Conclusions
According to the goals set forth at the beginning of our study, and based on the results obtained, the following conclusions can be drawn:
More than a quarter of the interviewees were not very extroverted and exhibited moderate degrees of depersonalization. On the other hand, the more extroverted respondents (over a third) exhibited limited degrees of stress in relation to the 3 dimensions.
Those respondents who were not highly sociable (a third of the sample) exhibited low levels of emotional fatigue, whereas those with higher degrees of sociability of up to moderate levels (approximately one-fourth of the sample) exhibited moderate degrees of emotional fatigue.
Regarding responsibility levels, the general tendency was that interviewees exhibited a moderate degree of stress irrespective of whether the individual was more or less responsible on the job.
Participants exhibiting low levels of neuroticism presented low levels of emotional fatigue, whereas those exhibiting higher levels of neuroticism presented moderate levels of emotional fatigue.
Two-thirds of the sample was composed of individuals who were not very open to change and who presented moderate levels of reduced personal achievement. However, high openness to change (the remaining third) produced higher scores on reduced personal achievement, and these subjects also exhibited a greater sense of achievement on the job.
An ideal staff personality profile for hospital and gerontology center staff who are less likely to suffer from high degrees of occupational stress is presented below.
An extroverted individual who does not tend to exhibit stress symptoms.
Lower sociability corresponds with less emotional fatigue.
Being responsible does not influence the stress levels experienced.
Individuals who are not very neurotic tend to exhibit low levels of emotional fatigue.
High openness to change corresponds with higher scores on decreased personal achievement, and thus, individuals with this trait will not exhibit stress symptoms. These subjects will experience a high sense of achievement.
We present this ideal attitudinal worker profile for terminal gerontology patient caregivers. This profile describes a person who is extroverted, not highly sociable and thus not excessively involved in patient settings, not highly neurotic, and highly open to change. Workers with these traits are more psychologically prepared to cope with stressful situations that occur on the job.
In our opinion, staff selection should rely on psychological tests, in particular those used in this study, and not just interviews. Thus, determining personality profiles entails a staff selection process involving the application of the psychological tests cited in this study. Ideally, candidates should be evaluated in terms of an interview, their profile on the cited psychological tests, a practical test, and the appropriate training and experience.
It should be noted that the profile mentioned in the previous paragraph refers exclusively to personality characteristics that influenced and enhanced the resistance of nursing staff and the maintenance of adequate mental health, which in turn leads to lower levels of burnout at work. Many other variables are known to influence adjustment to the workplace and burnout. Variables such as the organogram of the public health services, the level of training and specialization, and experience in the post as well as family and personality variables should be taken into account. These variables were not evaluated in this study, among other reasons, because of the specificity of the issue under analysis. Undoubtedly, a comprehensive appraisal of all of these variables would be valuable in training professionals and in enhancing good psychosocial health.