Exploring Burnout and Work Engagement Among Hospital Pharmacists in Malaysia Using the Job Demands-Resources Model: An Interview Study
Author(s)
Freda Jia Xin Jong, MSc. Psychology1, Mark Wing Loong Cheong, MPharm, MBA, MA, PhD, FRSPH1, Zhi Shan Sujata Tan, RPh, MSc2, Harpreet Kaur Darshan Singh, RPh2, Jack Shen Lim, RPh2, Kun Yun Lee, DrPH3, Norehan Binti Jinah, MD3, Nor Haniza Binti Zakaria, MD3, Nursyahda Binti Zakaria, MSc. Bioscience3, Hafidza Binti Baharum, PhD4, Abdul Haniff Bin Mohamad Yahaya, PhD4, Pui Lim Chan, RPh, MSc4, Rachel May Shiang Gan, RPh5, Hao Yuan Tan, BPharm.1, Suet Leng Lim, BPharm.1, Xin Le Wong, BPharm.1, Yi Xuan Lim, BPharm.1, Shaun Wen Huey Lee, PhD1, Siew Li Teoh, PhD1.
1Monash University Malaysia, Bandar Sunway, Malaysia, 2Malaysian Pharmacists Society, Puchong, Malaysia, 3National Institutes of Health Malaysia, Shah Alam, Malaysia, 4Ministry of Health Malaysia, Petaling Jaya, Malaysia, 5Malaysian Community Pharmacy Guild, Petaling Jaya, Malaysia.
1Monash University Malaysia, Bandar Sunway, Malaysia, 2Malaysian Pharmacists Society, Puchong, Malaysia, 3National Institutes of Health Malaysia, Shah Alam, Malaysia, 4Ministry of Health Malaysia, Petaling Jaya, Malaysia, 5Malaysian Community Pharmacy Guild, Petaling Jaya, Malaysia.
OBJECTIVES: This study aims to explore the causes of burnout, mitigation strategies, and factors influencing work engagement and motivation among hospital pharmacists in Malaysia, guided by the Job Demands-Resources (JDR) model to inform policy interventions and sustain the pharmacy workforce.
METHODS: Participants were purposively sampled from private hospitals across Malaysia for diverse representation. Semi-structured, in-depth interviews investigated burnout factors and work engagement strategies. Data were analyzed with reflexive thematic analysis, guided by a critical realist paradigm that acknowledges objective reality influenced by individual experiences, cultural context, and language. The research team integrated collaborative discussions of codes and raw data to ensure analytical rigor.
RESULTS: Eighteen pharmacists were recruited, who held roles such as clinical, outpatient, inpatient, logistics, and combinations thereof, with one to twenty years’ experience in hospital settings. Data saturation was achieved, supporting the robustness of three emergent themes. The first theme described the high-stakes nature of hospital pharmacy practice, marked by low tolerance for error and constant pressure. Supportive relationships with managers and peers were identified as key to mitigating stress and reducing turnover. The second theme highlighted pharmacists’ professional identity, shaped by their contributions to patient care and commitment to lifelong learning. However, under-recognition by patients and inadequate rewards jeopardize engagement and self-perception. The third theme showed how a combination of organizational resources—such as access to health screenings and mental health support—and personal coping strategies, like taking time offs, enhanced resilience. Nonetheless, restricted career progression remained a challenge.
CONCLUSIONS: This study underscores that addressing burnout among hospital pharmacists in Malaysia is critical for workforce sustainability. Insights from the JDR model revealed that high stakes demands and under-recognition are key contributors. Policy interventions focused on strengthening supportive relationships and enhancing both organizational and personal resources are crucial to build resilience and retain talent in the hospital pharmacy workforce.
METHODS: Participants were purposively sampled from private hospitals across Malaysia for diverse representation. Semi-structured, in-depth interviews investigated burnout factors and work engagement strategies. Data were analyzed with reflexive thematic analysis, guided by a critical realist paradigm that acknowledges objective reality influenced by individual experiences, cultural context, and language. The research team integrated collaborative discussions of codes and raw data to ensure analytical rigor.
RESULTS: Eighteen pharmacists were recruited, who held roles such as clinical, outpatient, inpatient, logistics, and combinations thereof, with one to twenty years’ experience in hospital settings. Data saturation was achieved, supporting the robustness of three emergent themes. The first theme described the high-stakes nature of hospital pharmacy practice, marked by low tolerance for error and constant pressure. Supportive relationships with managers and peers were identified as key to mitigating stress and reducing turnover. The second theme highlighted pharmacists’ professional identity, shaped by their contributions to patient care and commitment to lifelong learning. However, under-recognition by patients and inadequate rewards jeopardize engagement and self-perception. The third theme showed how a combination of organizational resources—such as access to health screenings and mental health support—and personal coping strategies, like taking time offs, enhanced resilience. Nonetheless, restricted career progression remained a challenge.
CONCLUSIONS: This study underscores that addressing burnout among hospital pharmacists in Malaysia is critical for workforce sustainability. Insights from the JDR model revealed that high stakes demands and under-recognition are key contributors. Policy interventions focused on strengthening supportive relationships and enhancing both organizational and personal resources are crucial to build resilience and retain talent in the hospital pharmacy workforce.
Conference/Value in Health Info
2025-11, ISPOR Europe 2025, Glasgow, Scotland
Value in Health, Volume 28, Issue S2
Code
EPH103
Topic
Epidemiology & Public Health, Health Service Delivery & Process of Care, Patient-Centered Research
Topic Subcategory
Public Health
Disease
Mental Health (including addition), No Additional Disease & Conditions/Specialized Treatment Areas