影响ICU护士心理健康的相关因素与对策研究进展

ICU护士是护士中较为特殊的群体,工作压力导致护士长期处于应激状态,甚至产生某些心理障碍[1].研究表明,ICU护士的心理健康水平低于普通内科护士,过大的工作压力会引起身心疾病,如心身耗竭综合征、工作疲惫感、焦虑等[2].现就影响ICU护士心理健康的相关因素及对策进行综述.以改善ICU护士的心理状况,以提高ICU护士的生活质量.     

手术室护士心身耗竭综合征的原因分析与预防对策

目的：了解综合医院手术室护士心身耗竭状况及相关因素,并采取相应措施予以解决。方法：对相关文献资料进行研究,对手术室护士在工作中导致心身耗竭综合征的危害因素及所采取的防护措施进行分析和总结。结果：创造良好的医疗环境,培养健全的人格特征,不断提高护士的业务素质,这些措施能够改善手术室护士的身心健康状况。结论：创造良好的医疗环境和培养健全的人格特征是预防心身耗竭综合征的关键。     

护士心理压力原因分析及应对措施

近年来，美国、日本等国家的学者提出了“心身耗竭综合征”的概念。国内护士的心身健康问题成为近年研究的热点，护士所承受的压力已经成为一种职业性危险。调查表明，我国临床一线护士均存在不同程度的负性情绪和职业源性压力，普通存在身心疲劳、缺乏被理解和尊重、认为事业无发展前途、职业满意度低、再择业倾向大等职业心理问题。年龄30～40岁的护士心理健康和社会健康状况低于其他年龄段,护理人员的工作压力中，工作量大、地位低、较低的薪水3项为重度压力水平。急诊室、外科、ICU3个科室的护士工作压力最高。2007年以来，我们分析护士心理压力原因并总结相应措施，以促进护士身心健康。现报告如下。     

急诊护士职业性心理压力分析与对策

急诊护理学已成为急性病、急性创伤、慢性病急性发作及危重病人的抢救与护理的一门学科。急诊病人发病急,病情复杂、变化快,要急、快、稳地采取相应抢救措施,挽救病人的生命,在急救护理中很多外界因素与内在职业性压力和损伤易引发急诊护士的心身耗竭,因此,护士所承受的压力已经成为一种职业性危险。     

精神科护士人口学资料与工作压力源和心身耗竭相关性研究

目的探讨精神科护士人口学资料与工作压力源和心身耗竭的相关性,为维护精神科护士的身心健康,提高工作质量提供依据。方法采用中国护士压力源量表和心身耗竭量表对89名精神科护士的压力状况及心身耗竭程度进行测评分析。结果压力源量表排前10位的压力源主要为护理专业方面和患者护理方面的问题;心身耗竭量表测评,精神科护士与Maslach参考值比较情绪的疲倦感有显著性差异（P〈0．01）;年龄、护龄与情绪疲倦感呈显著正相关（R=0．283、0．305,P＜0．01）,文化程度与压力源呈显著正相关（P＜0．05或0．01）,护龄与压力源呈显著负相关（P〈0．05）;不同文化程度和护龄对压力的反应有显著性差异（P〈0．05或0．01）,性别、职称与工作压力源与心身耗竭无关。结论精神科护士心身耗竭和工作压力源与年龄、护龄、文化程度相关,与性别、职称无关,不同文化程度和护龄对压力的反应有显著性差异。医院管理者及护士自身应引起足够的重视。     

医院护士职业倦怠干预措施

职业倦怠是一种情绪衰竭、人格解体、个人成就感降低、心理能量在长期奉献给别人的过程中被索取过多而产生极度的心身疲惫和情感耗竭的综合征。职业倦怠由情绪衰竭、去人性化、个人成就感降低3个维度构成。护士的高工作压力     

手术室护士职业压力及其对身心健康影响的研究进展

职业压力对护士健康的影响已得到国内学者的关注并制定了护士工作压力源量表。国外的一些研究指出。长期的压力会情绪化地影响自己,Maslach和Jacksonr20将其描述为“心身耗竭综合征”,又称为职业倦怠,是一种情绪衰竭、人格解体、个人成就感降低。心身耗竭可导致对工作的厌恶感,表现为对服务对象不关心,个人无工作成就感。随着医学模式的改变,社会对护理工作的要求日益增高,同时,新的医疗事故处理条例的出台,患者的维权意识不断提高,护士工作的压力越来越大。     

我院ICU护士工作压力调查

目的 分析ICU护士工作压力现状,明确工作压力来源和强度,并采取相应的策略.方法 采用问卷调查法,对厦门大学附属第一医院ICU护士工作压力状况进行调查.结果 ICU护士工作量及时间分配问题、担心患者变症或死亡、护士写论文和科研在两份调查表中得分最高.结论 ICU护士工作压力大,管理人员和护士自身应采取切实可行的措施减轻工作压力.     

护士慢性疲劳综合征的发生及有关因素的调查分析

护士慢性疲劳综合征的发生及有关因素的调查分析彭寿君，刘梅初，朱石生，李红英，冯瑞珍慢性疲劳综合征亦称＂心身耗竭综合征＂（ＢＳ），系指职业性心身疲惫、厌恶本职工作；临床表现有精神、情感、体力三个方面。该综合征多发生在从事与人打交道的职业人员，如护士、医...     

重症监护室护士工作压力与应对策略

护士是患者心身健康的维护者,在给患者带来健康的同时,也承受着巨大的工作压力.护士工作压力过大不仅降低工作效率,还可导致心身疾病,影响护理质量.重症监护室(ICU)护士是护士中的特殊群体,其工作压力更大.由于ICU护理工作具有工作繁杂、超负荷、高风险、高强度等特点,护士长期保持精神高度紧张的高应激状态,易产生焦虑、抑郁情绪,严重影响其心身健康和生活质量.有研究表明[1],ICU护士的心理健康水平低于普通内科护士.因此分析ICU护士的工作压力,采取针对性措施缓解护士的工作压力,对提高护士心身健康、生活质量以及护理质量,具有重要意义.     

我院急诊科护士职业倦怠现状调查

目的了解我院急诊科护士的职业倦怠状况。方法采用问卷调查法，对我院64名急诊科护士及256名其他科室护士的职业倦怠状况进行调查。结果急诊科护士与其他科室护士相比，在情感耗竭、去人性化和个人成就感降低3个维度上得分较高，差异具有统计学意义（P〈0．05）。结论急诊科护士的职业倦怠程度较为严重，需要采取多种措施改变这种状况。     

中西医医院急诊护士职业倦怠的调查分析

目的探讨中西医医院急诊护士职业倦怠的现状,并提出相应的对策。方法采用护士职业倦怠量表(nuresing bum out scale,NBS)简化量表对20名中医院急诊科护士和18名西医院急诊科护士进行调查。结果中医院护士职业常见压力源、护士职业倦怠及其生理、心理症状得分较西医院护士高,两者比较,差异具有统计学意义(均P<0.01)。结论中医院急诊科护士较西医院护士更易产生职业倦怠,原因可能与培训、排班等有关。关注急诊科护士的人格发展与身心健康,提升护士的职业认同感与幸福感,对于稳定护理队伍,提高护理工作质量具有重要的意义。     

Violence in hospitals and burnout among nursing staff

BackgroundNursing staff, especially in violence-prone emergency departments (ED), are at high risk of burnout. Frequently experienced violence is expected to have a strong impact on the nursing staff's burnout. This study aimed to examine the differences in the level of burnout between nursing staff who work in the ED and nursing staff who work in other inpatient departments, and its relationship with violence in various hospitals in Israel.MethodA cross-sectional study that utilized a three-part questionnaire: demographic data, degree of burnout, and frequency occurrence of violence events against nurses.Results150 nurses in EDs (N = 75) and inpatient departments (N = 75) were sampled. Significant differences were found between the two groups: Nurses in EDs experienced a higher degree of burnout than nurses in other hospital departments, and the degree of burnout was found to have a positive relationship with exposure to both verbal and physical workplace violence.ConclusionsNursing staff in EDs could develop a high degree of burnout, and exposure to workplace violence could exacerbate it. The physical and emotional safety of the staff is an important aspect in preventing burnout, and creating a secure work environment.     

不同护士群体工作倦怠特征的调查

目的 了解不同护士群体间工作倦怠的情况。方法 对北京市和广州市25家医院的在岗临床执业护士进行问卷调查，问卷包含一般情况和MBI—SS问卷两部分。结果 不同年龄段的护士群体，去人格化分值的差异较为显著，其中以21～25岁年龄段护士的分值为最高；已生育的护士去人格化程度低于未生育的护士；不同科室的护士群体间，工作倦怠3个维度的分值均有差异，其中急诊科、ICU和内科的护士工作倦怠程度较高；不同文化程度和婚姻状况的护士群体间工作倦怠无差异；不同职称的护士群体间，副主任护师的个人成就感最高，护师的个人成就感最低。结论 21—25岁年龄段的护士，急诊科、ICU、内科的护士，以及护师是工作倦怠程度较高的群体，应是管理者干预的重点对象。     

陕西省公立医院护士职业倦怠现状及其影响因素调查分析

目的调查陕西省公立医院护士职业倦怠现状并分析其影响因素。方法2018年11月至2019年2月,采用分层整群抽样方法抽取陕西省22所公立医院2217名护士,采用职业倦怠量表调查护士职业倦怠情况。结果在情绪衰竭维度得分方面,不同医院等级、年龄、性别、工作年限、最高学历、科室护士的得分比较,差异具有统计学意义(P<0.05);工作年限20年以上、副主任护师职称及以上、急诊科及ICU护士更易出现情绪衰竭。在去人格化维度得分方面,不同医院等级、年龄、婚姻状况、工作年限、最高学历、职称、职务、科室护士的得分比较,差异具有统计学意义(P<0.05)。在个人成就感维度得分方面,不同年龄、婚姻状况、工作年限、职称、职务护士的得分比较,差异具有统计学意义(P<0.05),高职称、高职务护士在工作中更易获得个人成就感。结论陕西省公立医院护士普遍存在职业倦怠现象,其不仅危害护士的身心健康,还会影响工作效率和服务质量,医院应针对主要的影响因素采取积极措施,减轻护士职业压力。     

Relationship between musculoskeletal disorders, job demands, and burnout among emergency nurses

Musculoskeletal disorders (MSDs) represent one of the most common occupational problems in nursing. MSDs can negatively impact one's quality of life. The aim of the study was to investigate the relationship between MSDs, job demands, and burnout among emergency nurses. The researchers hypothesized that increased job demands were associated with more MSDs and consequently higher levels of burnout. The study was conducted on a convenience sample of 58 nurses working in the emergency departments of Zagazig University Hospital and Al-Ahrar, Hospital Egypt from October to December 2010, using a cross-sectional analytic design. Data were collected using a self-administered questionnaire that included the Standardized Nordic Questionnaire, the Job Content Questionnaire, and the Maslach Burnout Inventory. The results revealed that 32.8% of the nurses were overweight and 17.2% were obese. The most common sites of pain were the neck (67.2%), shoulder (65.5%), and lower back (63.8%). Lower back pain was the most common site affected (72.4%) with a mean 5.1 on a scale ranging from 0 to 13. A positive correlation existed between the scores of job demand and burnout (r = 0.340, p < 0.01), and the number of reported MSDs with the score of job demand (r = 0.33, p < 0.05). Multiple linear stepwise regression analysis identified the score of job demand and the severity of lower back pain as positive independent predictors of the burnout whereas the job demand score was the independent predictor of the number of MSDs. This study documents an increased prevalence of MSDs among emergency nurses, as predicted by increased job demand and associated with a higher level of burnout. Hence, it is important for hospital and nursing administrators to address the factors contributing to job stress and burnout, with emphasis on job satisfaction and work organization to alleviate the burden of psychosocial factors in this setting.     

Exploring the key predictors of retention in emergency nurses

sawatzky j.v. & enns c.l. (2012) Journal of Nursing Management  20, 696–707 Exploring the key predictors of retention in emergency nurses Aim To explore the factors that predict the retention of nurses working in emergency departments. Background The escalating shortage of nurses is one of the most critical issues facing specialty areas, such as the emergency department. Therefore, it is important to identify the key influencing and intermediary factors that affect emergency department nurses’ intention to leave. Methods As part of a larger study, a cross-sectional survey was completed by 261 registered nurses working in the 12 designated emergency departments within rural, urban community and tertiary hospitals in Manitoba, Canada. Results Twenty-six per cent of the respondents will probably/definitely leave their current emergency department jobs within the next year. Engagement was the key predictor of intention to leave (P < 0.001). Engagement was also associated with job satisfaction, compassion satisfaction, compassion fatigue, and burnout (P < 0.05). In an ordinal least-squares model (R² = 0.44), nursing management, professional practice, collaboration with physicians, staffing resources and shift work emerged as significant influencing factors for engagement. Conclusions Engagement plays a central role in emergency department nurses intention to leave. Addressing the factors that influence engagement may reduce emergency department nurses’ intention to leave. Implications for nursing management This study highlights the value of research-based evidence as the foundation for developing innovative strategies for the retention of emergency department nurses.     

妇幼专科医院不同科室护士职业倦怠现状调查

目的了解妇幼专科医院不同科室护士职业倦怠状况。方法运用护士职业倦怠量表对妇幼专科医院的349名护士进行调查。结果护士职业倦怠总分为(138.18±22.42)分,中、重度职业倦怠检出率为44.13%。不同科室护士在职业倦怠总分、压力源、职业倦怠、人格积极特征和职业倦怠结局方面差异具有统计学意义(P0.01)。结论临床护士是职业倦怠的高发人群,应得到社会各方面的重视,采取相应对策帮助其缓解职业倦怠,为患者提供更优质的护理服务。     

急诊科护士职业倦怠与大五人格特征的相关性研究

目的探讨急诊科护士职业倦怠与大五人格特征的相关性。方法采用职业倦怠量表、简版大五人格问卷对93名急诊科护士进行问卷调查。结果急诊科护士职业倦怠程度较高,且高于国内护士群体常模(P<0.01)。分层回归分析结果显示,在控制了人口统计学变量后,大五人格特征的5个维度对急诊科护士职业倦怠总分具有预测作用(P<0.01或P<0.05)。大五人格特征对情绪耗竭、去人格化、个人成就感降低及职业倦怠总分的解释变异量分别增加16.3%、15.8%、21.2%和19.5%。结论大五人格特征能够有效预测急诊科护士的职业倦怠,预防和矫正护士职业倦怠水平必须采取改变个人和组织的综合性干预措施。