临床教师职业倦怠的相关影响因素分析

目的探讨职业倦怠的主要影响因素及与教学质量的相关性。方法对97名参与临床教学的医护人员进行调查,分析职业倦怠现状、影响因素,及职业倦怠与教学质量的相关性。结果97名临床教师中,存在轻度倦怠41例(42.27%),中度倦怠23例(23.71%),重度倦怠9例(9.28%),合计共有73名临床教师存在职业倦怠(75.26%)。女性情感耗竭维度得分高于男性(P<0.05)。不同职称者情感耗竭、人格解体和成就感降低3个维度得分均差异有统计学意义(P<0.05)。多因素Logistic回归分析结果显示:婚姻状况和职称为职业倦怠的风险因素(P<0.05)。轻度倦怠与重度倦怠者社会支持利用度得分差异有统计学意义(P<0.01)。Spearman等级相关分析结果显示:职业倦怠程度与教学质量评议分数无相关性(P>0.05),职称与教学质量评议分数有正相关关系(P<0.05)。结论临床教师职业倦怠强度与职称、婚姻状况有关。临床教师职称与教学质量正相关。     

Factors Associated With Nurses' Job Satisfaction In Residential Long-term Care: The Importance of Organizational Context

ObjectivesWe examined demographic, individual, and organizational context factors associated with nurses' job satisfaction in residential long-term care (LTC) settings. Job satisfaction has implications for staff turnover, staff health, and quality of care.DesignA cross-sectional analysis of survey data collected in the Translating Research in Elder Care program.Setting and participantsN = 756 nurses (registered nurses: n = 308; licensed practical nurses: n = 448) from 89 residential LTC settings in 3 Western Canadian provinces.MethodsWe used a generalized estimating equation model to assess demographic, individual, and organizational context factors associated with job satisfaction. Job satisfaction was measured using the Michigan Organizational Assessment Questionnaire Job Satisfaction Scale.ResultsDemographic, individual, and organizational context factors were associated with job satisfaction among nurses in residential LTC settings. At the demographic level, hours worked in 2 weeks (B = 0.002, P = .043) was associated with job satisfaction. At the individual level, emotional exhaustion-burnout (B = −0.063, P = .02) was associated with lower job satisfaction, while higher scores on empowerment (meaning) (B = 0.140, P = .015), work engagement (vigor) (B = 0.096, P = .01), and work engagement (dedication) (B = 0.129, P = .001) were associated with higher job satisfaction. With respect to organizational context, culture (B = 0.175, P < .001), organizational slack-space (eg, perceived availability and use of adequate space; B = 0.043, P = .040), and adequate orientation (B = 0.092, P < .001) were associated with higher job satisfaction.Conclusions and implicationsWe identified previously unexamined modifiable organizational features (organizational slack-space and adequate orientation) as factors associated with LTC nurses' job satisfaction in the Canadian context. Our findings support future efforts to improve job satisfaction through improvements in organizational space and provision of adequate workplace orientation.