International Journal of

Environmental Research
and Public Health

Article
SBAR Method for Improving Well-Being in the Internal
Medicine Unit: Quasi-Experimental Research
María Cristina Martínez-Fernández 1 , Sara Castiñeiras-Martín 2 , Cristina Liébana-Presa 1 ,
Elena Fernández-Martínez 1, *,† , Lisa Gomes 3 and Pilar Marques-Sanchez 1

1 SALBIS Research Group, Faculty of Health Sciences, Universidad de León, 24401 León, Spain
2 Son Llatzer Hospital, 07001 Palma de Mallorca, Spain
3 Nursing School, Minho University, 4704-553 Braga, Portugal
* Correspondence: [email protected]
† The author’s SCI profile is in https://sciprofiles.com/profile/351356.

Abstract: SBAR (Situation, Background, Assessment, Recommendation) is a tool for standardizing

and improving interprofessional communication. This study aims to explore the impact of SBAR
in healthcare professionals’ wellbeing, through concepts such as job satisfaction, engagement, re-
silience, and job performance, in the internal medicine unit of a university hospital in the province
of León (Spain). This is an observational, descriptive, longitudinal case study with a pre- and post-
intervention approach. Questionnaires were distributed to a group of doctors, nurses, and healthcare
assistants before and after the implementation of the SBAR tool in the ward. The use of SBAR
was monitored to ensure staff compliance. Data statistical analysis was performed using the SPSS
program. Resilience levels increased significantly post-intervention. Job satisfaction and engagement
levels remained neutral, slightly decreasing post-intervention. Besides’ being a useful tool to improve
Citation: Martínez-Fernández, M.C.; communication, SBAR was effective in improving resilience among staff. Several aspects related to
Castiñeiras-Martín, S.; Liébana-Presa, hospital management may have had an impact on job satisfaction and engagement results.
C.; Fernández-Martínez, E.; Gomes,
L.; Marques-Sanchez, P. SBAR Keywords: SBAR; handoff or handover; multidisciplinary communication; patient safety; job
Method for Improving Well-Being in satisfaction; engagement; resilience; health personnel
the Internal Medicine Unit:
Quasi-Experimental Research. Int. J.
Environ. Res. Public Health 2022, 19,
16813. https://doi.org/10.3390/ 1. Introduction
ijerph192416813
SBAR is a widely used and recommended tool that has proven useful in improving
Academic Editor: Nicola Magnavita interprofessional communication, a key element in healthcare [1,2]. This method has
Received: 18 November 2022
been recommended by numerous organizations, such as the Canadian Patient Safety
Accepted: 9 December 2022
Institute [3], or in the OSSIE Guides of the Australian Commission on Safety and Quality of
Published: 14 December 2022
Healthcare [4]. Over the last decade, the role of teamwork and coordination at the healthcare
level has gained prominence as it has been shown to bring a variety of perspectives,
Publisher’s Note: MDPI stays neutral
experiences, and competencies, which strengthen the continuity of patient care [5].
with regard to jurisdictional claims in
Communication is an essential mechanism in collaboration and a key element in the
published maps and institutional affil-
success of organizations [6] as it is present in practically all the processes carried out in
iations.
a healthcare center and is an increasingly valued competence [7]. However, despite its
relevance, communication continues to be presented as a problem and a challenge at the
care level and is still included as one of the objectives in the “National Patient Safety Goals”
Copyright: © 2022 by the authors.
(NPSGs) [8] and “International Patient Safety Goals” (IPSGs) [9].
Licensee MDPI, Basel, Switzerland. According to the WHO, a large proportion of adverse events occurring in healthcare
This article is an open access article services worldwide are due to communication failures [10]. In fact, the Joint Commission
distributed under the terms and highlights that lack of communication between professionals is a factor in 80% of all
conditions of the Creative Commons adverse events [11]. In Spain, the “Patient Safety Strategy” highlights the transfer of
Attribution (CC BY) license (https:// patients from one professional to another (“handoff” or “handover”) as one of the most
creativecommons.org/licenses/by/ critical moments in the communication process [12], which is an essential and frequent
4.0/). part of nursing work due to continuous shift changes and constant contact with other

Int. J. Environ. Res. Public Health 2022, 19, 16813. https://doi.org/10.3390/ijerph192416813 https://www.mdpi.com/journal/ijerph
Int. J. Environ. Res. Public Health 2022, 19, 16813 2 of 13

professional groups [13]. Carrying out the handoff process appropriately and effectively
is a challenge [2]. For example, a qualitative study highlighted four main elements that
impact the quality of interprofessional communication: the environment, interpersonal
relationships, personal factors, and lack of training [14]. Among these, the hierarchical
nature of medicine is a very relevant factor [5,15], as when there are no established protocols,
guidelines, or tools for communication, decision-making or conflict resolution is more
likely to be determined by factors such as hierarchy or years of experience [16]. In addition,
differences in communication style between nursing and medical staff have been cited
as one of the elements that hinder interprofessional communication in the healthcare
setting [2,17], as the holistic approach of nursing clashes with the detail-oriented approach
of medicine [18]. Communication should be enhanced not only at the oral level, but also at
the level of written messages. A study in an internal medicine unit analyzed text messages
sent urgently between nurses and doctors in deteriorating patients requiring ICU admission.
In this study, only 3% of the messages included all components of the SBAR, pointing to an
acute need for improved communication between professionals [19]. In this sense, nurses
found the SBAR to be a very useful tool that improved patient safety and teamwork [20,21].
In addition, another study pointed out how SBAR is acceptable to emergency medicine
residents as it facilitates communication in the clinical setting between physicians and
residency training programs [22]. Consequently, clarity in communication processes is
necessary, which can be achieved through SBAR; this has been shown to improve hospital
survival [19].
Improving communication between professionals is crucial and could prevent millions
of adverse events [10]. To this end, it is necessary to ensure that the information shared
is accurate and appropriate, a goal that can be achieved by standardizing communication
processes, especially during the transition of care, as this minimizes message variability
and increases the effectiveness of communication [12].

The Impact of Communication on Professional Wellbeing

Stress and fatigue are elements frequently present in the healthcare environment,
especially associated with nursing [23], and are highly related to burnout, which decreases
productivity, efficiency, and quality of care [24]. Although poor communication in an
organization and among its employees is one of the factors that most affects staff dis-
satisfaction [6], there are few studies that have analyzed the impact of interprofessional
communication on the well-being of healthcare professionals [25]. The present research
aims to precisely relate these concepts from the positivist psychology model in the field of
occupational health. Therefore, the well-being of workers is assessed through indicators
of capabilities and strengths related to emotional intelligence, such as job satisfaction,
engagement, and resilience.
Job satisfaction can be defined as the degree to which a person is satisfied with the
intrinsic and extrinsic characteristics of the job [26]. Engagement is defined as “a pos-
itive and enriching work-related state of mind characterized by vigor, dedication, and
absorption” [27]. In the workplace, engagement has gained popularity for its key role
in combating burnout in healthcare professionals, which links it closely to job satisfac-
tion [27,28]. In fact, there is evidence that engagement is the strongest and most significant
predictor of job satisfaction [29]. In this sense, the implementation of the SBAR technique
in a neonatal obstetrics unit has increased workers’ job satisfaction. It has also improved
communication, teamwork, and safety between doctors and nurses [20]. However, to date,
no studies have been found relating SBAR to staff satisfaction in internal medicine units.
This is of interest, because a study conducted on internal medicine residents reported a
reduced level of well-being associated with low job satisfaction due to major medical errors,
suicidal ideation, and a desire to leave clinical practice [30]. Furthermore, it has also been
observed that job satisfaction among IM nurses can be improved by a favorable working
environment; this is because satisfaction with colleagues and with their immediate bosses
is one of the most highly rated aspects [31].
Int. J. Environ. Res. Public Health 2022, 19, 16813 3 of 13

Another concept closely linked to the previous ones is resilience. According to the
American Psychological Association (APA), it is the process of adapting well to adversity,
trauma, tragedy, threat, or significant sources of stress [32]. It is of particular relevance
in healthcare organizations, as developing resilience is considered one of the effective
methods to reduce stress and burnout [33] and to improve professional qualities and job
satisfaction, thus reducing cases of depression and job burnout [34]. To develop resilience,
it is essential that risk factors exist alongside protective factors that reduce or eliminate
their negative effects. One such factor is communication skills, which is a key tool for
increasing levels of resilience [34], and therefore, engagement and job satisfaction. In fact,
the American Medical Association (AMA) has recommended improving communication
and teamwork as strategies to reduce burnout among healthcare professionals [35].
The SBAR method has been widely used in neonatal [36], pediatric [7], and obstetric
units [20]. Its advantages include improved communication, trust, quality of care for the
patient, and safety [36]. The SBAR method has been used by nurses when changing shifts
in coronary units with positive results in increasing the quality of care received by the
patient with improved management of the patient’s condition, including anxiety, anger,
and loneliness [37]. Additionally, SBAR is associated with a reduction in unexpected deaths
and an increase in unplanned ICU admissions [38]. In this regard, lack of communication is
common in healthcare settings and is especially important in-patient transfers and in areas
where fast and efficient management is needed [2]. Despite the above, no studies have been
found implementing the SBAR methodology within internal medicine units to improve
the well-being of workers. Thus, the aim of this research is to evaluate the impact of the
use of the SBAR method for improving communication on the degree of job satisfaction,
engagement, and resilience of healthcare staff in the internal medicine unit of a university
hospital in Castilla y Leon (Spain).

2. Materials and Methods

2.1. Type of Study
This quasi-experimental study was an observational, descriptive, longitudinal study
with pre- and post-implementation analysis of the SBAR method. We chose to approach
the work as a single case study because, as Sandelowski [39] indicated, the structure of a
case study in research represents the holistic nature of nursing.

2.2. Study Unit

This study was carried out in the Internal Medicine Unit of a regional hospital in
Castilla y León (Spain), in control A (one of the two sub-units of the ward), made up of a
team of auxiliary nursing care technicians, nurses, and doctors.
The pre-intervention was carried out among the unit’s staff, with a total of 41 workers,
of whom 10 were auxiliary nurses, 16 were nurses, and 15 were physicians; 36 participated
in the study. Due to staff changes in the unit because of relocations or sick leave, it was
sometimes necessary to have substitute staff present with the same characteristics in terms
of shifts and timetables, to whom the intervention was explained once again. Thus, the post-
intervention sample consisted of a total of 40 workers, of whom 11 were auxiliary nurses,
15 were nurses, and 14 were physicians, of whom 35 subjects participated in the study.
No differences were found between groups for the demographics of gender, professional
category, or length of service with respect to pre- and post-intervention.

2.3. Study Variables

The socio-demographic variables used to describe the sample were:
• Sex: male and female.
• Professional category: auxiliary nurse, nurse, and doctor.
• Seniority of service: less than 10 years and equal to or greater than 10 years.
Int. J. Environ. Res. Public Health 2022, 19, 16813 4 of 13

2.4. Instruments
The Overall Job Satisfaction Scale, developed by Warr, Cook, and Wall [26], or the
General Job Satisfaction Scale NTP 394 in its Spanish version adapted by Pérez Bilbao and
Fidalgo [40], was used to measure job satisfaction. It is made up of 15 items (the items of
this questionnaire can be seen in Section 3) and consists of two subscales, one of extrinsic
factors (8 items, with Cronbach alpha ranged from 0.74 to 0.78) and the other of intrinsic
factors (7 items with Cronbach alpha ranged from 0.79 to 0.85). The response format was a
7-point Likert-type scale, where 1 is very dissatisfied and 7 is very satisfied with α ranging
from 0.85 to 0.88. The total score was obtained by adding the values of all the items, which
ranges from 15 to 105; the higher the score, the higher the overall satisfaction.
The Utrecht Work Engagement Scale (UWES 17) was used [27], which is a 17-item
questionnaire that explores the three dimensions of engagement through three subscales:
vigor (6 items), dedication (5 items), and absorption (6 items) (the items of this questionnaire
can be seen in Figure 2). Each item was answered on a scale from 0 (never) to 6 (always).
The total score was obtained by adding the score and then dividing by the number of items,
so the range was between 0 and 6, with five levels of total score: very low (<1.93), low
(1.94–3.06), medium (3.07–4.66), high (4.67–5.53), and very high (>5.54). Cronbach’s alpha
values for the 17-item scale typically range between 0.91 and 0.96 [27].
Resilience was measured with the Connor Davidson Resilience Scale (CD-RISC). The
original scale consists of 25 items, and the reduced 10-item scale [41] validated in Spanish
in 2011 by Notario Pacheco et al. [42] was used for this work (the items of this questionnaire
can be seen in Figure 3). Respondents give each item a value from 0 (never) to 5 (always).
The score ranges from 0 to 40 points, so that the higher the score, the greater the resilience.
Cronbach’s alpha in the Spanish population was 0.85 [42].

2.5. Procedure
The questionnaires were delivered to the unit staff in March 2016, obtaining data on the
variables prior to the implementation of SBAR in the plant. From November 2016 to January
2017, the intervention was carried out, with follow-up visits to ensure the implementation
of the SBAR method by the professionals. The application of the SBAR method consists
in the improvement of communication by means of organizing information according to
acronyms [43]: (a) situation: description of the problem; (b) background: background
information related to the current problem; (c) assessment: evaluation and opinion of
the cause of the problem; (d) recommendations: recommendations or suggestions for the
patient’s plan. Finally, the questionnaires were distributed again and collected in January
2017 to assess the variables after the intervention.

2.6. Data Analysis

Statistical analysis was carried out with the IBM® SPSS® v.26 program. First, descrip-
tive statistics were obtained to define the sample (mean, standard deviation, percentages,
and maximum and minimum). Secondly, an independent group t-test and an ANOVA test
were performed to assess the differences between the interventions and the scales with
the different variables. In addition, Pearson’s correlation was performed to analyze the
relationship between the different scales, all after having checked the normal distribution
of the sample with the Kolmogorov-Smirnov test, obtaining a significance level > 0.05 in all
the variables studied.

2.7. Ethical Aspects

This study was approved by the manager of the hospital by means of an ethical
protocol, which guarantees compliance with all ethical and legal aspects. The treatment
of the information and the development of the work was done respecting confidentiality
at all times in accordance with the Organic Law 3/2018 of 5 December on Personal Data
Protection and guarantee of digital rights.
Int. J. Environ. Res. Public Health 2022, 19, 16813 5 of 13

3. Results
Description of the Sample and Socio-Demographic Data
The questionnaire was answered by 36 individuals in the pre-intervention (with a par-
ticipation rate of 87.8%) and by 35 individuals in the post-intervention (with a participation
rate of 87.5%).
The results obtained for each of the socio-demographic variables can be seen in Table 1.

Table 1. Sociodemographic descriptions of the sample.

Pre-Intervention Post-Intervention
(n = 36) (n = 35)
<10 years 4 (57.1) 2 (40.0)
Male Physician
>10 years 3 (42.9) 3 (50.0)
<10 years 5 (71.4) 4 (66.7)
Physician
>10 years 2 (28.6) 2 (33.3)
<10 years 7 (58.3) 7 (53.8)
Female Nurse
>10 years 5 (41.7) 6 (46.2)
Auxiliary nursing <10 years 8 (80) 9 (81.8)
care technicians >10 years 2 (20) 2 (18.2)

As shown in Table 2, a student’s t-test was performed to compare the means of the
pre- and post-intervention scores, and descriptive results are included for each of the study
variables (job satisfaction, engagement, and resilience). Figure 1 shows the different results
obtained for both pre- and post-intervention.

Table 2. Variations of the variables between the two interventions by the Student’s t-test.

Pre-Intervention Post-Intervention
Range p
Mean ± SD Max/Min Mean ± SD Max/Min
Job satisfaction 66.39 ± 15.00 92/31 64.60 ± 13.97 91/33 15–105 0.143
Engagement 4.24 ± 0.93 5.88/1.94 3.90 ± 0.97 5.71/2.00 0–6 0.605
Resilience 28.03 ± 3.96 35/18 38.46 ± 4.62 49/28 0–40 0.000

As a result of the Student’s t-test for the differences in means between the pre- and
post-intervention, resilience values were significantly higher in the post-intervention
(X = 38.46 ± 4.62) than in the pre-intervention (X = 28.03 ± 3.96), (p = 0.000).
A Pearson correlation was performed between the three scales used to assess the
association between them, finding in both interventions a statistically significant moderate
direct association between job satisfaction and engagement (p = 0.006, r = 0.450 in the
pre-intervention, and p = 0.000, r = 0.063 in the post-intervention).
After performing Student’s t-test for equality of means and an ANOVA between job
satisfaction and the different variables in the sample, a significant difference (p = 0.035)
was found in the professional category variable between medical and nursing staff, with
doctors obtaining the best scores, with an average of 74.29 ± 11.95, and the group of nurses
the worst, with an average of 60.00 ± 15.26.
In short, the professional category with the lowest job satisfaction scores on each of
the scales in both the pre- and post-intervention was that of nurses, and the only significant
differences found were between the group of doctors and nurses in the pre-intervention.
The post-intervention data obtained in each item of the general job satisfaction scale
are shown in Figure 2. The item providing the highest job satisfaction was C: your co-
workers, followed by E: your immediate superior, while the items with the worst satisfaction
averages were K: the way your company is managed, and I: management-worker relations
in your company.
 Int. J. Environ. Res. Public Health 2022, 19, 16813
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. Res. Public Health 2022, 19, x FOR PEER REVIEW  7   of  13 

Figure 1. Results obtained before and after application of the SBAR method. 
Figure 1. Results obtained before and after application of the SBAR method.

As a result of the Student’s t‐test for the differences in means between the pre‐ and 
Job Satisfaction
post‐intervention, resilience values were significantly higher in the post‐intervention (𝑋 = 
38.46 ± 4.62) than in the pre‐intervention (𝑋 = 28.03 ± 3.96), (p = 0.000). 
O
A  Pearson  correlation  was  performed  between  4.31
the  three  scales  used  to  assess  the 
N 4.77
association 
M between  them,  finding  in  both  interventions 
4.14 a  statistically  significant 
L 3.49
moderate direct association between job satisfaction and engagement (p = 0.006, r = 0.450 
K 2.51
in the pre‐intervention, and p = 0.000, r = 0.063 in the post‐intervention). 
J 3.34
I 3.31
After performing Student’s t‐test for equality of means and an ANOVA between job 
H 4.74
satisfaction and the different variables in the sample, a significant difference (p = 0.035) 
G 3.46
5.06
was found in the professional category variable between medical and nursing staff, with 
F
E 5.89
doctors obtaining the best scores, with an average of 74.29 ± 11.95, and the group of nurses 
D 4.43
the worst, with an average of 60.00 ± 15.26. 
C 6.06
B 5.11
In short, the professional category with the lowest job satisfaction scores on each of 
A 3.97
the  scales  in  both  the  pre‐  and  post‐intervention  was  that  of  nurses,  and  the  only 
0.00 1.00 2.00 3.00 4.00 5.00 6.00 7.00
significant differences found were between the group of doctors and nurses in the pre‐
intervention.  Score
The post‐intervention data obtained in each item of the general job satisfaction scale   
are shown in  Figure 2.  The  item  providing the  highest  job  satisfaction  was  C: your co‐
Figure 2. Scores on the dimensions of the overall job satisfaction scale at post‐intervention. Note: A: 
Figure 2. Scores on the dimensions of the overall job satisfaction scale at post-intervention. Note:
workers,  followed  by  E:  your  immediate  superior,  while  the  items  with  the  worst 
Physical working conditions. B: Freedom to choose your own working method. C: Colleagues at 
A: Physical working conditions. B: Freedom to choose your own working method. C: Colleagues
work.  D:  Recognition 
satisfaction  averages for 
at work. D:
work 
were  well 
K:  done. 
the 
Recognition way 
for
E:  Immediate 
your 
work
superior. 
wellcompany 
F:  Assigned 
is  managed, 
done. E: Immediate and 
superior.
responsibility. 
I:  management‐
F: Assigned
G: 
responsibility. G:
Salary. H: The possibility to use your capabilities. I: Management‐worker relations. J: Chances of 
worker relations in your company. 
Salary. H: The possibility to use your capabilities. I: Management-worker relations. J: Chances of
promotion.  K:  The  way  in  which  the  company  is  run.  L:  Attention  to  suggestions.  M:  Working 
promotion. K: The way in which the company is run. L: Attention to suggestions. M: Working
schedule. N: The variety of tasks performed. O: Job stability. 
schedule. N: The variety of tasks performed. O: Job stability.

Significant differences were obtained in terms of the engagement values and the sex 
Significant differences were obtained in terms of the engagement values and the sex
of the participants both in the pre- (p = 0.014) and post-intervention (p = 0.004), with
of the participants both in the pre‐ (p = 0.014) and post‐intervention (p = 0.004), with males 
males showing a higher level of engagement in both cases (Xpre = 5.01 ± 0.54 and
showing a higher level of engagement in both cases (𝑋pre = 5.01 ± 0.54 and 𝑋post = 5.03 ± 
0.71)  than  females  (𝑋pre  =  4.06  ±  0.92  and  𝑋post  =  3.72  ±  0.88).  No  other  significant 
relationships  were  found  between  the  other  variables  and  the  level  of  professional 
engagement. 
The results obtained in the post‐intervention for each of the dimensions of the UWES‐
 promotion.  K:  The  way  in  which  the  company  is  run.  L:  Attention  to  suggestions.  M:  Working 
schedule. N: The variety of tasks performed. O: Job stability. 

Significant differences were obtained in terms of the engagement values and the sex 
of the participants both in the pre‐ (p = 0.014) and post‐intervention (p = 0.004), with males 
Int. J. Environ. Res. Public Health 2022, 19, 16813 7 of 13
showing a higher level of engagement in both cases (𝑋pre = 5.01 ± 0.54 and 𝑋post = 5.03 ± 
0.71)  than  females  (𝑋pre  =  4.06  ±  0.92  and  𝑋post  =  3.72  ±  0.88).  No  other  significant 
relationships  were  = 5.03 ±
Xpost found  0.71) than
between  females
the  other (Xpre ± 0.92
= 4.06 and 
variables  andlevel 
the  3.72 ± 0.88). No
Xpostof = professional 
other significant relationships were found between the other variables and the level of
engagement. 
professional engagement.
The results obtained in the post‐intervention for each of the dimensions of the UWES‐
The results obtained in the post-intervention for each of the dimensions of the UWES-17
17 scale can be seen in Figure 3, in which it can be observed that the item with the highest 
scale can be seen in Figure 3, in which it can be observed that the item with the highest
score was Q: when things go well, I continue working, and the lowest score was H: when 
score was Q: when things go well, I continue working, and the lowest score was H: when I
get up in the morning, I feel like going to work.
I get up in the morning, I feel like going to work. 

Engagement

4.90
Q

3.20
P

4.43
O

3.40
N

3.66
M

3.37
L

4.20
K

4.71
J 3.46
I
3.20

H
3.51

G
3.66

F
3.80

E
4.23

D
4.54
C
4.094.06

B
A
SCORE  
Figure 3. Scores on the dimensions of the UWES-17. (Note: A: In my work I feel full of energy, B: my
work is full of meaning and purpose, C: time flies when I am working, D: I am strong and vigorous in
my work, E: I am enthusiastic about my work, F: when I am working I forget everything that is going
on around me, G: my work inspires me, H: when I get up in the morning I feel like going to work, I: I
am happy when I am absorbed in my work, J: I am proud of the work I do, K: I am immersed in my
work, L: I can continue to work for long periods of time, M: My work is challenging, N: I get carried
away by my work, O: I am very persistent in my work, P: I find it difficult to disconnect from my
work, Q: when things go well, I continue working).

Regarding the resilience values, it should be noted that the nursing staff obtained the
highest resilience values (Xpre = 29.42 ± 3.98 and Xpost = 41.23 ± 3.89) of all the profes-
sional groups, while the auxiliary nurse group obtained the lowest values
(Xpre = 26.30 ± 3.74 and Xpost = 35.82 ± 3.71), leaving the physician group in an in-
termediate position (Xpre = 28.07 ± 3.89 and Xpost = 37.82 ± 4.99).
The only significant differences (p = 0.008) were those obtained in the post-intervention
between the nursing staff (X = 41.23 ± 3.89) and the auxiliary nursing care technicians
(X = 35.82 ± 3.37).
The results of each item of the CD-RISC scale for post-intervention are shown in
Figure 4, which shows that there are no major differences between the scores given to each
of the items.
 The  only  significant  differences  (p  =  0.008)  were  those  obtained  in  the  post‐
intervention between the nursing staff (𝑋 = 41.23 ± 3.89) and the auxiliary nursing care 
technicians (𝑋 = 35.82 ± 3.37). 
The  results  of  each  item  of  the  CD‐RISC  scale  for  post‐intervention  are  shown  in 
Int. J. Environ. Res. Public Health 2022, 19, 16813 8 of 13
Figure 4, which shows that there are no major differences between the scores given to each 
of the items. 

Resilience

3.71
J

3.86
I

3.43
H

3.80 3.83
G

4.23
E

3.83
D

3.94
C

3.74
B

4.09
A

 
Figure 4. Scores on the dimensions of the CD‐RISC 10 scale. (Note: A: I can adapt to change, B: I can 
Figure 4. Scores on the dimensions of the CD-RISC 10 scale. (Note: A: I can adapt to change, B: I
handle  any  situation, canC:  I  see any
handle the situation,
positive C: side 
I seeof 
thethings, 
positiveD:  I  can 
side handle 
of things, D: myself  well myself
I can handle in  spite 
wellof 
in spite of
pressure or stress, E: After a serious setback I usually “bounce back”, F: I manage to achieve my 
pressure or stress, E: After a serious setback I usually “bounce back”, F: I manage to achieve my goals
goals  in  spite  of  difficulties,  G:  I  can G:keep 
in spite of difficulties, I can my 
keep concentration 
my concentrationunder  pressure, 
under pressure, H: H:  I  hardly 
I hardly get 
get discouraged by
discouraged by failures, I: I define myself as a strong person, J: I can handle unpleasant feelings.). 
failures, I: I define myself as a strong person, J: I can handle unpleasant feelings.).

4. Discussion
4. Discussion 
The aim of this study was to evaluate the impact of implementation of the SBAR
The  aim  of  this  study 
method to was  to  evaluate 
improve the  impact 
communication on the of  implementation 
degree of  the 
of job satisfaction, SBAR  and
engagement,
method  to  improve  communication  on  the  degree  of  job  satisfaction,  engagement, 
resilience of healthcare staff in the internal medicine unit of a university hospitaland  in the
resilience of healthcare staff in the internal medicine unit of a university hospital in the 
province of Leon (Spain).
province of Leon (Spain).  In relation to job satisfaction, the results obtained both pre- and post-intervention are
at an average, which can be considered a positive result if we take into consideration that
In relation to job satisfaction, the results obtained both pre‐ and post‐intervention are 
internal medicine services, being characterized by a greater workload and highly complex
at an average, which can be considered a positive result if we take into consideration that 
acute patients, have higher indicators of burnout and emotional exhaustion and a lower
internal medicine services, being characterized by a greater workload and highly complex 
degree of job satisfaction among their workers when compared with other services [44].
acute patients, have higher indicators of burnout and emotional exhaustion and a lower 
Our results suggest that the SBAR intervention does not seem to have a significant
degree of job satisfaction among their workers when compared with other services [44]. 
impact on job satisfaction values. However, a study conducted in an emergency department
in the USA found an increase in job satisfaction among nurses after the implementation
of SBAR together with other tools to improve teamwork, such as joint patient assessment
and information sharing meetings [45]. Similarly, another study in Taiwan found an
improvement in teamwork and job satisfaction among nurses after starting to use the SBAR
method in a maternity ward [20]. Likewise, quasi-experimental research study carried
out in a hospital in Indonesia suggested that one of the essential factors for improving job
satisfaction is effective communication; a comparison of the job satisfaction of nurses before
and after the implementation of SBAR showed a significant increase after the intervention,
thus concluding that SBAR is a useful tool to achieve an improvement in job satisfaction
among nurses [46]. SBAR has increased nurses’ job satisfaction in intensive care units [47].
However, no studies have been found where all team members were included. Thus,
improving communication between professionals could avoid adverse events [10]. It
has been shown that the use of communication enhancement tools such as SBAR and
the optimization of text messaging capabilities within clinical messaging systems could
Int. J. Environ. Res. Public Health 2022, 19, 16813 9 of 13

improve rapid response activation and the quality of communication between nurses and
physicians [19].
However, communication is one of the factors influencing job satisfaction, others being:
autonomy level, working conditions, respect and recognition for the work performed,
adequate and sufficient staff, good relations between team members, salary, commitment
to the organization, and professional involvement, with many aspects being related to the
hospital’s management style and model [48]. Given these considerations, it can be assumed
that the impact of SBAR may have been limited by other aspects of ward work, preventing
it from being reflected in job satisfaction levels.
Regarding the relationship of job satisfaction with socio-demographic variables, in
our analysis, job satisfaction was affected only by professional category, with the group
of doctors scoring significantly higher than nurses or auxiliary nursing care technicians
in the pre-intervention. These inequalities are reduced in the post-intervention, as no
significant difference is obtained. Previous studies have found that the relationships
between job satisfaction and professional category are contradictory. In a study carried out
in primary healthcare centers in area V of Asturias [48], the nursing category had a higher
percentage of satisfaction than the medical group. Furthermore, the literature points to
significant differences in terms of gender and professional category: male physicians show
higher job satisfaction scores than the nursing group, while female physicians have the
worst job satisfaction scores of all professional groups [25]. In contrast, in an Iraqi study,
women scored higher than men on Warr Cook and Wall’s overall job satisfaction scale [49].
Moreover, in a study on the implementation of SBAR in India, 79% of nurses expressed
that they found SBAR to be a very useful tool as it allowed them to organize all important
information in a simple way, thus improving patient safety [21]. This reinforces the idea
that job satisfaction depends on different factors, as there is considerable variability in the
results depending on the sample
Regarding the items of the job satisfaction scale, in the post-intervention of our study,
co-workers and the immediate superior stand out as the elements best valued by the
professionals, which is consistent with what was obtained in another study [48], where the
dimensions of greatest satisfaction were the “interpersonal relationship with co-workers”
and the “interpersonal relationship with bosses”. In addition, the lowest rated items
were “the way your company is managed” and “management-worker relations in your
company”, both of which are related to management. This could be key to understanding
the results obtained, as many of the factors that influence job satisfaction are related to
the organizational environment and it is precisely these items that are the lowest rated in
the questionnaire.
Turning our attention to engagement, this construct is considered to be the strongest
and most significant predictor of job satisfaction [29]. The values obtained in our sample
correspond to the medium range of the manual [27], positive results similar to those of a
study that assesses the levels of engagement and resilience among nurses responsible for
patients with COVID-19 in China, in which, with these results, they conclude that their
engagement is high [50]. As for the relationship with the sociodemographic variables,
there is a clear effect of gender on the levels of engagement throughout the research, with
men’s engagement being higher (p = 0.014 in the pre-intervention and p = 0.004 in the
post-intervention). This relationship is already reported in the UWES scale manual, in
which higher scores are obtained for men than for women [27]. In a study of a sample of
hemodialysis nurses, men also have higher levels of engagement than women, and nurses
with more experience and years of work have higher scores [51].
Finally, the resilience values obtained in the pre-intervention of the present study
coincide with those of a Spanish study [52] that analyses the levels of resilience using
the 10-item CD-RISC scale in a sample of doctors, nurses, and auxiliary nursing care
technicians in an ICU in Madrid. However, after the implementation of the SBAR, the
level of resilience of our sample increased notably, moving away from the results of the
Madrid study. This increase is in line with an Australian study [53], which developed
Int. J. Environ. Res. Public Health 2022, 19, 16813 10 of 13

a communication-based intervention to improve resilience in a sample of nurses and

midwives. It concludes that, following the intervention, there was an increase in all
resilience-related parameters and a change in communication style to a more professional
and assertive one, improving the work environment. Gerhart et al. [28] also obtained
significant results in improving staff resilience and engagement in a palliative care facility,
where, in addition, symptoms and indicators of depression, depersonalization, and post-
traumatic stress among staff decreased.
In our study, it stands out that nursing staff was the professional group with the
highest resilience values in the sample, which coincides with Lyu et al. [50] who obtained
very high levels of resilience among frontline nurses in the fight against COVID-19, with
an average of three points above the normative scores of the scale used.
This is particularly relevant given the key role resilience plays in the occupational
well-being of professionals. As research on hemodialysis nurses concluded [51], resilience
is the most powerful tool for improving levels of engagement, which is in agreement with
another study that shows a significant and positive relationship between resilience and
engagement, dedication, concentration, and energy at work [50].
Despite the above, the present study has some limitations that need to be pointed out.
Firstly, the sample is considerably small and was selected for convenience, which makes it
difficult to generalize and extrapolate the results. Moreover, although this is common in
the healthcare field, especially in nursing, the fact that most of the sample was female is
a factor to be considered. In addition, it should be noted that the intervention took place
between 2016 and 2017, which was when the communication protocol was established in
the unit. Longitudinal studies are needed, which also analyze the consequences or effects
of improved communication at the user level, with measurements of mortality rates, length
of admission, and other variables, plus the subjective wellbeing of workers.

5. Conclusions
The levels of all variables studied were in average or even high ranges compared to
normative scores and other studies. After the implementation of the SBAR method, the
levels of resilience increased considerably among the staff. However, a slight decrease in
levels of job satisfaction and engagement was also observed among professionals. The
nursing professional group stands out as the one with the lowest job satisfaction of all,
although the gap with the other professional groups decreases after the intervention. In
contrast, nurses have the highest levels of resilience of all professional groups. This may be
due to staff changes in the unit and the integration of rotating staff between various units.
After obtaining these results, it should be a priority to ensure the correct implementa-
tion of the SBAR method, assessing whether its use by workers is adequate and considering
that SBAR is frequently studied in conjunction with strategies to facilitate its implementa-
tion, elements that could be improved.
Another priority task would be to assess whether there were any major stressors during
the intervention year that may interfere with the introduction of SBAR. In this respect, it is
worth noting that the lowest rated items of the post-intervention job satisfaction scale were
related to the organizational environment of the hospital. In addition, the demographic
analysis of the sample showed a very significant decrease in the percentage of professionals
with a permanent employment contract in the post-intervention period compared to the
pre-intervention period, an issue that coincides with the precariousness of the sector that
has taken place in recent years, with the consequences that this entails for the health and
well-being of the workers.

Author Contributions: M.C.M.-F., S.C.-M., C.L.-P., E.F.-M., L.G. and P.M.-S. conceptualized and
designed the study, drafted the initial manuscript, designed the data collection instruments, collected
data, carried out the initial analyses, and critically reviewed the manuscript for important intellectual
content. All authors have read and agreed to the published version of the manuscript.
Funding: This research received no external funding.
Int. J. Environ. Res. Public Health 2022, 19, 16813 11 of 13

Institutional Review Board Statement: The study was conducted in accordance with the Declaration
of Helsinki, and a favorable ethical consent from the Health Care Manager of El Bierzo University
Hospital was obtained.
Informed Consent Statement: Informed consent was obtained from all subjects involved in the study.
Data Availability Statement: Data from this study will be made available upon reasoned request to
the corresponding author.
Conflicts of Interest: The authors declare no conflict of interest.

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