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We aimed to assess the applicability of Shanafelt and Noseworthy’s model of key drivers of burnout and engagement to the experiences of SUD and harm reduction workers in non-traditional settings.
We deductively coded our data in alignment with Shanafelt and Noseworthy’s key drivers of burnout and engagement: (1) workload and job demands, (2) meaning in work, (3) control and flexibility, (4) work-life integration, (5) organizational culture and values, (6) efficiency and resources and (7) social support and community at work. While Shanafelt and Noseworthy’s model broadly encompassed the experiences of our participants, it did not fully account for their concerns about safety at work, lack of control over the work environment, and experiences of task-shifting.
Original link (DOI may not be activated yet): https://harmreductionjournal.biomedcentral.com/articles/10.1186/s12954-…
Qualitative secondary analysis (n=30)