kingdom of Saudi Arabia. These sanatoriums had been selected since they offer a complete range of mental health treatment services, have a large number of psychiatric nurses on their staff, and, most importantly, are the representatives of different areas within the country.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.3 Study Population\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eThe target population focuses on registered nurses who are on the staff of psychiatric hospitals in Saudi Arabia and are engaged in direct patient care. Both male and female nurses will be permitted to be included in the study as a reflection of the demographic distribution of the nursing workforce in the Kingdom.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.4 Inclution and Exclusion Criteria\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eInclusion criteria: Nurses performing their duties in psychiatric hospitals within Saudi Arabia, and meeting the following conditions: registration with the Saudi Commission for Health Specialties, having a minimum of six months of work experience in psychiatric nursing, and being willing to participate in the study.\u003c/p\u003e\n\u003cp\u003eExclusion criteria: Student nurses, interns, administrative staff, and nurses who will be on an extended leave during the data collection period will not be considered.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.5 \u0026nbsp; \u0026nbsp;Sampling Method and Sample Size\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eThe researcher applied a convenience sampling method, which enables them to enlist those participants who are the most accessible and are also willing to take part in the study [17]. Even though probability sampling is better for making generalizations, convenience sampling is often used in similar nursing studies because of the practical and logistical limitations that are faced [18].\u003c/p\u003e\n\u003cp\u003eResearchers determined the number of people to be involved in the study by using the G*Power statistical software to ensure that the study has enough power for the statistics they want to perform [19]. Depending on the assumed medium effect size (Cohen\u0026rsquo;s d = 0.30), an alpha level of 0.05, and power of 0.80, the smallest number of samples needed would be about [insert calculated number once finalized]. The researchers will seek a 10-15% increase in the number of the sample in order to cover the issue of non-response.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.6 Data Collection Tool\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eInformation gathered by using the Professional Quality of Life Scale (ProQOL, Version 5) that was created by Stamm [2]. The tool consists of 30 questions that are equally divided into three groups: compassion satisfaction, burnout, and secondary traumatic stress. Each question is scored on a 5-point Likert scale where 1 stands for never and 5 for very often. ProQOL has been broadly tested in different nursing groups and has shown good internal consistency with Cronbach\u0026rsquo;s alpha values ranging from 0.75 to 0.88 [20]. Apart from that, a demographic questionnaire will be added to collect background information on age, gender, years of nursing experience, educational level, and work-related factors.\u003c/p\u003e\n\u003ch2\u003e\u003cem\u003e2.7 Data Collection Procedure\u003c/em\u003e\u003c/h2\u003e\n\u003cp\u003eApproval from King Saud University IRB committee was obtained before conducting this study Qualified nurses approached during their working hours and given an information sheet that details the objectives of the research, the voluntary character of the participation, etc. After the electronic informed consent was obtained, a link providing access to the Google Forms survey sent to the participants. The survey, which includes both a demographic questionnaire and the ProQOL, was expected to take about 15-20 minutes of the participant\u0026apos;s time. Answers were submitted in an electronic way, thus, the process was user-friendly and accessible to stakeholders while at the same time respecting their privacy and anonymity. The principal investigators only were able to reach the data that are stored on the secure Google Forms platform.\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003eTable 1 summarizes the demographic and professional characteristics of the study participants. Of the 130 individuals in the sample, most were male (58.5%), while the remaining population was female (41.5%). Participants were primarily between the ages of 31-40 (56.2%), followed by those in the 20-30 age category (30.8%). Therefore, this demographic group included fewer numbers of people aged 41-50 at 12.3 percent, and only one individual was over 50 years of age. In terms of marital status, the majority (64.6%) were married, while 30.0 percent were single and 5.4 percent were divorced. The largest percentage of participants were also well educated; over half (58.5%) held bachelor\u0026rsquo;s degrees, followed by 26.2 percent who had obtained Diplomas, 13.1 percent with master\u0026rsquo;s degrees, and 2.2 percent with Doctorate degrees.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 1.\u003c/strong\u003e Demographic and Professional Characteristics among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 34px;\"\u003e\n \u003cp\u003eCharacteristic\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 29px;\"\u003e\n \u003cp\u003eCategory\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 35px;\"\u003e\n \u003cp\u003eStudy participant\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(n=130)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003eNo.\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 34px;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e41.5%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e58.5%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" style=\"width: 34px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003e20 - 30 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e30.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003e31 - 40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e73\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e56.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003e41 - 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e12.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eOver 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e0.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" style=\"width: 34px;\"\u003e\n \u003cp\u003eMarital Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e30.0%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e84\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e64.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eDivorced\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e5.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" style=\"width: 34px;\"\u003e\n \u003cp\u003eEducation Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e58.5%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eDiploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e26.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003eMaster\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e13.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 29px;\"\u003e\n \u003cp\u003ePhD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 14px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 21px;\"\u003e\n \u003cp\u003e2.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 2 revealed that this study population was primarily composed of employees that have been with the hospital for 5+ years (40%) as well as employees that had 2 \u0026ndash; 5 years of experience (32.3%) and 0.5 \u0026ndash; 2 years\u0026rsquo; experience (24.6%); therefore, this study is also representative of a large number of long-term employees (40% greater than 5). Only 3.1 % of respondents reported being employed for less than 6 months at the time of completing the survey. In addition to the above findings regarding the length of service the distribution of respondents by department also has some interesting outcomes. By department, Inpatient Wards represent the largest group of respondents (37%) while respondents are also evenly distributed among Outpatient Clinics (21.5%), Addiction Treatment (20.0%), and Emergency Department (17.7%). Finally, regarding monthly pay, over half of the study population (53.8%) fall within the middle monthly pay range of 15,000-20,000 SAR, while nearly 40.8% earn between 10,000-15,000 SAR per month. A small percentage of the respondents (4.6%) had the highest possible monthly pay rate (i.e., over 20,000) while another small percentage (0.8%) earned between 5,000 and 10,000 SAR per month. Participants\u0026rsquo; work experience, department, and monthly income distribution are presented in Table 2. \u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2\u003c/strong\u003e. Work Experience and Compensation among the study participants (N=130)\u0026nbsp;\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31px;\"\u003e\n \u003cp\u003eCharacteristic\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eCategory\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 28px;\"\u003e\n \u003cp\u003eStudy participant\u003c/p\u003e\n \u003cp\u003e(n=130)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 12px;\"\u003e\n \u003cp\u003eNo.\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 16px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 31px;\"\u003e\n \u003cp\u003eTime Working at the Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eMore than 2 months but less than 6 months\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e3.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eMore than 6 months but less than 2 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e24.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eMore than 2 years but less than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e32.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eMore than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e40.0%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 31px;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eInpatient Wards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e37%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eOutpatient Clinics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e21.5%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eAddiction Treatment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e20.0%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eEmergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e17.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eOther/Combined/Missing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e3.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 31px;\"\u003e\n \u003cp\u003eMonthly Income\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e5,000 to 10,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e0.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e10,000 to 15,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e40.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e15,000 to 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e53.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003eMore than 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16px;\"\u003e\n \u003cp\u003e4.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eThe item-level frequency distribution of the Compassion Satisfaction subscale is shown in Table 3.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003eThe Compassion Satisfaction Scale (CSS) data indicated that most participants demonstrated high levels of professional satisfaction as evidenced by the strong positive trend across most of the items and that many of the responses that indicated \u0026quot;Often\u0026quot; and \u0026quot;Very Often\u0026quot; were at a level above 50 %. Over half of the participants reported being satisfied with their caregiving skills (59.3 %), often to very often did their work (48.5 %), proud of the care they provided (53.9 %), and happy with their career choices (50 %). In addition to the items measuring energy derived from work and happy thoughts, these two categories also had a strong positive association. There were also areas identified in the CSS data where improvements are necessary. Specifically, nearly one quarter of the respondents indicated that they \u0026quot;Sometimes,\u0026quot; \u0026quot;Rarely,\u0026quot; or \u0026quot;Never\u0026quot; feel recharged or energized following their work. Additionally, a substantial number of respondents indicated doubt regarding their ability to provide quality care (37.0 percent) and their ability to maintain up-to-date knowledge of advancements in technology and protocols (26.1%).\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 3.\u003c/strong\u003e Frequency of Compassion Satisfaction Scale among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003eQ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eCompassion Satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003eNever\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003eRarely\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003eSometimes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003eOften\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003eVery\u003c/p\u003e\n \u003cp\u003eOften\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI feel satisfied due to my ability to provide care for patients.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e3 (2.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e12 (9.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e38 (29.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e50 (38.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e27 (20.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI feel refreshed and energetic after working with those I care for.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e31 (23.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e35 (27%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI love my work as a caregiver.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e19 (14.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e31 (23.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e27 (20.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e35 (27%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI am satisfied with my ability to keep up with the latest technologies and protocols used in patient care.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e14 (10.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e40 (30.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e41 (31.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eMy work makes me feel satisfied.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e16 (12.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e34 (26.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e30 (23%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e33 (25.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI am possessed by happy thoughts and feelings about those I care for and how I can help them.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e16 (12.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e32 (24.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e31 (23.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e36 (27.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI believe I can make a difference through my work.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e13 (10.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e37 (28.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e27 (20.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI am proud of what I can provide in care to my patients.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e19 (14.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e30 (23.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e40 (30.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI have thoughts that I am a successful caregiver.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e30 (23.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e31 (23.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 215px;\"\u003e\n \u003cp\u003eI am happy that I chose this profession.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 80px;\"\u003e\n \u003cp\u003e28 (21.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e9 (6.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e28 (21.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e32 (24.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e33 (25.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eThe item-level responses for the Burnout subscale are reported in Table 4.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e A complex and multi-faceted response to the Burnout scale found that most participants were happy (71.5% of responses combined from \u0026quot;Often\u0026quot; to \u0026quot;Very Often\u0026quot;) and are viewed as caring (52.7%). However, several critical factors indicated a significant amount of burnout in the work force. A large portion of the work force was feeling exhausted from caregiving duties (36.9% of responses were \u0026quot;Sometimes,\u0026quot; and 31.5% of responses were either \u0026quot;Often\u0026quot; or \u0026quot;Very Often\u0026quot;) and a large percentage of the respondents were experiencing their workload as being an \u0026quot;endless source of stress\u0026quot; (41.5% of responses were either \u0026quot;Often\u0026quot; or \u0026quot;Very Often\u0026quot;). Feelings of being \u0026quot;trapped\u0026quot; in their work were also common. 38.5% of respondents stated that they \u0026quot;Sometimes,\u0026quot; \u0026quot;Often,\u0026quot; or \u0026quot;Very Often\u0026quot; feel like they are \u0026quot;prisoners\u0026quot; in their work. Further, 52.3% of the respondents indicated they felt \u0026quot;stuck\u0026quot; because of the work system. Furthermore, 34.6% of respondents indicated that \u0026quot;sleep disturbances related to traumatic experiences with patients\u0026quot; negatively impacted their business activities \u0026quot;Often\u0026quot; or \u0026quot;Very Often.\u0026quot; Most notably, despite these barriers, many respondents had positive self-perceptions and sustaining beliefs in themselves. 53.1% of respondents stated that they were \u0026quot;that person,\u0026quot; \u0026quot;that they always wanted to be,\u0026quot; and 53.1% stated they had sustaining beliefs in themselves \u0026quot;Often\u0026quot; or \u0026quot;Very Often.\u0026quot; \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 4.\u003c/strong\u003e Frequency of Burnout Scale among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003eQ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003eNever\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003eRarely\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003eSometimes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003eOften\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003eVery Often\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI am happy.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e5 (3.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e3 (2.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e57 (43.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI feel connected to the patients.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e12 (9.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e37 (28.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e34 (26.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e21 (16.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eMy productivity at work has decreased because I don\u0026apos;t get enough sleep due to dealing with a patient\u0026apos;s trauma.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e19 (14.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e40 (30.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e32 (24.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e13 (10.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI feel like a prisoner in my work as a caregiver.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e28 (21.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e35 (26.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e21 (16.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI have beliefs that sustain me.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e19 (14.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e22 (16.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e30 (23.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e39 (30.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI am the person I have always wanted to be.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e21 (16.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e13 (10.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e24 (18.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e39 (30.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e33 (26.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eMy work as a caregiver makes me feel exhausted.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e49 \u0026nbsp;(37.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e12 (9.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e29 (23.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI feel a lot of pressure because the workload seems endless.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e30 (23.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e31 (23.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI feel stuck because of the work system.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e24 (18.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e38 (29.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e19 (14.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 179px;\"\u003e\n \u003cp\u003eI am a very caring person.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e15 (11.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 69px;\"\u003e\n \u003cp\u003e38 (29.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 91px;\"\u003e\n \u003cp\u003e30 (24%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 5 presents the frequency analysis of data obtained using the Secondary Traumatic Stress scale, indicating that most caregivers experienced symptoms associated with secondary traumatic stress. Additionally, a large percentage of respondents (41.5%) reported feelings of preoccupation with patient care \u0026quot;Often\u0026quot; or \u0026quot;Very Often.\u0026quot; A significant number of participants also reported having experienced intrusive symptoms (such as being startled by sudden sounds \u0026quot;Often/Very Often\u0026quot; - 30.7% - and feeling/experiencing frightening thoughts about the helping profession \u0026quot;Often/Very Often\u0026quot; - 27.6%). Avoidance of reminders of patients\u0026rsquo; traumatic experiences was prevalent among respondents (31.4% Reported they \u0026quot;Sometimes Avoided\u0026quot; and 31.4% \u0026quot;Often/Very Often\u0026quot; avoided reminders of patients\u0026rsquo; traumatic experiences). \u0026nbsp; In addition, blurred boundaries were clearly evident in that two-thirds of the sample (61.5%) stated they found it difficult to distinguish between their personal and professional lives (at least \u0026quot;Sometimes\u0026quot; or \u0026quot;Often/Very Often\u0026quot;). A strong number of respondents (50.8%) agreed/indicated that they have personally felt affected by their patients\u0026apos; psychological stresses at least \u0026quot;Sometimes\u0026quot; or \u0026quot;Often/Very Often.\u0026quot; Cognitively, 35.4% of respondents stated they have difficulty recalling essential aspects of their work with traumatized patients \u0026quot;Often\u0026quot; or \u0026quot;Very Often.\u0026quot; The item-level frequency distribution of the Secondary Traumatic Stress subscale is presented in Table 5.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 5.\u003c/strong\u003e Frequency of Secondary Traumatic Stress Scale among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003eQ\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003eNever\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003eRarely\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003eSometimes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003eOften\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003eVery Often\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI am preoccupied with providing care to patients.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e25 (19.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e14 (10.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e37 (28.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI get startled or jump when I hear sudden noises.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e35 (26.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e12 (9.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e28 (21.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI find it difficult to separate my personal life from my professional life as a caregiver.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e21 (16.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e42 (32.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI think I am affected by the psychological pressure the patients are exposed to.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e28 (21.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e25 (19.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e24 (18.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eBecause of my work as a caregiver, I feel tense about many things.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e24 (18.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e33 (25.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e27 (20.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e29 (22.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e17 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI feel depressed because of the traumatic events some patients are exposed to.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e33 (25.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e21 (16.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI feel as if I am personally suffering from a trauma experienced by a patient I cared for.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e36 (27.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e35 (26.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e17 (13.1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e22 (16.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI avoid certain activities and situations because they may remind me of frightening situations experienced by some patients I cared for.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e26 (20.0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e37 (28.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e18 (13.8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eAs a result of helping, I get scary thoughts.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e46 (35.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e32 (24.6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e16 (12.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e16 (12.3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e20 (15.4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 30px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 184px;\"\u003e\n \u003cp\u003eI cannot remember important parts of my work with patients who have been traumatized.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e23 (17.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e34 (26.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 86px;\"\u003e\n \u003cp\u003e35 (26.9%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e12 (9.2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e26 (20.7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 6 presents the analysis of professional quality of life revealed distinct patterns across its three core components. Most participants (80.8%) reported a moderate level of compassion satisfaction, while high satisfaction was less common (14.6%). In contrast, the prevalence of negative occupational outcomes was pronounced. An overwhelming majority of the sample (86.2%) experienced a moderate level of burnout. Furthermore, secondary traumatic stress was found to be highly prevalent, with 87.7% of participants scoring in the high range, indicating that the psychological toll of exposure to patients\u0026apos; trauma was a near-universal experience within this workforce. \u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 6.\u003c/strong\u003e Overall Levels of Professional Quality of Life among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eFrequency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 219px;\"\u003e\n \u003cp\u003ePercent\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 623px;\"\u003e\n \u003cp\u003eCompassion satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 219px;\"\u003e\n \u003cp\u003e4.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eModerate\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e105\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 219px;\"\u003e\n \u003cp\u003e80.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eHigh\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 219px;\"\u003e\n \u003cp\u003e14.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 623px;\"\u003e\n \u003cp\u003eBurnout\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 219px;\"\u003e\n \u003cp\u003e13.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eModerate\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e112\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 219px;\"\u003e\n \u003cp\u003e86.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 623px;\"\u003e\n \u003cp\u003eSecondary traumatic stress\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eLow\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 219px;\"\u003e\n \u003cp\u003e12.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 157px;\"\u003e\n \u003cp\u003eHigh\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e114\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 219px;\"\u003e\n \u003cp\u003e87.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 7 presents the analysis of the relationships between the Professional Quality of Life dimensions revealed statistically significant correlations. A moderate, negative correlation was found between Compassion Satisfaction and Burnout, indicating that as levels of compassion satisfaction increased, levels of burnout tended to decrease. Conversely, a significant positive correlation was identified between Burnout and Post-Traumatic Stress, meaning that higher burnout was associated with higher levels of traumatic stress. Finally, a significant, though weaker, negative correlation was observed between Compassion Satisfaction and Post-Traumatic Stress, suggesting that higher satisfaction was linked to lower traumatic stress. \u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 7.\u0026nbsp;\u003c/strong\u003eCorrelations Between Professional Quality of Life Dimensions among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003eCompassion satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 18px;\"\u003e\n \u003cp\u003ePost traumatic\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003eburnout2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003eR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003e-.366\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 18px;\"\u003e\n \u003cp\u003e.315\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003e.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 18px;\"\u003e\n \u003cp\u003e.000\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003eCompassion satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003er\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 18px;\"\u003e\n \u003cp\u003e-.237\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 35px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 22px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 18px;\"\u003e\n \u003cp\u003e.007\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 8 demonstrated that there was not significantly significant difference between the mean scores of compassion satisfaction with respect to any of the demographic or occupational categories. There were some notable group differences in the average mean scores for compassion satisfaction; as a divorced participant, with an average score of 37.14, had significantly higher scores compared to single (33.33) or married (33.35) participants. Likewise, differences by age, income, education level, years worked at the hospital, and work department were minimal, meaning there were no statistically significant differences between these groups as well.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 8.\u003c/strong\u003e Comparison between Demographic and Occupational Variables among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eGroup\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003eMean\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003eStd. Deviation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003eF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003e20 - 30 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e6.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.182\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.908\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003e31 - 40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e8.30\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003e41 - 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e34.56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e8.67\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eOver 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eSocial Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003e5,000 to 10,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e35.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e8.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e2.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.10\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003e10,000 to 15,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e32.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.07\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003e15,000 to 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e35.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e10.24\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eMore than 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e25.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eMarital Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.33\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.97\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.78\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.45\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.78\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eDivorced\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e37.14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.27\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eEducation Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e10.59\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.163\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eDiploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e6.47\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003eMaster\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e34.65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.56\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 240px;\"\u003e\n \u003cp\u003ePhD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e6.03\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eYears at Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eMore than 6 months but less than 2 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e5.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.979\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.37\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eMore than 2 years but less than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e32.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.44\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eMore than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e34.35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e9.02\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 121px;\"\u003e\n \u003cp\u003eWork Department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eInpatient Wards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e31.19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e6.29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e1.220\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 60px;\"\u003e\n \u003cp\u003e0.30\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eOutpatient Clinics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.21\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eAddiction Treatment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e34.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.20\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eEmergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e9.03\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 240px;\"\u003e\n \u003cp\u003eOther\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e38.80\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 101px;\"\u003e\n \u003cp\u003e7.05\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 9 displayed that post-trauma stress levels were not found to be statistically significant among the majority of demographic or occupational variables. However, while some mean score differences were observed, (singles with a mean score on the PTSD scale of 29.46, compared to both married (28.68) and divorced (25.57), or Master\u0026apos;s (30.47) degree holders having the highest levels of PTSD), none of these differences reached statistical significance (p \u0026gt; 0.05). Likewise, there were no notable differences between categories of yearly income, age, amount of time worked within a hospital setting, or department worked within a hospital.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 9:\u003c/strong\u003e Comparison Post-Traumatic Stress score with Demographic and Occupational Variables among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eGroup\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003eMean\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003eStd. Deviation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003eF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e20 - 30 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e29.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.815\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.488\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e31 - 40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.58\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.37\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e41 - 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.34\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eOver 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eSocial Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e5,000 to 10,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.595\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.93\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e10,000 to 15,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.65\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e15,000 to 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e3.91\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e29.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e.\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eMarital Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e29.46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e1.780\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.17\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.68\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.84\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eDivorced\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e25.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.83\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eEducation Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e26.79\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e2.659\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.051\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eDiploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e29.24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.24\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eMaster\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.53\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003ePhD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.51\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eYears at Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 6 months but less than 2 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e1.699\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.187\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 2 years but less than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.18\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.94\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.45\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eWork Department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eInpatient Wards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.85\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.36\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e1.236\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.29\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eOutpatient Clinics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.37\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eAddiction Treatment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.57\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eEmergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.88\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eOther/Combined/Missing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e25.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.89\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eTable 10 indicated that burnout was statistically significant by both educational level and social class, while no other demographic or professional characteristics made much of a difference in terms of their effects on burnout. Burnout demonstrated a clear gradient with increasing levels of education showing higher average scores for burnout as degree levels rose from a Bachelor\u0026apos;s (26.00) to a Master\u0026rsquo;s (30.12) to a doctoral (33.67) degree with statistical significance (p = 0.033). The data indicated that there was a significant association between social class and level of burnout (p = 0.03). The association was found to exist in that as social class increases, the level of burnout increases. On the other hand, demographic characteristics of age, marital status, and years working.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 10:\u003c/strong\u003e burnout by Demographic and Occupational Variables among the study participants (N=130)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eGroup\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003eMean\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003eStd. Deviation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003eF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e20 - 30 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e3.87\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.836\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.47\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e31 - 40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e6.38\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003e41 - 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e29.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e8.04\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eOver 50 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eMarital Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.397\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.67\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e6.11\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eDivorced\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e26.43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e7.93\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eEducation Level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e26.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e8.30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e2.996\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.033\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eDiploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.44\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003eMaster\u0026apos;s\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.31\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 248px;\"\u003e\n \u003cp\u003ePhD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.51\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eYears at Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 6 months but less than 2 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.155\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e.856\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 2 years but less than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.90\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.87\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e7.75\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eWork Department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eInpatient Wards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e6.78\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e0.206\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.934\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eOutpatient Clinics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28.39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.55\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eAddiction Treatment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.61\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.24\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eEmergency\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e6.02\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eOther/Combined/Missing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e26.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e8.23\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 117px;\"\u003e\n \u003cp\u003eSocial Status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e5,000 to 10,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e26.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e8.30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e2.99\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 59px;\"\u003e\n \u003cp\u003e0.03*\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e10,000 to 15,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e27.75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e4.44\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003e15,000 to 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e30.11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.31\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 248px;\"\u003e\n \u003cp\u003eMore than 20,000 SAR\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e33.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 98px;\"\u003e\n \u003cp\u003e5.57\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e"},{"header":"Discussion","content":"\u003cp\u003eThe results of this study provide a comprehensive understanding of the professional quality of life among psychiatric nurses in Saudi Arabia, revealing a distinctive balance between meaningful professional fulfillment and substantial emotional strain. The moderate levels of compassion satisfaction reported by most participants reflect a strong sense of purpose and intrinsic motivation derived from caring for vulnerable psychiatric patients. This finding aligns with previous international research suggesting that mental health professionals often experience deep emotional rewards from witnessing patient progress and contributing to therapeutic outcomes. However, this positive dimension exists alongside significant psychological challenges, as demonstrated by the moderate burnout levels and the notably high prevalence of secondary traumatic stress observed in the sample. Such elevated levels of traumatic stress are consistent with literature emphasizing the heavy emotional toll associated with continuous exposure to patient trauma, aggression, and crisis situations, which are characteristic features of psychiatric settings.\u003c/p\u003e \u003cp\u003eFurthermore, the strong negative correlation between compassion satisfaction and burnout underscores the protective influence of emotional fulfillment on psychological resilience. Conversely, the positive correlation between burnout and secondary traumatic stress highlights how chronic emotional exhaustion may intensify vulnerability to trauma-related symptoms. The limited impact of demographic variables on ProQOL dimensions suggests that emotional outcomes are shaped more by workplace conditions and the nature of psychiatric caregiving than by individual background factors. However, the significant differences in burnout across education levels and income indicate that higher professional expectations and increased responsibilities may expose highly qualified staff to greater psychological burden.\u003c/p\u003e \u003cp\u003eThese findings emphasize the urgent need for healthcare institutions to adopt systematic interventions that address emotional exhaustion, enhance organizational support, and strengthen coping mechanisms among psychiatric nurses. Without targeted strategies, the combination of high traumatic stress and persistent burnout may compromise not only staff well-being but also the quality and safety of patient care\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe findings of this study indicate that healthcare professionals experience a delicate balance between meaningful professional fulfillment and considerable emotional strain in their daily work environment. Although most participants reported moderate levels of Compassion Satisfaction, the prevalence of burnout and Secondary Traumatic Stress was notably high, suggesting that while caregivers derive purpose and pride from their work, continuous exposure to patient suffering, heavy workloads, and emotionally demanding situations takes a significant psychological toll.\u003c/p\u003e \u003cp\u003eThe observed correlations among the three dimensions of Professional Quality of Life further highlight their interconnected nature. Higher Compassion Satisfaction was associated with lower burnout and reduced traumatic stress, reinforcing its role as a protective factor, whereas burnout showed a strong positive relationship with traumatic stress, indicating that emotional exhaustion may deepen psychological distress. Although demographic factors had limited overall influence, education level and income were significantly linked to burnout, implying that increased responsibility and professional expectations may intensify emotional fatigue.\u003c/p\u003e \u003cp\u003eThese findings underscore the critical need for structured institutional support systems to safeguard the mental well-being of healthcare professionals and sustain the quality of patient care. Hospitals should implement comprehensive mental health support mechanisms, including counseling services, stress-management programs, and confidential psychological assistance. Organizational policies must prioritize balanced workloads, adequate staffing, and scheduled rest periods to minimize exhaustion and enhance job satisfaction. Strengthening supervisory support and fostering an empathetic leadership culture can further promote emotional security and job engagement. Additionally, professional development initiatives should be aligned with realistic expectations to prevent burnout among highly qualified staff. Encouraging peer-support interactions and routinely assessing staff well-being using validated tools such as the ProQOL scale can facilitate early detection of distress and timely intervention. Collectively, these measures can contribute to a healthier, more resilient healthcare workforce capable of delivering high-quality patient care.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eInformed Consent Statement:\u0026nbsp;\u003c/h2\u003e\n\u003cp\u003eInformed consent was obtained from all participants before they completed the online survey.\u003c/p\u003e\n\u003ch2\u003eConflicts of Interest:\u003c/h2\u003e\n\u003cp\u003eThe authors declare no conflicts of interest. The funder had no role in the design of the study; in the collection, analyses, or interpretation of data; in the writing of the manuscript; or in the decision to publish the results.\u003c/p\u003e\n\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\n\u003cp\u003eStudy concept and design, data saturation, statistical Analysis and interpretation of the data, drafting of the manuscript: B.A. (Bandar Alharbi). The author has read and agreed to the published version of the manuscript.\u003c/p\u003e\n\u003ch2\u003eAcknowledgement\u003c/h2\u003e\n\u003cp\u003eThe author of this study would like to extend their appreciation to the Ongoing Research Funding Program King Saud University, Riyadh 11451, Saudi Arabia, grant number ORF-2026-1339.\u003c/p\u003e\n\u003ch2\u003eData Availability\u003c/h2\u003e\n\u003cp\u003eThe data presented in this study are not shared due to privacy and ethical restrictions but are available on request from the corresponding author.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eDuffy, E.; O\u0026rsquo;Connor, M.; Healy, P. Professional Quality of Life among mental health nurses: A systematic review and meta-analysis. \u003cem\u003eInt. J. Ment. Health Nurs.\u003c/em\u003e \u003cstrong\u003e2024\u003c/strong\u003e, \u003cem\u003e33\u003c/em\u003e, 334\u0026ndash;348.\u003c/li\u003e\n\u003cli\u003eStamm, B.H. \u003cem\u003eThe Concise ProQOL Manual\u003c/em\u003e. \u003cem\u003eProQOL.org\u003c/em\u003e (2nd ed.), 2010.\u003c/li\u003e\n\u003cli\u003eHegney, D.G.; Rees, C.S.; Eley, R.; Osseiran-Moisson, R.; Francis, K. The contribution of individual psychological resilience in determining the Professional Quality of Life of Australian nurses. \u003cem\u003eFront. Psychol.\u003c/em\u003e \u003cstrong\u003e2019\u003c/strong\u003e, \u003cem\u003e10\u003c/em\u003e, 274.\u003c/li\u003e\n\u003cli\u003eDwekat, E.; Al-Momani, M.; Al-Shdayfat, N. Professional Quality of Life, job satisfaction, and intention to leave among psychiatric nurses: A cross-sectional study. \u003cem\u003ePsychol. Res. Behav. Manag.\u003c/em\u003e \u003cstrong\u003e2024\u003c/strong\u003e, \u003cem\u003e17\u003c/em\u003e, 113\u0026ndash;123.\u003c/li\u003e\n\u003cli\u003eAlreshidi, N. Compassion fatigue prevalence and risk factors among Saudi psychiatric nurses. \u003cem\u003eMedicine\u003c/em\u003e \u003cstrong\u003e2023\u003c/strong\u003e, \u003cem\u003e102\u003c/em\u003e, e33341.\u003c/li\u003e\n\u003cli\u003eAlshammari, F.; Alhawsawi, A.; Alanazi, F. Compassion satisfaction, burnout, and secondary traumatic stress among Saudi psychiatric nurses: Prevalence and predictors. \u003cem\u003eMedicine\u003c/em\u003e \u003cstrong\u003e2023\u003c/strong\u003e, \u003cem\u003e102\u003c/em\u003e, e33342.\u003c/li\u003e\n\u003cli\u003eAlgamdi, M.M. The Professional Quality of Life among nurses in Saudi Arabia: A multi-centre study. \u003cem\u003eNurs.: Res. Rev.\u003c/em\u003e \u003cstrong\u003e2022\u003c/strong\u003e, \u003cem\u003eVolume\u003c/em\u003e, 29\u0026ndash;37. DOI:10.2147/NRR.S333544.\u003c/li\u003e\n\u003cli\u003eAlshahrani, F.; Alshahrani, S.; Alzahrani, M. Professional Quality of Life among nurses: Compassion satisfaction, burnout, and secondary traumatic stress\u0026mdash;A multisite study in Saudi public hospitals. \u003cem\u003eJ. Patient Experience\u003c/em\u003e \u003cstrong\u003e2022\u003c/strong\u003e, \u003cem\u003e9\u003c/em\u003e, 1\u0026ndash;10. DOI:10.1177/23743735221113259.\u003c/li\u003e\n\u003cli\u003eKhan, S.; Islam, S.; Alanazi, A. Prevalence and risk factors of compassion satisfaction and compassion fatigue among emergency medicine professionals: A cross-sectional study from Saudi Arabia. \u003cem\u003eJ. Pak. Med. Assoc.\u003c/em\u003e \u003cstrong\u003e2024\u003c/strong\u003e, \u003cem\u003e74\u003c/em\u003e, 555\u0026ndash;561.\u003c/li\u003e\n\u003cli\u003eHeritage, B.; Rees, C.S.; Hegney, D.G. Construct validity of the Professional Quality of Life (ProQOL) scale in a sample of helping professionals. \u003cem\u003ePsychol. Assess.\u003c/em\u003e \u003cstrong\u003e2019\u003c/strong\u003e, \u003cem\u003e31\u003c/em\u003e, 589\u0026ndash;600.\u003c/li\u003e\n\u003cli\u003eAguayo-Estremera, R.; Fern\u0026aacute;ndez-M\u0026eacute;ndez, F.; P\u0026eacute;rez-Fuentes, M.C. Construct validity of the Professional Quality of Life Scale (ProQOL) in health professionals: A systematic review. \u003cem\u003eHealthcare\u003c/em\u003e \u003cstrong\u003e2024\u003c/strong\u003e, \u003cem\u003e12\u003c/em\u003e, 77.\u003c/li\u003e\n\u003cli\u003eVrklevski, L.P.; Franklin, J. Psychometric evaluation of the Professional Quality of Life Scale (ProQOL-5) in allied mental health professionals. \u003cem\u003eCurr. 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Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. \u003cem\u003eBehav. Res. Methods\u003c/em\u003e \u003cstrong\u003e2009\u003c/strong\u003e, \u003cem\u003e41\u003c/em\u003e, 1149\u0026ndash;1160. DOI:10.3758/BRM.41.4.1149.\u003c/li\u003e\n\u003cli\u003eXie, W.; Chen, L.; Feng, F.; Okoli, C.T.C.; Tang, P.; Zeng, L.; Zhang, Y. The prevalence of compassion satisfaction, compassion fatigue, and burnout among nurses: A systematic review and meta-analysis. \u003cem\u003eInt. J. Nurs. Stud.\u003c/em\u003e \u003cstrong\u003e2021\u003c/strong\u003e\u003cem\u003e, 120\u003c/em\u003e, 103973.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Professional Quality of Life, Compassion Satisfaction, Burnout, Secondary Traumatic Stress, Psychiatric ​‍​‌‍​‍‌Nurses","lastPublishedDoi":"10.21203/rs.3.rs-8944612/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8944612/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"The study examined the Professional Quality of Life (ProQOL) among psychiatric nurses in Saudi Arabia, with particular emphasis on compassion satisfaction, burnout, and secondary traumatic stress. The findings revealed that most participants experienced moderate levels of compassion satisfaction, reflecting a positive sense of fulfillment derived from their caregiving roles. However, a considerable proportion of the nurses reported moderate burnout, while a large majority demonstrated high levels of secondary traumatic stress, indicating substantial emotional and psychological strain associated with their professional responsibilities. Correlational analysis showed that higher compassion satisfaction was associated with lower levels of burnout and traumatic stress, whereas increased burnout was linked to elevated secondary traumatic stress. While most demographic factors showed minimal influence, educational attainment and income levels were significantly associated with burnout. Overall, the results underscore the importance of strengthening organizational support systems, implementing targeted mental health interventions, and adopting effective workload management strategies to enhance psychological well-being and resilience among psychiatric nurses in Saudi Arabia.","manuscriptTitle":"Compassion Satisfaction, Burnout, and Secondary Traumatic Stress Among Psychiatric Nurses in Saudi Arabia: A Cross-Sectional Study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-02-27 09:05:09","doi":"10.21203/rs.3.rs-8944612/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"9b2a1452-64b5-4884-ac58-088734845707","owner":[],"postedDate":"February 27th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-04-13T16:00:04+00:00","versionOfRecord":{"articleIdentity":"rs-8944612","link":"https://doi.org/10.1007/s11126-026-10278-3","journal":{"identity":"psychiatric-quarterly","isVorOnly":false,"title":"Psychiatric Quarterly"},"publishedOn":"2026-04-06 15:57:22","publishedOnDateReadable":"April 6th, 2026"},"versionCreatedAt":"2026-02-27 09:05:09","video":"","vorDoi":"10.1007/s11126-026-10278-3","vorDoiUrl":"https://doi.org/10.1007/s11126-026-10278-3","workflowStages":[]},"version":"v1","identity":"rs-8944612","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8944612","identity":"rs-8944612","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}