Burnout syndrome and its associated factors among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia

Burnout syndrome and its associated factors among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article Burnout syndrome and its associated factors among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia Mathewos Mekonnen, Kumera Bekele, Bikila Tesfa, Henok Abebayehu, and 1 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-5491564/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 8 You are reading this latest preprint version Abstract Burnout syndrome negatively affects organizational productivity, wellbeing of care givers and patients. It is a main problem among health care professionals due to their exposure to physical, mental, and emotional stressors. This study aims to assess magnitude of burnout syndrome and associated factors among health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia. Institutional-based cross-sectional study design was employed in February, 2023 for one month. Data were collected by a structured self-administered questionnaire, entered into EPI-info 3.5.2 and transported to SPSS 22 version for analysis. Descriptive statistical analysis was done and associations between dependent variables and independent factors were examined in logistic regression models. Overall, half (50.4%) of the surveyed health professionals developed burnout syndromes. Sex, age, type of profession, work experience, perception of quality of life, work unit and plan to leave job were predictors of burnout syndrome among health professionals. This study revealed that a significant proportion of health professionals had burnout syndrome. Therefore, all stakeholders should design interventions focusing on factors influencing burnout syndrome for the benefit of health facilities, patients and care providers in general. Health sciences/Health care Health sciences/Health occupations Burnout syndrome Health professionals Associated factors Hospitals Ethiopia Figures Figure 1 Figure 2 Introduction Burnout is a prolonged response to a chronic emotional and interpersonal stressor on job, and is defined by three dimensions of emotional exhaustion, depersonalization, and inefficacy( 1 , 2 ). The enormous negative impact that burnout has on the work and personal lives of workers, affecting the economy and public health of the most affected countries, has led the World Health Organization (WHO) to include this syndrome in International Classification of Diseases 11th Revision (ICD-11) as a phenomenon exclusive to the occupational context( 3 , 4 ). Burnout is also known to negatively affect productivity, lower job satisfaction, and decrease organizational citizenship behaviors( 5 ). Burnout affects not only the individual practitioner but also the recipients of care and services. According to previous study burnout was a significant predictor of medication administration errors( 6 ). The burnout has also been related to poor health, including: headaches, fatigue, sleep disturbances, irritability, marital difficulties, anxiety, depression, hypertension, myocardial infarction, alcoholism and drug addiction( 7 ). Understaffing and poor working conditions are the core burnout issues among health professionals in the health care system( 8 ). Inadequate health systems of Africa, especially sub-Saharan Africa, have been badly damaged by the ‘medical brain drain’ which is migration of their health professionals to developed word ( 9 ). The Global Health Work Alliance estimated that 1 in 4 physicians leaves Africa to pursue jobs abroad ( 10 , 11 ). Ethiopia has not reached the proposed 2.3 healthcare workers to 1000 population ratio by 2025, with the overall health professionals to population density being only 1.63 per 1000( 12 ). The finding of systematic review and meta-analysis showed high prevalence (58.09%) of turnover intention among healthcare workers in Ethiopia( 13 ). Ethiopia’s health system is among the least developed in sub-Saharan Africa; health professionals are very poorly paid, and their working conditions are demoralizing which is often unsafe as they strive to provide services with few supplies and equipment that leads to burnout( 14 ).The Sustainable Development Goals (SDG) of universal health coverage by 2030 cannot be achieved without urgent attention to burnout issue( 15 ). World Health Organization and the International Labor Organization are working together to stimulate countries to develop national programmes for protecting the occupational health of health workers. Some low and middle-income countries are already implementing burn-out mitigation programmes on ways to avoid burn-out alongside other occupational hazards, such as infection risk( 8 ). But more evidence needs to be generated in this area, especially to support the planning of interventions. Measuring exact levels of burnout and contributing factors is important to come up with practical solutions that are specific to the work environment where the study is carried out, and hence may lead to improvement in quality of care delivered, administrative protocols and personal health of the professionals. However, even though many studies were conducted in various region of the world, there are a few studies done in Ethiopia and there is no study conducted on study area. Hence, this study is aimed to assess magnitude of health professional’s burnout and its associated factors in public hospitals in Showa zone, Oromia region of Ethiopia. Materials and methods Study design and study participants. An institutional-based cross-sectional study design was employed at a public hospital in February 2023 for one month in the North Showa zone of the Oromia Regional State of Ethiopia. The study population consisted of all health professionals who were available at work during the study period. Health professionals with work experience of less than 6 months and those not willing to participate in the study were excluded. Health professionals who are on sick leave, maternity leave, or annual leave and who were on long-term training at the time of the data collection were excluded. Sample size and sampling technique. The sample size for this study was calculated using a formula for a single population proportion, which took into account the confidence interval level of 95%, the margin of error of 5%, and the prevalence population proportion of 54.1%(16). The sample size for this study was determined by using formula for a single population proportion considering the following assumptions. Where: n= minimum sample size required for study, p= prevalence population proportion Z α/2 = critical value at 95% confidence level of certainty (1.96), d= margin of error 5% (0.05) Thus, n is calculated as: n = (1.96) 2 (0.541) (0.459) / (0.05) 2 = 382 Then adding 10% of non-response rate, the total sample was 420. Concerning the sampling procedure, out of total five, four public hospitals in the North Showa zone were considered. The determined sample size was proportionately allocated to the public hospitals based on the total number of health professionals in each public hospital. The sampling frame of health care workers was prepared after taking a list of all health care workers from each hospital's human resources. Health professionals were selected from each hospital by a simple random sampling technique based on proportional allocation done for it. Data collection tools and procedure. A structured, self-administered questionnaire was used to collect data from study participants. It has four sections: the first section consists of items for personal information or sociodemographic components; the second section consists of items for work-related factors; and the third section consists of items for organizational and managerial factors. The fourth and last section is the data for outcome variables collected by a standardized questionnaire, which was adapted from the Maslach Burnout Inventory-Human Service Survey (MBI-HSS). Reliability test was done and Cronbach’s alfa was found to be > 0.7. It comprises 22 items, with 9 items for Emotional Exhaustion (EE), 5 items for Depersonalization (DP), and 8 items Personal Accomplishment (PA). Each item was answered on a 7-point scale, ranging from never (“0”) to daily (“6")(17,18). In order to achieve good data quality, adapting tools by reviewing literature, giving training to data collectors and supervisors, and conducting pretests were done. Accordingly, two-day training was given to the data collectors and supervisors before data collection by the principal investigator on the objective of the study, method of data collection, and ethical issues. A pretest was done on 10% of the sample size in a nearby hospital before actual data collection. During data collection, each completed questionnaire was checked for completeness, clarity, and consistency at the site of data collection by the supervisors to take the corrective measure. The overall activities were also monitored by the principal investigator. Measurement . Burnout syndrome is a psychological syndrome which is characterized by emotional exhaustion, depersonalization and low personal achievements. Health professionals is considered to be in a burnout when exhibiting high levels of EE and DP and low regarding PA. Emotional exhaustion is Excessive feelings of being emotionally overextended and fatigued by one’s work, with a score of 27 or more indicating high EE. Depersonalization is defined as emotional apathy and dehumanization of those who receive one’s services, care, treatment, or instruction, with a score of 13 or more indicating high DP. Personal accomplishment is defined as overwhelming moods of competence and goal attainment and achievement in one’s work, with a score of ≤31 indicating low PA. Statistical analysis. The data were be compiled, cleaned, and coded before being entered into Epi Data version 3.1 and exported to SPSS version 22 for analysis. The mean, median, and percentage were used to summarize the data. Tables and figures were used to present descriptive data. Using a bivariable logistic regression, crude odds ratios with 95%confidence intervals was calculated to analyze the relationship between each independent variable and the outcome variable. Variables having a P-value of <0.25 in the bivariate logistic regression were included in the multiple logistic regression analysis. Finally, adjusted odds ratios with 95% confidence intervals were calculated to assess the strength of the association, and variables with a p-value of <0.05 was considered statistically significant factors. Results Socio-demographic Characteristics of Study Participants . A total of 415 health professional participated in the study making a response rate of 98.8%. The mean age of respondents was 31.22 (±5.32) years and more than half (53.7) of them were between 30-39 years. Among the health professionals included in the study, 219 (52.8%) were nurses. Concerning the level of education, majority of them (69.9%) had a first degree and 276 (66.5%) had a work experience greater than five years. Related to perception of health status and quality of life the 55.4% and 40.2% surveyed health professionals had good perception respectively (Tab 1). Table 1 : Socio-demographic characteristics health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415). Variables Category Frequency Percent Sex Male 248 59.8 Female 167 40.2 Age =40 30 7.2 Marital Status Single 200 48.2 Married 195 47.0 Divorced/separated 20 4.8 Level of education Second degree 51 12.3 First degree 290 69.9 Level IV graduate 74 17.8 Type of profession Nurse 219 52.8 Physician 44 10.6 Midwifery 51 12.3 Others* 101 24.3 Work experience =5 276 66.5 Perception of health status Poor 47 11.3 Fair 138 33.3 Good 230 55.4 Perception of quality of life Poor 120 28.9 Fair 128 30.8 Good 167 40.2 Others*=Specialist. Medical doctor, IESO (Integrated Emergency Surgical Officer), anesthesia and Physiotherapy Organizational & work characteristics of study participants . Related to organizational & work characteristics about three fourth (73.7%) of health professionals were overloaded by their work and almost half (47.5%) of them have a plan to leave their job. Among surveyed health professionals only 163(39.3%) perceived their job as good. A quarter of health professionals work alternatively both night and day (Table 2) Table 2: Organizational & work characteristics among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415) Variables Category Frequency Percent Duty shift Day 217 52.3 Night 93 22.4 Alternative 105 25.3 Workload Yes 306 73.7 No 109 26.3 Plan to leave the job Yes 197 47.5 No 218 52.5 Perceived satisfaction with work Poor 107 25.8 Fair 145 34.9 Good 163 39.3 Work unit Medical 69 16.6 Surgical 78 18.8 Pediatrics 40 9.6 Gynecology 28 6.7 Emergency/ICU Room 51 12.3 Other* 149 35.9 Others** =Adult OPD (Out Patient Department), Under-15(OPD), MCH (Maternal and Child Health), ophthalmic, dental clinic, psychiatry unit, ART (Antiretroviral therapy) and TB (Tuberculosis) clinic. Magnitude of burnout syndrome among health professionals . A third quarter of health professionals have low PA. On the other hand, 57.8% and 62.40% have high EE and DP, respectively (Fig 1). Overall, half (50.4%) of the surveyed health professionals have burnout syndromes (Fig 2). Factors associated with burnout syndrome among health professionals . After controlling for the effects of potentially confounding variables using multiple logistic regression; sex, age, type of profession, work experience, perception of quality of life, work unit and plan to leave job were significantly associated with burnout syndrome among health professionals. Accordingly, female health professionals were 2.53[AOR=2.53, 95% CI :( 1.40, 4.56)] more likely to develop burnout than their male counterpart. Older health professionals were more at risk of developing professional burnout; age between 30-39 and greater or equal to 40 were 2 times [AOR=1.91, 95% CI :( 1.12, 3.23)] and six times [AOR=5.88, 95% CI :( 1.81, 19.17)] more likely to develop burnout as compared to those less than or equal to 20 years of age. Physicians were 86% [AOR=0.14, 95% CI :( (0.05, 0.37)] less likely to develop burnout as compared to nurses. Health workers with work experience ≥5 were 2 times [AOR=2.33, 95% CI :( (1.33, 4.07)] more likely to develop work related burnout than those with work experience ≤4. Health professionals with fair and good perception of quality of life were 59% [AOR=0.41, 95% CI :( 0.21, 0.81)] and 55% [AOR=0.45, 95% CI :( (.23, 0.86)] less likely to develop professional burnout than those with poor perception of quality of life respectively. Health workers working in surgical ward were 3 times [AOR=3.24, 95% CI:( 1.40,7.46)] more likely to be burned as compared to those in medical ward. In contrary working in gynecology ward is preventive [AOR=0.15, 95% CI: (.04, 0.57)] in relation working in medical ward. Finally, those who did not intend to leave their job were 57% [AOR=0.43, 95% CI: (0.26, 0.69)] less likely to get burned with the job as compared to those intended to leave their job (Table 3). Table 3: Bivariate and multivariate regression analysis of factors associated with burnout syndrome among study participants September, 2023 (n= 415) Variables Burnout Syndrome COR (95%CI) AOR (95%CI) No N (%) Yes N (%) Sex Male 136(54.8) 112(45.2) 1 1 Female 70(41.9) 97 (58.1) 1.68(1.13, 4.56) 2.53(1.40, 4.56) Age ≤29 106(65.4) 56(34.6) 1 1 30-39 94(42.2) 129(57.8) 2.60(1.71,3.95) 1.91(1.12,3.23) ≥40 6(20.0) 24 (80.0) 7.57(2.92, 19.60) 5.88(1.81,19.17) Type of profession Nurse 103(47.0) 116 (53.0) 1 1 Physician 38(86.4) 6(13.6) 0.14(0.06, 0.34) 0.14(0.05,0.37) Midwifery 28(54.9) 23(45.1) 0.7(3.39,1.34) 0.85(.35,2.09) Others* 37(36.6) 64(63.4) 1.54(0.95,2.49) 0.80(.38,1.69) Level of education Second degree 32(62.7) 19(37.3) 1 1 First degree 153(52.8) 137(47.2) 1.51(0.82,2.78) 1.72(.67,4.38) Level IV graduate 21(28.4) 53 (71.6) 4.25(1.99,9.09) 2.81(.87,9.05) Work experience ≤4 88(63.3) 51(36.7) 1 1 ≥5 118(42.8) 158(57.2) 2.31(1.52, 3.51) 2.33(1.33, 4.07) Perception of quality of life Poor 47(39.2) 73(60.8) 1 1 Fair 71(55.5 57(44.5) 0.52(0.31,0.86) .41(0.21,0.81) Good 88(52.7) 79(47.3) 0.58(0.36,0.93) .45(.23,0.86) Work unit Medical 35 (50.7) 34(49.3) Surgical 23(29.5) 55(70.5) 2.46(1.25,4.85) 3.24(1.40,7.46) Pediatrics 27(67.5) 13(32.5) 0.49(0.22,1.12) 0.39(.14,1.10) Gynecology 23 (82.1) 5(17.9) 0.22(0.08,0.66) 0.15(.04,0.57) Emergency/ICU Room 15(29.4) 36(70.6) 2.47(1.15,5.31) 2.50(.94,6.62) Other** 83(55.7) 66(44.3) 0.82(.46,1.45) 1.04(0.53,2.05) Duty shift Day 102(47.0) 115(53) 1 1 Night 40(43 53(57.0) 1.17(.72,1.92) 0.82(.43,1.58) Alternative 64(61.0) 41(39.0) .57(.354,0.913) 0.97(0.52,1.80) Workload Yes 140 (45.8) 166(54.2) No 66(49.6) 43(50.4) .55(0.352,0.858) 0.84(.46,1.54) Intension to leave the job Yes 68 (34.5) 129(65.5) 1 1 No 138(63.3) 80(36.7) 0.306(0.204,0.457) 0.43(0.26,0.69) Others*=Specialist. Medical doctor, Others** =Adult OPD (Out Patient Department), Under-15 OPD (Out Patient Department), MCH(Maternal and Child Health), ophthalmic, dental clinic, psychiatry unit, ART(Antiretroviral therapy) and TB(Tuberculosis) clinic. Discussion This study provided insight into the magnitude of burnout syndrome and associated factors among health professionals at public hospitals in the North Showa zone, Oromia region, Ethiopia. This study showed that overall, half of the surveyed health professionals have burnout syndromes. According to the study, sex, age, type of profession, work experience, perception of quality of life, work unit, and plan to leave the job were found to be significantly associated with burnout syndrome among health professionals. In this study, the prevalence of burnout syndrome was 50.4%, and this study was found to be higher when it is compared with a study done in Jimma University Teaching Hospital (82.8%) (19) and Gondar University Hospital, 13.7% (20). The possible explanation for the difference in prevalence may be due to the difference in study setting, study population, tools, and methodological differences. For instance, the studies conducted at Gondar University Hospital used the Astudillo and Mendinueta questionnaires and the Maslach Burnout Inventory scale, but at Jimma University Teaching Hospital, they used Copenhagen's burnout inventory tool to assess burnout syndrome, which is different from our tool from the MBI-HSS used in the current study. In the current study, female health workers were 2.5 times more likely to experience burnout than male health professionals. This result supports the findings of research done in Dire Dawa City Administration of Eastern Ethiopia (16). A plausible rationale for this could be the socio-cultural dimensions of womanhood. In many African societies, women are expected to fulfill extra duties outside of the workplace on a social and cultural level which could lead to fatigue and stress. Work experience was also another significantly associated factor with burnout syndrome. Participants whose working experience were ≥5 years were almost 2 times more likely to have burnout syndrome than those participants with experience of ≤4 years. This finding is in line with the studies conducted in Greece (21) and Amhara Regional state of Ethiopia (22). This could be explained by the fact that routine creates monotony in the workplace when people work at the same job for extended periods of time since there is nothing new to do. Moreover, the risk of overwork and exhaustion exists because of the length of time the person has worked in the same position. This present study also revealed that older adults 41 to 50 years old were more susceptible to burnouts than other age groups. This aligns with the findings of Bijari and Abassi's research, which indicated that health workers in their 40s and 50s are more vulnerable to psychological and physical oppressions brought on by exhaustion from working long hours and performing tiresome tasks.(23). This might be because the employee has been in the same role for a long time, which increases the possibility of overwork and fatigue. In current study there is a lower likelihood of burnout among health professionals who do not intend to leave their position than among those who do. Previous research has found that the excessive demands of the job are the cause of the relationship between exhaustion and intention to leave the profession, while the lack of psychological resources to cope with stressors may explain the relationship between depersonalization and intention to leave the profession, which weakens the commitment of professionals to their institution and profession (22). Another explanation for this could be because professionals who are considering leaving their positions often feel frustrated and unsatisfied, which can result in personal failure and ultimately lead to changing careers. Health professionals who have fair and good perception quality of life have 59% and 55% less chance of developing burnout syndrome as compared to with those who have poor perception of quality of life. Less burnout and more compassion satisfaction are the results of perceptions of a better social support system, empathetic nursing practice environment, and decreased intention to leave (24). Therefore, burnout can be lessened by employing strategies like creating a supportive work and home environment and strengthening one's compassion Physicians experienced a lower risk of burnout in comparison to nurses. This was also discovered by earlier research (25). The nature of their jobs and the associated burden may account for these discrepancies. Health professionals are three times more likely to experience burnout when working in a surgical unit than in a medical ward. However, compared to medical wards, health professionals working in gynecological wards have an 85% lower risk of experiencing professional burnout. Comparing the surgical ward to other units such as the medical and gynecological ward, the former has more psychological demand, mentally demanding tasks, and greater exposure to stressors. The clinical and public health implication of this study is to reduce professional burnout among health professionals by identifying factors associated with it which in turn enhance work engagement. There are certain limitations to this finding. Because it is a cross-sectional study, it can only reflect health professionals’ experiences at the time of evaluation; hence, a causal relationship between health professional burnout and its predictors cannot be established. The other is that the study only included health professionals who worked in public health facilities. As a result, this may not be representative of health professionals that work in private health facilities. Conclusion The findings revealed that burnout affected a significant number of healthcare professionals in public hospitals in Ethiopia's Oromia region's North Showa zone. Burnout was significantly predicted by a number of factors, including sex, age, profession, work experience, quality of life perception, work unit, and intention to leave. Therefore, for the benefit of hospitals, patients, and caregivers in general, all stakeholders should develop interventions focusing on variables causing burnout syndrome. Declarations Acknowledgments Authors are grateful to the Salale University for funding this research. The authors extend their appreciation to the public health hospitals in the north Showa zone for their assistance during data collection. Author contributions M.M. and K.B. contributed to the conception and design of the work, analysis and writes up of the manuscript. B.T., H.A. and D.T. contributed to the design of the study, and writes up the manuscript. All authors read and approved the final version of the manuscript. Competing interests The authors declare no competing interests. Additional information Correspondence and requests for materials should be addressed to M.M Data availability The datasets analyzed during the current study are available from the corresponding author on reasonable request. Ethical Considerations : Ethical clearance had been obtained from the Institutional Review Board of Salale University and was given to each health facility. Written informed consent from study participants was obtained. Confidentiality was assured by data collectors and supervisors. The research has been performed in accordance with the Declaration of Helsinki. Consent for publication. Not applicable. 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Cite Share Download PDF Status: Under Review Version 1 posted Editorial decision: Revision requested 09 Jun, 2025 Reviews received at journal 07 Jun, 2025 Reviewers agreed at journal 05 Jun, 2025 Reviews received at journal 02 May, 2025 Reviewers agreed at journal 17 Apr, 2025 Reviewers invited by journal 17 Apr, 2025 Submission checks completed at journal 16 Apr, 2025 First submitted to journal 27 Mar, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. 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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-5491564","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Article","associatedPublications":[],"authors":[{"id":444310532,"identity":"13ab1a33-315e-429b-b979-a06884638a32","order_by":0,"name":"Mathewos Mekonnen","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA5klEQVRIie3PsQrCMBCA4YaD6xLsaqn6BkIh4KivogQ6pZNLRUFF0NHZt3DKrBR0EboWXKx9AhFBEcS2m0tbN8H8w3HDfZBomkr1u3UbCGR6SjZaKb6GjDBDB99OCZYlvdUSnWq6FpLmItieQ88ha5+2BjfRrqEG0TnMIa0DByYOAuyEHOuSJw9DxkQe2XC03LmHGTElJISilUuCWH+6L4+mpG/KcQkScgR3IqrmDB1ykX4ZEjNL7BzbAPAtIvcUoegvQS+6ihEfz43t9PKQw46hz6I4j3wENJtlz9PI/ZtrlUql+pvek7BEc1qNRGIAAAAASUVORK5CYII=","orcid":"","institution":"Menelik II Medical and Health Science College","correspondingAuthor":true,"prefix":"","firstName":"Mathewos","middleName":"","lastName":"Mekonnen","suffix":""},{"id":444310533,"identity":"3a3a5729-ba9d-4e26-8729-3699547968b4","order_by":1,"name":"Kumera Bekele","email":"","orcid":"","institution":"Salale University","correspondingAuthor":false,"prefix":"","firstName":"Kumera","middleName":"","lastName":"Bekele","suffix":""},{"id":444310534,"identity":"cdceff6e-bd7e-4f11-8fd2-7c0016e7f7fa","order_by":2,"name":"Bikila Tesfa","email":"","orcid":"","institution":"Menelik II Medical and Health Science College","correspondingAuthor":false,"prefix":"","firstName":"Bikila","middleName":"","lastName":"Tesfa","suffix":""},{"id":444310535,"identity":"1ff7c3c1-99f2-435c-b752-b8299d1df664","order_by":3,"name":"Henok Abebayehu","email":"","orcid":"","institution":"Salale University","correspondingAuthor":false,"prefix":"","firstName":"Henok","middleName":"","lastName":"Abebayehu","suffix":""},{"id":444310536,"identity":"f469135d-5654-4acc-b6fd-95c5f89314c0","order_by":4,"name":"Dawit Tesfaye","email":"","orcid":"","institution":"Menelik II Medical and Health Science College","correspondingAuthor":false,"prefix":"","firstName":"Dawit","middleName":"","lastName":"Tesfaye","suffix":""}],"badges":[],"createdAt":"2024-11-20 14:08:30","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-5491564/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-5491564/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":80998470,"identity":"e2de5cb6-c904-4bb0-9384-0807cbac41f8","added_by":"auto","created_at":"2025-04-21 05:43:17","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":5849,"visible":true,"origin":"","legend":"\u003cp\u003eLevel of burnout syndrome components among health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415).\u003c/p\u003e","description":"","filename":"Onlinedrawingimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-5491564/v1/28c388f64b6a3523ecbad16f.png"},{"id":80997416,"identity":"37a64f87-a5fe-429a-801c-c79a852e95d8","added_by":"auto","created_at":"2025-04-21 05:35:17","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":2237,"visible":true,"origin":"","legend":"\u003cp\u003eMagnitude of burnout syndrome among health professionals among health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415).\u003c/p\u003e","description":"","filename":"Onlinedrawingimage2.png","url":"https://assets-eu.researchsquare.com/files/rs-5491564/v1/b32c503c3cf1c95f224dfc14.png"},{"id":80999284,"identity":"afb2628a-3679-4a47-b162-3603544982e1","added_by":"auto","created_at":"2025-04-21 06:00:29","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":881845,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5491564/v1/7701288c-3f2b-459c-a5e8-d765a6df9661.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Burnout syndrome and its associated factors among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia","fulltext":[{"header":"Introduction","content":"\u003cp\u003eBurnout is a prolonged response to a chronic emotional and interpersonal stressor on job, and is defined by three dimensions of emotional exhaustion, depersonalization, and inefficacy(\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e). The enormous negative impact that burnout has on the work and personal lives of workers, affecting the economy and public health of the most affected countries, has led the World Health Organization (WHO) to include this syndrome in International Classification of Diseases 11th Revision (ICD-11) as a phenomenon exclusive to the occupational context(\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e). Burnout is also known to negatively affect productivity, lower job satisfaction, and decrease organizational citizenship behaviors(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). Burnout affects not only the individual practitioner but also the recipients of care and services. According to previous study burnout was a significant predictor of medication administration errors(\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e). The burnout has also been related to poor health, including: headaches, fatigue, sleep disturbances, irritability, marital difficulties, anxiety, depression, hypertension, myocardial infarction, alcoholism and drug addiction(\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eUnderstaffing and poor working conditions are the core burnout issues among health professionals in the health care system(\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e). Inadequate health systems of Africa, especially sub-Saharan Africa, have been badly damaged by the \u0026lsquo;medical brain drain\u0026rsquo; which is migration of their health professionals to developed word (\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e). The Global Health Work Alliance estimated that 1 in 4 physicians leaves Africa to pursue jobs abroad (\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e). Ethiopia has not reached the proposed 2.3 healthcare workers to 1000 population ratio by 2025, with the overall health professionals to population density being only 1.63 per 1000(\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e). The finding of systematic review and meta-analysis showed high prevalence (58.09%) of turnover intention among healthcare workers in Ethiopia(\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e). Ethiopia\u0026rsquo;s health system is among the least developed in sub-Saharan Africa; health professionals are very poorly paid, and their working conditions are demoralizing which is often unsafe as they strive to provide services with few supplies and equipment that leads to burnout(\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e).The Sustainable Development Goals (SDG) of universal health coverage by 2030 cannot be achieved without urgent attention to burnout issue(\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eWorld Health Organization and the International Labor Organization are working together to stimulate countries to develop national programmes for protecting the occupational health of health workers. Some low and middle-income countries are already implementing burn-out mitigation programmes on ways to avoid burn-out alongside other occupational hazards, such as infection risk(\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e). But more evidence needs to be generated in this area, especially to support the planning of interventions.\u003c/p\u003e \u003cp\u003eMeasuring exact levels of burnout and contributing factors is important to come up with practical solutions that are specific to the work environment where the study is carried out, and hence may lead to improvement in quality of care delivered, administrative protocols and personal health of the professionals. However, even though many studies were conducted in various region of the world, there are a few studies done in Ethiopia and there is no study conducted on study area. Hence, this study is aimed to assess magnitude of health professional\u0026rsquo;s burnout and its associated factors in public hospitals in Showa zone, Oromia region of Ethiopia.\u003c/p\u003e"},{"header":"Materials and methods","content":"\u003cp\u003e\u003cstrong\u003eStudy design and study participants.\u0026nbsp;\u003c/strong\u003eAn institutional-based cross-sectional study design was employed at a public hospital in February 2023 for one month in the North Showa zone of the Oromia Regional State of Ethiopia. The study population consisted of all health professionals who were available at work during the study period. Health professionals with work experience of less than 6 months and those not willing to participate in the study were excluded. Health professionals who are on sick leave, maternity leave, or annual leave and who were on long-term training at the time of the data collection were excluded.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSample size and sampling technique.\u0026nbsp;\u003c/strong\u003eThe sample size for this study was calculated using a formula for a single population proportion, which took into account the confidence interval level of 95%, the margin of error of 5%, and the prevalence population proportion of 54.1%(16).\u0026nbsp;The sample size for this study was determined\u0026nbsp;by using formula for a single population proportion considering the following assumptions.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cimg src=\"data:image/png;base64,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\"\u003e\u003c/p\u003e\n\u003cp\u003eWhere:\u003c/p\u003e\n\u003cp\u003en= minimum sample size required for study,\u0026nbsp;\u003c/p\u003e\n\u003cp\u003ep= prevalence population proportion\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eZ \u003csub\u003e\u0026alpha;/2\u003c/sub\u003e = critical value at 95% confidence level of certainty (1.96),\u0026nbsp;\u003c/p\u003e\n\u003cp\u003ed= margin of error 5% (0.05)\u003c/p\u003e\n\u003cp\u003eThus, n is calculated as:\u0026nbsp;\u003c/p\u003e\n\u003cp\u003en = (1.96)\u003csup\u003e2\u003c/sup\u003e(0.541) (0.459) / (0.05)\u003csup\u003e2\u0026nbsp;\u003c/sup\u003e= 382\u003c/p\u003e\n\u003cp\u003eThen adding 10% of non-response rate, \u0026nbsp;the total sample was 420.\u003c/p\u003e\n\u003cp\u003eConcerning the sampling procedure, out of total five, four public hospitals in the North Showa zone were considered. The determined sample size was proportionately allocated to the public hospitals based on the total number of health professionals in each public hospital. The sampling frame of health care workers was prepared after taking a list of all health care workers from each hospital\u0026apos;s human resources. Health professionals were selected from each hospital by a simple random sampling technique based on proportional allocation done for it.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData collection tools and procedure.\u0026nbsp;\u003c/strong\u003eA structured, self-administered questionnaire was used to collect data from study participants. It has four sections: the first section consists of items for personal information or sociodemographic components; the second section consists of items for work-related factors; and the third section consists of items for organizational and managerial factors. The fourth and last section is the data for outcome variables collected by a standardized questionnaire, which was adapted from the Maslach Burnout Inventory-Human Service Survey (MBI-HSS).\u0026nbsp;Reliability test was done and Cronbach\u0026rsquo;s alfa was found to be \u0026nbsp; \u0026gt; 0.7.\u0026nbsp;It comprises 22 items, with 9 items for Emotional Exhaustion (EE), 5 items for Depersonalization (DP), and 8 items Personal Accomplishment (PA). Each item was answered on a 7-point scale, ranging from never (\u0026ldquo;0\u0026rdquo;) to daily (\u0026ldquo;6\u0026quot;)(17,18).\u003c/p\u003e\n\u003cp\u003eIn order to achieve good data quality, adapting tools by reviewing literature, giving training to data collectors and supervisors, and conducting pretests were done. Accordingly, two-day training was given to the data collectors and supervisors before data collection by the principal investigator on the objective of the study, method of data collection, and ethical issues. A pretest was done on 10% of the sample size in a nearby hospital before actual data collection. During data collection, each completed questionnaire was checked for completeness, clarity, and consistency at the site of data collection by the supervisors to take the corrective measure. The overall activities were also monitored by the principal investigator.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMeasurement\u003c/strong\u003e. Burnout syndrome is a psychological syndrome which is characterized by emotional exhaustion, depersonalization and low personal achievements. Health professionals is considered to be in a burnout when exhibiting high levels of EE and DP and low regarding PA. Emotional exhaustion is Excessive feelings of being emotionally overextended and fatigued by one\u0026rsquo;s work, with a score of 27 or more indicating high EE. Depersonalization is defined as emotional apathy and dehumanization of those who receive one\u0026rsquo;s services, care, treatment, or instruction, with a score of 13 or more indicating high DP. Personal accomplishment is defined as overwhelming moods of competence and goal attainment and achievement in one\u0026rsquo;s work, with a score of \u0026le;31 indicating low PA. \u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eStatistical analysis.\u0026nbsp;\u003c/strong\u003eThe data were be compiled, cleaned, and coded before being entered into Epi Data version 3.1 and exported to SPSS version 22 for analysis. The mean, median, and percentage were used to summarize the data. Tables and figures were used to present descriptive data. Using a bivariable logistic regression, crude odds ratios with 95%confidence intervals was calculated to analyze the relationship between each independent variable and the outcome variable. Variables having a P-value of \u0026lt;0.25 in the bivariate logistic regression were included in the multiple logistic regression analysis. Finally, adjusted odds ratios with 95% confidence intervals were calculated to assess the strength of the association, and variables with a p-value of \u0026lt;0.05 was considered statistically significant factors.\u003c/p\u003e\n"},{"header":"Results","content":"\u003cp\u003e\u003cstrong\u003eSocio-demographic\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;Characteristics of Study Participants\u003c/strong\u003e. A total of 415 health professional participated in the study making a response rate of 98.8%. The mean age of respondents was 31.22 (\u0026plusmn;5.32) years and more than half (53.7) of them were between 30-39 years. Among the health professionals included in the study, 219 (52.8%) were nurses. Concerning the level of education, majority of them (69.9%) had a first degree and 276 (66.5%) had a work experience greater than five years. Related to perception of health status and quality of life the 55.4% and 40.2% surveyed health professionals had good perception respectively (Tab 1).\u003c/p\u003e\n\u003cp id=\"_Toc149754333\"\u003eTable 1\u003cem\u003e:\u003c/em\u003e Socio-demographic characteristics health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eVariables\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eCategory\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003eFrequency\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003ePercent\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eSex\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e248\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e59.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e167\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e40.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eAge\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003e\u0026lt;=29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e162\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e39.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003e30-39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e223\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e53.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003e\u0026gt;=40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eMarital Status \u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e200\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e48.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e195\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e47.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eDivorced/separated\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e4.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eLevel of education\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eSecond degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\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: 177px;\"\u003e\n \u003cp\u003eFirst degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e290\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e69.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eLevel IV graduate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e17.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eType of profession\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e219\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e52.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003ePhysician\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e10.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eMidwifery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\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: 177px;\"\u003e\n \u003cp\u003eOthers*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e101\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e24.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eWork experience\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003e\u0026lt;=4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e139\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e33.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003e\u0026gt;=5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e276\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e66.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003ePerception of health status\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003ePoor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e11.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eFair\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e138\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e33.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eGood\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e230\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e55.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003ePerception of quality of life\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003ePoor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e120\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e28.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eFair\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e128\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e30.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eGood\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e167\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e40.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eOthers*=Specialist. Medical doctor, IESO (Integrated Emergency Surgical Officer), anesthesia and Physiotherapy\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eOrganizational \u0026amp;\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003ework characteristics\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eof study participants\u003c/strong\u003e\u003cstrong\u003e.\u0026nbsp;\u003c/strong\u003eRelated to\u0026nbsp;organizational \u0026amp;\u0026nbsp;work characteristics about three fourth (73.7%) of health professionals were overloaded by their work and almost half (47.5%) of them have a plan to leave their job. Among surveyed health professionals only 163(39.3%) perceived their job as good. A quarter of health professionals work alternatively both night and day (Table 2)\u003c/p\u003e\n\u003cp\u003eTable 2: Organizational \u0026amp; work characteristics among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia, September, 2023 (n= 415)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eVariables\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eCategory\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003eFrequency\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003ePercent\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003e\u0026nbsp;Duty shift\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eDay\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e217\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e52.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eNight\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e22.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eAlternative\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e105\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e25.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003eWorkload\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e306\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e73.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e109\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e26.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003ePlan to leave the job\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e197\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e47.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e218\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e52.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003ePerceived satisfaction with work\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003ePoor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e107\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e25.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eFair\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e145\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e34.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eGood\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e163\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e39.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"6\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003eWork unit\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eMedical\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e16.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eSurgical\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e78\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003ePediatrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e9.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eGynecology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e6.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 177px;\"\u003e\n \u003cp\u003eEmergency/ICU Room\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\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: 177px;\"\u003e\n \u003cp\u003eOther*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e149\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 118px;\"\u003e\n \u003cp\u003e35.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eOthers** =Adult OPD (Out Patient Department), Under-15(OPD), MCH (Maternal and Child Health), ophthalmic, dental clinic, psychiatry unit, ART (Antiretroviral therapy) and TB (Tuberculosis) clinic.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMagnitude of\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eburnout syndrome among health professionals\u003c/strong\u003e\u003cstrong\u003e.\u0026nbsp;\u003c/strong\u003e\u003cspan id=\"_Toc149752453\"\u003eA third quarter of health professionals have low PA. On the other hand, 57.8% and 62.40% have high EE and DP, respectively (Fig 1). Overall, half (50.4%) of the surveyed health professionals have burnout syndromes (Fig 2).\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFactors associated with burnout syndrome among health professionals\u003c/strong\u003e\u003cstrong\u003e.\u0026nbsp;\u003c/strong\u003eAfter controlling for the effects of potentially confounding variables using multiple logistic regression; sex, age, type of profession, work experience, perception of quality of life, work unit and plan to leave job were significantly associated with burnout syndrome among health professionals. Accordingly, female health professionals were 2.53[AOR=2.53, 95% CI :( 1.40, 4.56)] more likely to develop burnout than their male counterpart. Older health professionals were more at risk of developing professional burnout; age between 30-39 and greater or equal to 40 were 2 times [AOR=1.91,\u0026nbsp;95% CI :(\u0026nbsp;1.12, 3.23)] and six times [AOR=5.88, 95% CI :( 1.81, 19.17)] more likely to develop burnout as compared to those less than or equal to 20 years of age. Physicians were 86% [AOR=0.14, 95% CI :( (0.05, 0.37)] less likely to develop burnout as compared to nurses. Health workers with work experience \u0026ge;5 were 2 times [AOR=2.33, 95% CI :( (1.33, 4.07)] more likely to develop work related burnout than those with work experience \u0026le;4. Health professionals with fair and good perception of quality of life were 59% [AOR=0.41, 95% CI :( 0.21, 0.81)] and 55% [AOR=0.45, 95% CI :( (.23, 0.86)] less likely to develop professional burnout than those with poor perception of quality of life respectively. Health workers working in surgical ward were 3 times [AOR=3.24, 95% CI:( 1.40,7.46)] more likely to be burned as compared to those in medical ward. In contrary working in gynecology ward is preventive [AOR=0.15, 95% CI: (.04, 0.57)] in relation working in medical ward. Finally, those who did not intend to leave their job were 57% [AOR=0.43, 95% CI: (0.26, 0.69)] less likely to get burned with the job as compared to those intended to leave their job (Table 3).\u003c/p\u003e\n\u003cp\u003eTable 3: Bivariate and multivariate regression analysis of factors associated with burnout syndrome among study participants September, 2023 (n= 415)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"624\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eVariables\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 209px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eBurnout Syndrome\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCOR (95%CI)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAOR (95%CI)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eNo \u0026nbsp;\u003c/p\u003e\n \u003cp\u003eN (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003eYes\u0026nbsp;\u003c/p\u003e\n \u003cp\u003eN (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 144px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 144px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSex\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eMale\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e136(54.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e112(45.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eFemale\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e70(41.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e97 (58.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.68(1.13, 4.56)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.53(1.40, 4.56)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u0026le;29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e106(65.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e56(34.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e30-39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e94(42.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e129(57.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.60(1.71,3.95)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.91(1.12,3.23)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u0026ge;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e6(20.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e24 (80.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e7.57(2.92, 19.60)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e5.88(1.81,19.17)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eType of profession \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e103(47.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e116 (53.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003ePhysician\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e38(86.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e6(13.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.14(0.06, 0.34)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.14(0.05,0.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eMidwifery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e28(54.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e23(45.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.7(3.39,1.34)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.85(.35,2.09)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eOthers*\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e37(36.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e64(63.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.54(0.95,2.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.80(.38,1.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eLevel of education\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eSecond degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e32(62.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e19(37.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eFirst degree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e153(52.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e137(47.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.51(0.82,2.78)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.72(.67,4.38)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eLevel IV graduate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e21(28.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e53 (71.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e4.25(1.99,9.09)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.81(.87,9.05)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eWork experience\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u0026le;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e88(63.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e51(36.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u0026ge;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e118(42.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e158(57.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.31(1.52, 3.51)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.33(1.33, 4.07)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePerception of quality of life\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003ePoor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e47(39.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e73(60.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eFair\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e71(55.5\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e57(44.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.52(0.31,0.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e.41(0.21,0.81)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eGood\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e88(52.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e79(47.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.58(0.36,0.93)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e.45(.23,0.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" valign=\"top\" style=\"width: 624px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eWork unit\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eMedical\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e35 (50.7) \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e34(49.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eSurgical\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e23(29.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e55(70.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.46(1.25,4.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e3.24(1.40,7.46)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003ePediatrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e27(67.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e13(32.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.49(0.22,1.12)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.39(.14,1.10)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eGynecology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e23 (82.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e5(17.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.22(0.08,0.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.15(.04,0.57)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eEmergency/ICU Room\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e15(29.4) \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e36(70.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.47(1.15,5.31)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e2.50(.94,6.62)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eOther**\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e83(55.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e66(44.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.82(.46,1.45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.04(0.53,2.05)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" valign=\"top\" style=\"width: 480px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eDuty shift\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eDay\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e102(47.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e115(53)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eNight\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e40(43 \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e53(57.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1.17(.72,1.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.82(.43,1.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eAlternative\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e64(61.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e41(39.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e.57(.354,0.913)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.97(0.52,1.80)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" valign=\"top\" style=\"width: 480px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorkload\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eYes\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e140 (45.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e166(54.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eNo\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e66(49.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e43(50.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e.55(0.352,0.858)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.84(.46,1.54)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" valign=\"top\" style=\"width: 480px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eIntension to leave the job\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\u0026nbsp;\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eYes\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e68 (34.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e129(65.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003eNo\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003e138(63.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 120px;\"\u003e\n \u003cp\u003e80(36.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.306(0.204,0.457)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 144px;\"\u003e\n \u003cp\u003e0.43(0.26,0.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eOthers*=Specialist. Medical doctor, Others** =Adult OPD (Out Patient Department), Under-15 OPD (Out Patient Department), MCH(Maternal and Child Health), ophthalmic, dental clinic, psychiatry unit, ART(Antiretroviral therapy) and TB(Tuberculosis) clinic.\u0026nbsp;\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis study provided insight into the magnitude of burnout syndrome and associated factors among health professionals at public hospitals in the North Showa zone, Oromia region, Ethiopia. This study showed that overall, half of the surveyed health professionals have burnout syndromes. According to the study, sex, age, type of profession, work experience, perception of quality of life, work unit, and plan to leave the job were found to be significantly associated with burnout syndrome among health professionals.\u003c/p\u003e\n\u003cp\u003eIn this study, the prevalence of burnout syndrome was 50.4%, and this study was found to be higher when it is compared with a study done in Jimma University Teaching Hospital (82.8%) (19) and Gondar University Hospital, 13.7%\u0026nbsp;(20). The possible explanation for the difference in prevalence may be due to the difference in study setting, study population, tools, and methodological differences. For instance, the studies conducted at Gondar University Hospital used the Astudillo and Mendinueta questionnaires and the Maslach Burnout Inventory scale, but at Jimma University Teaching Hospital, they used Copenhagen\u0026apos;s burnout inventory tool to assess burnout syndrome, which is different from our tool from the MBI-HSS used in the current study.\u003c/p\u003e\n\u003cp\u003eIn the current study, female health workers were 2.5 times more likely to experience burnout than male health professionals. This result supports \u0026nbsp;the findings of research done in Dire Dawa City Administration of Eastern Ethiopia (16). A plausible rationale for this could be the socio-cultural dimensions of womanhood. In many African societies, women are expected to fulfill extra duties outside of the workplace on a social and cultural level which could lead to fatigue and stress.\u003c/p\u003e\n\u003cp\u003eWork experience was also another significantly associated factor with burnout syndrome. Participants whose working experience were \u0026ge;5\u0026nbsp;years were almost 2 times more likely to have burnout syndrome\u0026nbsp;than those participants with experience of \u0026le;4\u0026nbsp;years. \u0026nbsp;This finding is in line with the studies conducted in Greece (21) and Amhara Regional state of \u0026nbsp;Ethiopia (22). This could be explained by the fact that routine creates monotony in the workplace when people work at the same job for extended periods of time since there is nothing new to do. Moreover, the risk of overwork and exhaustion exists because of the length of time the person has worked in the same position.\u003c/p\u003e\n\u003cp\u003eThis present study also revealed that older adults 41 to 50 years old were more susceptible to burnouts than other age groups. This aligns with the findings of Bijari and Abassi\u0026apos;s research, which indicated that health workers in their 40s and 50s are more vulnerable to psychological and physical oppressions brought on by exhaustion from working long hours and performing tiresome tasks.(23). This might be because the employee has been in the same role for a long time, which increases the possibility of overwork and fatigue.\u003c/p\u003e\n\u003cp\u003eIn current study there is a lower likelihood of burnout among health professionals who do not intend to leave their position than among those who do. Previous research has found that the excessive demands of the job are the cause of the relationship between exhaustion and intention to leave the profession, while the lack of psychological resources to cope with stressors may explain the relationship between depersonalization and intention to leave the profession, which weakens the commitment of professionals to their institution and profession (22). Another explanation for this could be because professionals who are considering leaving their positions often feel frustrated and unsatisfied, which can result in personal failure and ultimately lead to changing careers.\u003c/p\u003e\n\u003cp\u003eHealth professionals who have fair and good perception quality of life have 59% and 55% less chance of developing burnout syndrome as compared to with those who have poor perception of quality of life. Less burnout and more compassion satisfaction are the results of perceptions of a better social support system, empathetic nursing practice environment, and decreased intention to leave (24). Therefore, burnout\u0026nbsp;can be lessened by employing strategies like creating a supportive work and home environment and strengthening one\u0026apos;s compassion\u003c/p\u003e\n\u003cp\u003ePhysicians experienced a lower risk of burnout in comparison to nurses. This was also discovered by earlier research (25). The nature of their jobs and the associated burden may account for these discrepancies.\u003c/p\u003e\n\u003cp\u003eHealth professionals are three times more likely to experience burnout when working in a surgical unit than in a medical ward. However, compared to medical wards, health professionals working in gynecological wards have an 85% lower risk of experiencing professional burnout. Comparing the surgical ward to other units such as the medical and gynecological ward, the former has more psychological demand, mentally demanding tasks, and greater exposure to stressors.\u003c/p\u003e\n\u003cp\u003eThe clinical and public health implication of this study is to reduce professional burnout \u0026nbsp; \u0026nbsp;among health professionals by identifying factors associated with it which in turn enhance work engagement.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eThere are certain limitations to this finding. Because it is a cross-sectional study, it can only reflect health professionals\u0026rsquo; experiences at the time of evaluation; hence, a causal relationship between health professional burnout and its predictors cannot be established. The other is that the study only included health professionals who worked in public health facilities. As a result, this may not be representative of health professionals that work in private health facilities.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe findings revealed that burnout affected a significant number of healthcare professionals in public hospitals in Ethiopia's Oromia region's North Showa zone. Burnout was significantly predicted by a number of factors, including sex, age, profession, work experience, quality of life perception, work unit, and intention to leave. Therefore, for the benefit of hospitals, patients, and caregivers in general, all stakeholders should develop interventions focusing on variables causing burnout syndrome.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAcknowledgments\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAuthors are grateful to the Salale University for funding this research. The authors extend their appreciation to the public health hospitals in the north Showa zone for their assistance during data collection.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eM.M. and K.B. contributed to the conception and design of the work, analysis and writes up of the manuscript. B.T., H.A. and D.T. contributed to the design of the study, and writes up the manuscript. All authors read and approved the final version of the manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAdditional information\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCorrespondence\u0026nbsp;\u003c/strong\u003eand requests for materials should be addressed to M.M\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData availability\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets analyzed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eEthical Considerations\u003c/strong\u003e: Ethical clearance had been obtained from the Institutional Review Board of Salale University and was given to each health facility. Written informed consent from study participants was obtained. Confidentiality was assured by data collectors and supervisors. The research has been performed in accordance with the Declaration of Helsinki.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication.\u003c/strong\u003e Not applicable. No individual person\u0026rsquo;s personal details, images, or videos are being used in this study.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eMadsen, I. E. H., Lange, T., Borritz, M. \u0026amp; Rugulies, R. Burnout as a risk factor for antidepressant treatment e a repeated measures time-to-event analysis of 2936 Danish human service workers. J Psychiatr Res [Internet]. ;65:47\u0026ndash;52. (2015). 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Turnover intention among healthcare workers in Ethiopia: A systematic review and meta-analysis. \u003cem\u003eBMJ Open.\u003c/em\u003e \u003cb\u003e13\u003c/b\u003e (5), 1\u0026ndash;11 (2023).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eHailay, A. et al. Burnout among Nurses Working in Ethiopia. \u003cem\u003eBehav. Neurol.\u003c/em\u003e \u003cb\u003e2020\u003c/b\u003e, 8814557 (2020).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eGhebreyesus, T. A., Fore, H., Birtanov, Y. \u0026amp; Jakab, Z. Primary health care for the 21st century, universal health coverage, and the Sustainable Development Goals. \u003cem\u003eLancet\u003c/em\u003e \u003cb\u003e392\u003c/b\u003e (10156), 1371\u0026ndash;1372 (2018).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eAhmed, F., Hawulte, B., Yuya, M., Birhanu, S. \u0026amp; Oljira, L. Prevalence of burnout and associated factors among health professionals working in public health facilities of Dire Dawa city administration, Eastern Ethiopia. \u003cem\u003eFront. Public. Heal\u003c/em\u003e ;\u003cb\u003e10\u003c/b\u003e. (2022).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMaslach, C. \u0026amp; Jackson, S. E. The measurement of experienced burnout*. ;\u003cb\u003e2\u003c/b\u003e:99\u0026ndash;113. (1981).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMohammadpoorasl, A., Maleki, A. \u0026amp; Sahebihagh, M. H. Prevalence of professional burnout and its related factors among nurses in Tabriz in 2010. ;\u003cb\u003e17\u003c/b\u003e(7):7\u0026ndash;12. (2012).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBiksegn, A., Kenfe, T., Matiwos, S. \u0026amp; Eshetu, G. Burnout Status at Work among Health Care Professionals in aTertiary Hospital. \u003cem\u003eEthiop. J. Health Sci.\u003c/em\u003e \u003cb\u003e26\u003c/b\u003e (2), 101\u0026ndash;108 (2016).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMohebi, S., Parham, M., Sharifirad, G. \u0026amp; Gharlipour, Z. Social Support and Self \u0026ndash; Care Behavior Study. ;(January):1\u0026ndash;6. (2018).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eFradelos, E. et al. Burnout syndrome impacts on quality of life in nursing professionals: The contribution of perceived social support Nurse, Rn, State Mental Hospital Daphni, Athens, Greece Department of Nursing, Faculty of Human Movement and Quality of Life Scienc. \u003cem\u003eProg Heal Sci.\u003c/em\u003e \u003cb\u003e4\u003c/b\u003e (1), 102\u0026ndash;109 (2014).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eTeshome, G. S., Demelew, T. M., Assen, Z. M. \u0026amp; Adbaru, D. G. Magnitude of burnout and its associated factors among nurses working in public hospitals of Amhara regional state, Ethiopia. \u003cem\u003eWomen\u0026rsquo;s Heal\u003c/em\u003e. \u003cb\u003e8\u003c/b\u003e (2), 133\u0026ndash;141 (2019).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBijari, B. \u0026amp; Abassi, A. Prevalence of Burnout Syndrome and Associated Factors Among Rural Health Workers (Behvarzes) in South Khorasan. ;\u003cb\u003e18\u003c/b\u003e(10). (2016).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eGong, S., Li, J., Tang, X. \u0026amp; Cao, X. Associations among professional quality of life dimensions, burnout, nursing practice environment, and turnover intention in newly graduated nurses. \u003cem\u003eWorldviews evidence-based Nurs.\u003c/em\u003e \u003cb\u003e19\u003c/b\u003e (2), 138\u0026ndash;148 (2022).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eDulko, D. \u0026amp; Zangaro, G. A. Comparison of Factors Associated with Physician and Nurse Burnout. \u003cem\u003eNurs. Clin. North. Am.\u003c/em\u003e \u003cb\u003e57\u003c/b\u003e (1), 53\u0026ndash;66 (2022).\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"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":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Burnout syndrome, Health professionals, Associated factors, Hospitals, Ethiopia","lastPublishedDoi":"10.21203/rs.3.rs-5491564/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5491564/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eBurnout syndrome negatively affects organizational productivity, wellbeing of care givers and patients. It is a main problem among health care professionals due to their exposure to physical, mental, and emotional stressors. This study aims to assess magnitude of burnout syndrome and associated factors among health professionals at public hospitals in north Showa zone, Oromia region, Ethiopia. Institutional-based cross-sectional study design was employed in February, 2023 for one month. Data were collected by a structured self-administered questionnaire, entered into EPI-info 3.5.2 and transported to SPSS 22 version for analysis. Descriptive statistical analysis was done and associations between dependent variables and independent factors were examined in logistic regression models. Overall, half (50.4%) of the surveyed health professionals developed burnout syndromes. Sex, age, type of profession, work experience, perception of quality of life, work unit and plan to leave job were predictors of burnout syndrome among health professionals. This study revealed that a significant proportion of health professionals had burnout syndrome. Therefore, all stakeholders should design interventions focusing on factors influencing burnout syndrome for the benefit of health facilities, patients and care providers in general.\u003c/p\u003e","manuscriptTitle":"Burnout syndrome and its associated factors among health professionals at public hospitals in North Showa zone, Oromia region, Ethiopia","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-04-21 05:35:12","doi":"10.21203/rs.3.rs-5491564/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-06-09T04:00:12+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-06-07T09:05:33+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"50880079860745120916478221685785506424","date":"2025-06-05T15:20:02+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-05-02T10:06:03+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"188528184728047751037107569759627366273","date":"2025-04-17T09:47:41+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-04-17T08:48:01+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-04-16T10:19:25+00:00","index":"","fulltext":""},{"type":"submitted","content":"Scientific Reports","date":"2025-03-27T20:50:28+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"f9014f7d-b165-4627-9bc1-4bb3b82edc67","owner":[],"postedDate":"April 21st, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[{"id":47303275,"name":"Health sciences/Health care"},{"id":47303276,"name":"Health sciences/Health occupations"}],"tags":[],"updatedAt":"2025-07-18T16:23:31+00:00","versionOfRecord":[],"versionCreatedAt":"2025-04-21 05:35:12","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-5491564","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5491564","identity":"rs-5491564","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}