护士工作倦怠与坚韧性人格的相关研究

目的 了解护士工作倦怠状况及其与坚韧性人格的相关性,为有效干预护士的工作倦怠提供依据.方法 采用摩斯腊克工作疲倦量表(MBI)和健康相关坚韧性量表(HRHS)对703名护士进行调查.结果 护士的坚韧性水平较为理想;护士的工作倦怠主要表现在个人成就感维度上,65.86%护士在该维度上呈现高度倦怠;工作冷漠、个人成就感维度的得分显著低于常模(均P＜0.01),情绪疲倦维度得分显著高于常模(P＜0.01);护士在工作倦怠的情绪疲倦、工作冷漠维度与坚韧性人格呈负相关(P＜0.05,P＜0.01),个人成就感维度与坚韧性人格呈正相关(均P＜0.01).结论 护士工作倦怠问题不容乐观,其坚韧性人格与工作倦怠密切相关,护理管理部门应引起重视,提高护士的坚韧性水平,减轻其工作倦怠.     

护士工作倦怠及影响因素的研究

目的 了解护士工作倦怠水平,并探讨其影响因素.方法 采用一般资料问卷、工作倦怠量表(MBI)、领悟社会支持量表(PSSS)和一般自我效能量表(GSES)对142名护士进行调查.结果 高水平情感耗竭、非人性化和工作无成就感的护士分别占30.28%、15.49%和29.58%.社会支持和自我效能与情感耗竭和非人性化呈负相关(均P＜0.01),与工作成就感呈正相关(P＜0.01);护士健康状况与情感耗竭呈负相关(P＜0.01),与工作成就感呈正相关(P＜0.05).回归分析显示,社会支持、自我效能对护士工作倦怠具有一定的决定作用,而自觉健康状况对情感耗竭具有预测作用.结论 提高社会支持和自我效能,改善护士健康水平是预防和缓解护士工作倦怠的关键环节.     

护士工作偏差行为及影响因素调查

目的 了解护士的工作偏差行为现状,分析其影响因素,为针对性干预提供参考.方法 采用护理人员工作偏差行为量表、工作倦怠量表、护理工作环境量表对598名在职护士进行调查.结果 护士工作偏差行为得分为1.29±0.42,护士工作偏差行为与护理工作环境呈负相关,与工作倦怠呈正相关(均P＜0.01);多元线性回归结果显示,性别、与同事间的关系、职务和去人格化是护士工作偏差行为的独立影响因素(P＜0.05,P＜0.01).结论 护士工作偏差行为处于较低水平.应改善护理工作环境,减少工作倦怠,以减少工作偏差行为的发生,提高护理质量.     

夜班护士工作倦怠调查分析

目的 了解夜班护士工作倦怠情况,分析与夜班频次及持续时间的关系.方法 对78名夜班护士采用工作倦怠问卷进行调查.结果 夜班护士工作倦怠发生率为47.4％,其中轻度倦怠比例高(75.7％);不同夜班频次及工作时间倦怠程度比较,差异有统计学意义(P＜0.05,P＜0.01);夜班护士的感受及需求10个务目中均分≥4分的有夜...     

护士情绪劳动表现策略与工作倦怠相关性分析

目的 探讨护士情绪劳动表现策略及其与工作倦怠之间的相互关系.为护理管理者制订针对性改进措施提供依据.方法 采用情绪劳动量表、工作倦怠量表对341名护士进行调查.结果 护士在情绪劳动中采用的表现策略依次为自然表现(3.76±0.64)、深层表现(3.48±0.64)和表面表现(2.58±0.56);随着护龄的增长,自然表现呈上升趋势(P＜0.01),表面表现和深层表现呈先升后降趋势;工作倦怠表现为中度情绪衰竭(22.53±11.02)、工作无成就感(36.02±7.98)和低度去个性化(5.37±5.12);表面表现可降低工作成就感(P＜0.05),自然表现、深层表现可增进工作成就感(P＜0.01,P＜0.05).结论 情绪劳动表现策略与工作倦怠显著相关,当情绪体验与职业要求不一致时,深层表现是一种更好的表现策略.     

护士工作家庭冲突及其与工作倦怠、工作绩效的关系研究

目的 了解护士工作家庭冲突及其与工作倦怠、工作绩效的关系.为进一步平衡护士工作与家庭、预防工作倦怠、提高工作绩效提供参考.方法 采用工作家庭冲突量表、工作倦怠量表、工作绩效量表对重庆市万州区1 094名执业护士进行问卷调查.结果 护士工作家庭冲突评分3.04±1.23,工作一家庭冲突评分3.14±1.29.家庭一工作冲突评分2.85±1.52;不同婚姻状况、教育程度、医院级别的护士工作家庭冲突评分比较.差异有统计学意义(P<0.05,P<0.01);工作家庭冲突显著影响护士的工作倦怠(P<0.01),对工作绩效没有影响.结论 护士面临着较大的工作家庭冲突,工作家庭冲突是护士工作倦怠的预测值.管理层需重视护士群体的工作家庭冲突并采取平衡策略降低冲突水平,从而预防和降低护士的工作倦怠,保障护士的身心健康.     

护士工作家庭冲突及其与工作倦怠、工作绩效的关系研究

目的了解护士工作家庭冲突及其与工作倦怠、工作绩效的关系,为进一步平衡护士工作与家庭、预防工作倦怠、提高工作绩效提供参考。方法采用工作家庭冲突量表、工作倦怠量表、工作绩效量表对重庆市万州区1094名执业护士进行问卷调查。结果护士工作家庭冲突评分3．04±1．23,工作-家庭冲突评分3．14±1．29,家庭－工作冲突评分2．85±1．52;不同婚姻状况、教育程度、医院级别的护士工作家庭冲突评分比较,差异有统计学意义（P〈0．05,P〈0．01）;工作家庭冲突显著影响护士的工作倦怠（P〈0．01）,对工作绩效没有影响。结论护士面临着较大的工作家庭;中突,工作家庭冲突是护士工作倦怠的预测值。管理层需重视护士群体的工作家庭冲突并采取平衡策略降低冲突水平,从而预防和降低护士的工作倦怠,保障护士的身心健康。     

护士工作倦怠及影响因素的研究

目的了解护士工作倦怠水平，并探讨其影响因素。方法采用一般资料问卷、工作倦怠量表（MBI）、领悟社会支持量表（PSSS）和一般自我效能量表（GSES）对142名护士进行调查。结果高水平情感耗竭、非人性化和工作无成就感的护士分别占30．28％、15．49％和29．58％。社会支持和自我效能与情感耗竭和非人性化呈负相关（均P〈0．01），与工作成就感呈正相关（P〈0．01）；护士健康状况与情感耗竭呈负相关（P〈0．01），与工作成就感呈正相关（P〈0．05）。回归分析显示，社会支持、自我效能对护士工作倦怠具有一定的决定作用，而自觉健康状况对情感耗竭具有预测作用。结论提高社会支持和自我效能，改善护士健康水平是预防和缓解护士工作倦怠的关键环节。     

急诊科工作场所暴力和职业倦怠对护士共情疲劳的影响

目的了解急诊科护士工作场所暴力、职业倦怠和共情疲劳状况,分析影响急诊科护士共情疲劳的因素。方法采用工作场所暴力测定频度量表、工作倦怠量表和共情疲劳量表对286名急诊科护理人员进行调查。结果急诊科护士工作场所暴力零频度占25.52%、低频度41.61%、中频度23.43%、高频度9.44%;职业倦怠零倦怠占22.38%、轻度倦怠44.76%、中度倦怠24.83%、高度倦怠8.04%;共情疲劳轻度16.43%、中度40.56%、重度43.01%;工作场所暴力和职业倦怠不同程度影响共情疲劳(P0.05,P0.01)。结论急诊科护士工作场所暴力发生率较高,职业倦怠及共情疲劳情况较严重,需要医院管理者采取综合措施,降低工作场所暴力发生率和职业倦怠水平,改善急诊科护士共情疲劳状况。     

精神科护士人格特征与冲突处理模式的关系研究

目的探讨精神科护士人格特征和冲突处理模式的现状及其相关性。方法使用艾森克人格问卷(EPQ)、冲突处理模式量表(MODE)对山东省6家精神病专科医院的813名精神科临床护士进行调查。结果精神科护士的人格特征与国内常模比较,内-外向(E)得分高于国内常模,神经质(N)和掩饰性(L)得分低于国内常模(均P0.01),将E量表和N量表相组合形成四种倾向性人格类型,其中外向不稳160人(19.7%),外向稳定340人(41.8%),内向稳定183人(22.5%),内向不稳130人(16.0%),不同人格特征精神科护士采取的冲突处理模式比较差异有统计学意义(P0.05,P0.01)。在面临冲突情境时,精神科护士最常采用的冲突处理模式为"迁就",最不常采用的为"竞争"。结论具有不同人格特征的护士面对冲突情境时会采取不同的冲突处理方式。为了促进精神科护士在面对工作冲突时采取双赢的协作模式,管理者应重视精神科护士的人格培养,优化护士的职业心态。     

积极关注技术在减轻护士工作疲溃感中的作用

目的探讨积极关注技术在减轻护士工作疲溃感中的作用.方法对ICU 23名护士进行常规关注、临时关注、集体关注和个别关注等关注技术,于关注前和关注后7个月,分别进行工作疲溃感测试和个人评价、生活满意度指数B、总体幸福感测试.结果积极关注前护士情绪疲溃感、工作冷漠感、工作无成就感与关注后比较,差异有显著性意义(P＜0.01,P＜0.05).关注前护士个人评价、生活满意度指数B、总体幸福感与关注后比较,差异有显著性意义(均P＜0.01).结论采用积极关注技术对减轻护士工作疲溃感效果明显,可提高护士工作效率,提高护理质量.     

Sequential Development among Dimensions of Job Burnout and Engagement among IT Employees

The current study examined the sequential development of job burnout and job engagement and their related antecedents (job demands, job resources and personality) using a three‐wave longitudinal design. We collected usable responses from 160 Information Technology employees in China. Using M‐plus 5.0, we compared four models: the exhaustion–cynicism–inefficacy model of burnout and the vigour–dedication–absorption model of engagement, the exhaustion–cynicism–inefficacy model of burnout and the dedication–absorption–vigour model of engagement, the cynicism–inefficacy–exhaustion model of burnout and the dedication–absorption–vigour model of engagement and the cynicism–inefficacy–exhaustion model of burnout and the vigour–dedication– absorption model of engagement. The results of the model comparisons revealed that the last model had the best fit with the data. In addition, we found that job demands, job resources and personality influenced burnout and engagement in different ways. The results showed that the pathways from job demands/job resources to burnout/engagement were robust and direct, whereas personality had both a direct influence and an indirect influence (through job demands/resources) on burnout/engagement. Copyright © 2013 John Wiley & Sons, Ltd.     

急诊科护士生活方式与职业倦怠的关系研究

目的探讨急诊科护士生活方式及职业倦怠状况,并分析二者间的相关性。方法便利抽取济南市5所三级甲等医院急诊科护士196名为研究对象,采用健康促进生活方式量表和摩斯腊克工作倦怠量表测量其生活方式及职业倦怠状况。结果急诊科护士的生活方式得分为61.7±13.3;职业倦怠3个维度得分分别为26.1±10.5、8.9±5.7、27.7±9.7。职业倦怠中情绪疲惫与生活方式呈负相关(P<0.01),个人成就感与生活方式呈正相关(P<0.01)。结论急诊科护士健康生活方式处于中等水平,生活方式相对较差者其情绪疲惫程度越重。护理管理者需从改善急诊科护士的生活方式入手,传授健康知识,使其调整饮食方式,进行体育锻炼,调节情绪、放松身心,从而缓解职业倦怠,提高急诊护士的生活质量。     

优质护理服务活动中护士职业倦怠调查

目的了解优质护理服务活动中护士职业倦怠现状,为针对性干预提供参考。方法采用MBI量表中文版对荆州市第一人民医院的62名护士进行调查。结果优质护理服务过程中,护士情绪衰竭(EE)、去个性化(DP)和个人成就感丧失(PA)3个维度得分分别为25.79±10.65、8.73±6.38和14.35±8.45;EE和DP倦怠水平显著高于一般护理模式下的护士常模(均P<0.05);PA倦怠水平显著低于常模(P<0.01);EE中度倦怠和高度倦怠检出率分别为20.97%和53.22%,DP分别为24.19%和48.39%,PA分别为24.19%和0。护士EE、DP严重倦怠显著高于常模(均P<0.01),而PA严重倦怠显著低于常模(P<0.05);工龄≥3年护士PA的倦怠程度显著高于年资<3年的护士(P<0.01);本科护士在职业倦怠3个维度上的严重程度均显著高于中专、大专护士(P<0.05,P<0.01)。结论无陪护理模式下的护士职业倦怠水平显著高于一般护理模式下的护士职业倦怠水平,年资和学历越高,护士职业倦怠水平越高;护理管理者应引起重视。     

Burnout,psychosomatic symptoms and job satisfaction among Dutch nurse anaesthetists: a survey

Background: To meet the increasing demand for healthcare providers, it is crucial to recruit and retain more nurse anaesthetists (NAs). The majority of NAs in the Netherlands are >45 years old, and retaining them in their jobs is very important. This study investigates the relationships among burnout, physical health and job satisfaction among Dutch NAs. Methods: Two thousand NAs working in Dutch hospitals were invited to participate in this online questionnaire. We tested the relationships among burnout, psychosomatic symptoms, sickness absence, perceived general health and job satisfaction. Results: Nine hundred and twenty‐three questionnaires were completed and analysed (46% response rate). Burnout and psychosomatic symptoms were negatively associated with job satisfaction, and predicted 27% of job satisfaction. Perceived general health was positively and sickness absence was negatively related to job satisfaction. Older NAs had a higher incidence of burnout than their younger counterparts. Conclusions: The results confirmed the importance of a healthy psychosocial work environment for promoting job satisfaction. To prevent burnout, further research is necessary to determine the factors causing stress. These findings may also apply to anaesthesiologists who share many tasks and work in close cooperation with NAs.     

护理缺陷发生后护士的心理反应及对安全文化建设认知研究

目的 了解护士在发生护理缺陷后的感受及其对护理安全文化建设的认知,为医院安全护理文化建设提供参考.方法 对某三甲医院近5年发生过护理缺陷的20名护士进行深入访谈,对所获资料采取编码、分类和提炼主题的方法进行分析.结果 护士在发生护理缺陷后的心理感受为害怕、侥幸、无所谓及抱怨;对护理安全文化重要性的认知包括制度是医疗护理...     

Stress and burnout among colorectal surgeons and colorectal nurse specialists working in the National Health Service

Background It has been suggested that changes to the organization of the National Health Service (NHS) and clinical practices in dealing with cancer are associated with increased stress and burnout in healthcare professionals. The aim of this study, therefore, was to evaluate stress and burnout in colorectal surgeons (surgeons) and colorectal clinical nurse specialists (nurses) working in the NHS. Method A list of all consultant surgeons and nurses was obtained from The Association of Coloproctology of Great Britain and Ireland. Participants were sent a questionnaire booklet consisting of standardized measures [General Health Questionnaire (GHQ), Maslach Burnout Inventory (MBI), Coping Questionnaire] and various ad hoc questions to obtain information about demographics, cancer workload and job satisfaction. Independent predictors of clinically significant distress and burnout were identified using logistic regression. Results Four hundred and fifty‐five surgeons and 326 nurses were sent booklets. The response rate was 55.6% in surgeons and 54.3% in nurses. The mean age of the nurses was lower than that of surgeons (42.8 vs 47.7, P < 0.001). Psychiatric morbidity was similar in the surgeons and nurses as assessed using the GHQ (30.2% and 30.3% respectively). On the MBI, compared with nurses, surgeons had significantly higher levels of depersonalization (17.4%vs 7.4%, P = 0.003) and lower personal accomplishment (26.6%vs 14.2%, P = 0.002). Seventy‐seven per cent of surgeons and 63.4% of nurses stated their intention to retire before the statutory retirement age. Coping strategies, especially those in which respondents isolated themselves from friends and family, were associated with higher psychiatric morbidity and burnout. Dissatisfaction with work, intention to retire early, intention to retire as soon as affordable and poor training in communication and management skills were also significantly associated with high GHQ scores and burnout in both groups. Discussion We found high levels of psychiatric morbidity and burnout in this national cohort of surgeons and nurses working in the NHS. However, psychiatric morbidity and burnout were unrelated to cancer workload. Nurses have lower burnout levels than surgeons and this may be related to their different working practices, responsibilities and management structure.     

How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers

This study used a person‐centered approach to examine the across‐time relationships between job demands and job resources on the one hand and employee well‐being (burnout and work engagement) on the other. On the basis of the job demands–resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well‐being across time. The results of a 2‐wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout.