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  1. Home
  3. Effects Of A Workplace Well-being Program On Professional Quality Of Life Among Health Care Personnel.
  1. Home
  3. Effects Of A Workplace Well-being Program On Professional Quality Of Life Among Health Care Personnel.

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Effects of a Workplace Well-Being Program on Professional Quality of Life Among Health Care Personnel.

Nicholas A Giordano, Ingrid M Duva, Beth Ann Swan

    Joint Commission Journal on Quality and Patient Safety
    |June 12, 2025

    View abstract on PubMed

    Summary
    This summary is machine-generated.

    The Atlanta Resiliency Resource for frontline Workers (ARROW) program effectively reduced compassion fatigue in healthcare personnel through mindfulness and compassion training. While the program showed broad reach, it did not significantly impact burnout or resiliency.

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    Area of Science:

    • Healthcare workforce well-being
    • Occupational health psychology
    • Evidence-based training interventions

    Background:

    • A competent healthcare workforce is essential for high-quality patient care.
    • Healthcare personnel require scalable, evidence-based training to mitigate burnout and enhance well-being.
    • The Atlanta's Resiliency Resource for frontline Workers (ARROW) program offers workplace well-being training.

    Purpose of the Study:

    • To evaluate the reach, effectiveness, adoption, implementation, and maintenance of the ARROW program.
    • To assess the impact of mindfulness and compassion-based training on healthcare personnel.
    • To improve the professional quality of life for frontline healthcare workers.

    Main Methods:

    • The ARROW program utilized the Community Resiliency Model (CRM) and Cognitively-Based Compassion Training (CBCT).
  • Trainee feedback was collected immediately before, two weeks after, and three months after training events.
  • The Short Professional Quality of Life Scale and Connor-Davidson Resilience Scale were used for assessment.

    • Main Results:

    • 59 training events reached 761 healthcare personnel.
    • Compassion fatigue scores decreased by 0.32 points (p = 0.005) up to three months post-training.
    • CBCT-specific training showed additional declines in compassion fatigue (0.45 points, p = 0.016).
    • No significant changes were observed in burnout, compassion satisfaction, or resiliency.
    • A train-the-trainer approach successfully equipped 68 personnel to deliver further training, reaching an additional 772 colleagues.

    Conclusions:

    • The ARROW program demonstrated broad reach and sustained impact in improving healthcare personnel's professional quality of life.
    • Mindfulness and compassion training led to statistically significant reductions in compassion fatigue.
    • The program did not yield significant improvements in burnout, compassion satisfaction, or resiliency.
    • The train-the-trainer model proved effective for program scalability and maintenance.