Burnout in Australasian Younger Fellows

Background: Burnout is the state of prolonged physical, emotional and psychological exhaustion characteristic of individuals working in human service occupations. This study examines the prevalence of burnout among Younger Fellows of the Royal Australasian College of Surgeons and its relationship to demographic variables. Methods: In March 2008, a survey was sent via email to 1287 Younger Fellows. This included demographic questions, a measure of burnout (Copenhagen Burnout Inventory), and an estimate of social desirability (Marlowe–Crowne Social Desirability Scale – Form C). Results: Females exhibited higher levels of personal burnout (P < 0.001) and work‐related burnout (P < 0.025), but no significant difference in patient‐related burnout. Younger Fellows in hospitals with less than 50 beds reported significantly higher patient‐related burnout levels (mean burnout 37.0 versus 22.1 in the rest, P= 0.004). An equal work division between public and private practice resulted in higher work‐related burnout than concentration of work in one sector (P < 0.05). Younger Fellows working more than 60 hours per week reported significantly higher personal burnout than those who worked less than this (P < 0.05). There was no significant correlation between age, country of practice, surgical specialty and any of the burnout subscales. Conclusion: Female surgeons, surgeons that work in smaller hospitals, those that work more than 60 h per week, and those with practice division between the private and public sectors, are at a particularly high risk of burnout. Further enquiry into potentially remediable causes for the increased burnout in these groups is indicated.     

Job stress,job satisfaction and stress‐related illnesses among South African educators

The aim of this study was to explore the relationship between self‐reported job stress and job satisfaction, and the prevalence of stress‐related illnesses and risk factors among educators. A cross‐sectional survey was conducted in a representative sample of 21,307 educators from public schools in South Africa. Results indicate that the prevalence of stress‐related illnesses were 15.6 per cent for hypertension, 9.1 per cent stomach ulcer, 4.5 per cent diabetes, 3.3 per cent minor mental distress, 3.1 per cent major mental distress and 3.5 per cent asthma. The study found considerably high stress levels among educators. Job stress and lack of job satisfaction were associated with most stress‐related illnesses (hypertension, heart disease, stomach ulcer, asthma, mental distress, tobacco and alcohol misuse). From three components of the demand‐control model, two, namely work stress from teaching methods and low peer support, were related to hypertension but not to heart disease. The components of the effort‐reward model of low socio‐economic status and lack of career advancement were both not related to heart disease, and only lack of career advancement was inversely related to hypertension. Most components assessed here of the demand‐control model (including stress with teaching methods and educational system and low peer support) and effort‐reward model (including job insecurity and lack of career advancement) were related to stomach ulcer and mental distress. Copyright © 2008 John Wiley & Sons, Ltd.     

Social identification,stress and citizenship in teams: a five‐phase longitudinal study

Previous theorizing and research in the social identity tradition suggests that identification with a group is a major determinant both of individuals' citizenship behaviour and their experience of, and responses to, social and organizational stressors. To provide a longitudinal exploration of these processes, the present study examines the patterns of group identification, work‐related attitudes and burnout within two theatre production teams on five occasions, from audition to post‐performance. As predicted, identification with the production team at the outset predicted positive perceptions and attitudes at the productions' conclusion. Specifically, high identifiers were more willing to display organizational citizenship, had greater work satisfaction and had more pride in their work than those lower in identification. Compared with low identifiers, high identifiers were also less likely to experience burnout during the most demanding phases of a production (i.e. dress rehearsal and performance). Moreover, path analysis indicates that the effect of initial identification on the level of citizenship that was ultimately displayed was partly attributable to the role that group identification played in protecting individuals from burnout during these demanding periods. Findings thus suggest that social identification not only motivates individuals to contribute to group success but also protects them from the stressors they encounter in the process of making that contribution. Copyright © 2008 John Wiley & Sons, Ltd.     

护生学习倦怠现状及与学业自我效能的关系

目的了解护生学习倦怠的现状及特点,探讨学习倦怠与学业自我效能的关系,为更好地开展护理教育,提高护理教学质量提供依据。方法分层随机抽取湖南省在校护理专业大学生（护生）309名,采用大学生学习倦怠调查量表与学业自我效能感量表进行调查。结果护生学习倦怠得分为56．24±9．94,护生学习倦怠发生率为37．86％。以情绪低落倦怠最为明显;护生学业自我效能得分为73．48±8．57;护生学业自我效能得分与学习倦怠各维度呈显著负相关（均P〈0．01）;学业自我效能感对学习倦怠各维度均具有预测作用（均P〈0．01）。结论护生学习倦怠感水平较高,主要表现为情绪低落;学业自我效能是护生学习倦怠的重要预测因子,对其学习倦怠有调节作用。护理院校在培养护生时应结合各层次护生的特点．因材施教。注重其学习潜能的发挥,提高学业自我效能,以消除护生学习倦怠感。     

泰国医院护士长领导作用与护士工作满意度相关性研究

目的 了解泰国医院护士对护士长领导作用的评价及其与护士工作满意度的相关性,为我国护理管理者领导作用的变革性观念提供参考.方法 对泰国沙缴省立医院145名护士采用自设的护士对护士长领导作用的评价量表及护理工作满意度调查表进行调查.结果 泰国沙缴省立医院护士对护士长领导作用的评价及护士工作满意度均为中等偏上水平,两者呈显著正相关(P<0.01).结论 泰国医院护士对护士长的领导作用评价较高,其领导作用在某种程度上影响看护士工作满意度.我国护理管理者可借鉴泰国医院护士长管理经验,通过改进管理方法 ,更好地发挥领导职能,以提升护士工作的满意度.     

Career commitment and job performance of Jordanian nurses

BACKGROUND: Career commitment and job performance are complex phenomena that have received little attention in nursing research. DESIGN AND SAMPLE: A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. RESULTS: Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. CONCLUSIONS: The lowest reported means of nurses' job performance require managerial interventions.     

Two models of job stress and depressive symptoms

Background Evidence indicates that an adverse psychosocial work environment contributes to the explanation of depressive symptoms. Research was mainly informed by two theoretical models, the demand-control and the effort-reward imbalance model. Yet, a comparative analysis of the two models, using original scales, has not yet been conducted in an unselected working population. Methods A total of 1,811 working men and women from the baseline screening of an epidemiological cohort study were interviewed (job stress, depressive symptoms [CES-D], health behaviours, medical history, socio-demographic characteristics). Logistic regression models were calculated to estimate associations between depressive symptoms, the two job stress models and relevant covariates. Results Analyses showed significantly increased multivariate odds ratio (OR) of job strain and effort-reward imbalance. When the two models were mutually adjusted control [OR, 95%CI = 1.9, 1.3–2.7], effort-reward imbalance [OR, 95%CI = 3.4, 2.1–5.1] and overcommitment OR, 95%CI = 3.9, 2.7–5.8] were independently associated with depressive symptoms Additional tests of interaction between the models revealed relatively highest level of depressive symptoms in employees who simultaneously reported low control and high overcommitment. Conclusions Components of an adverse psychosocial work environment are associated with depressive symptoms in an unselected working population. Policy implications of accumulated evidence on this relation should be addressed.     

医生职业耗竭与组织因素的关系

目的 探讨组织因素对医生职业耗竭的影响.方法 采用工作倦怠问卷、工作要求和决策自主量表、分配和程序公平量表、跨文化的角色冲突、角色混淆和角色过载量表、工作影响家庭和家庭影响工作量表及社会支持量表对740名医生进行调查.结果 分层回归分析显示,控制人口学变量之后,组织因素解释了医生情感衰竭、人格解体、成就感降低分别27.8%、36.8%、21.0%的变异,其中工作影响家庭、角色冲突、工作-家庭冲突、分配公平和工作负荷对情感衰竭有显著预测作用(标准化β分别为0.204, 0.102,0.249,-0.109,0.093);家庭影响工作、角色混淆、家人支持、程序公平和工作负荷对人格解体有显著预测作用(标准化β分别为0.506,0.192,-0.122,0.105,-0.068);角色混淆、家人支持、工作控制、工作影响家庭和上司支持对成就感降低有显著预测作用(标准化β分别为0.245,-0.179,-0.172,-0.106,-0.069).结论 组织因素对医生的职业耗竭影响较大,尤其工作-家庭冲突和工作角色特征.     

医务人员工作满意度评估价值及方法探讨

医务人员工作满意度是其对自己所从事的工作本身及工作环境等因素的一种内在的感受和态度,即对其全部工作的满意状况的主观反映。医院管理者只有在了解医务人员工作满意状况的基础上,采取有针对性的措施,才能调动其工作积极性,进而促进医疗服务质量的提高。本文阐述了评估医务人员工作满意度的价值与意义,并提出了满意度评估的方法和对策。