| 医务人员付出-回报失衡与职业倦怠关系研究 |
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| 引用本文： | 成诚,陈思璐,周震,茅金凤,朱秀花,高月霞. 医务人员付出-回报失衡与职业倦怠关系研究[J]. 现代预防医学, 2018, 0(8): 1363-1366 |
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| 作者姓名： | 成诚 陈思璐 周震 茅金凤 朱秀花 高月霞 |
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| 作者单位： | 南通大学公共卫生学院，江苏 南通 226019 |
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| 摘 要： | 目的 探讨医务人员付出-回报失衡与职业倦怠的关系，为降低职业倦怠提供参考。方法 付出-回报失衡（ERI）量表及职业倦怠量表通用版（MBI-GS）对南通市5家二级以上医院和3家乡镇卫生院525名医务人员进行调查，分层多重线性回归分析探索付出-回报失衡与职业倦怠之间的关系。结果 有52.00%的医务人员处于付出-回报失衡工作模式（ERI＞1），40.19%处于超负荷状态；职业倦怠的平均分为（2.34±0.82）分，其中情绪衰竭维度为（2.36±1.19）分，情感疏远维度为（2.00±1.23）分，成就感维度为（2.64±1.31）分，14.29%的人没有职业倦怠，77.90%的人有轻中度职业倦怠，7.81%的人有重度职业倦怠。多因素分层回归分析表明，付出回报失衡增加了情绪衰竭（β = 0.28）和情感疏远（β = 0.28）；超负荷工作增加了医务人员的情绪衰竭（β = 0.33）和情感疏远（β = 0.14），降低了医务人员的工作成就感（β = -0.18）。结论 付出-回报失衡增加了医务人员的职业倦怠。医院应设计科学的薪酬和绩效考核制度，提高医务人员的工作积极性，降低职业倦怠。
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| 关 键 词： | 付出-回报失衡 超负荷 职业倦怠 医务人员 |
Effort-reward imbalance and job burnout among medical staff |
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| CHENG Cheng,CHEN Si-lu,ZHOU Zhen,MAO Jin-feng,ZHU Xiu-hua,GAO Yue-xia. Effort-reward imbalance and job burnout among medical staff[J]. Modern Preventive Medicine, 2018, 0(8): 1363-1366 |
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| Authors: | CHENG Cheng CHEN Si-lu ZHOU Zhen MAO Jin-feng ZHU Xiu-hua GAO Yue-xia |
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| Affiliation: | Department of Health Management, School of Public Health, Nan-tong University, Nantong, Jiangsu 226019, China |
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| Abstract: | Objective To explore the relationship between effort-reward imbalance and job burnout among medical staff, so as to make reference for reducing their job burnout. Methods Totally 525 medical staff were surveyed from 5 secondary and tertiary hospitals and 3 primary hospitals in Nantong. Effort-Reward Imbalance(ERI) questionnaires and Maslach Burnout Inventory (MBI-GS) were employed to measure effort-reward imbalance and job burnout, and the relationships between them explored by stratified multivariate linear regression analysis. Results 52.00% of medical staff were working in the effort-reward imbalance(ERI>1), and 40.19% of them were overloaded. The score of burnout among medical staff was 2.34±0.82, with 2.36±1.19 for Emotional Exhaustion(EE), 2.00±1.23 for Depersonalization(DP), and 2.64±1.31 for Personal Accomplishment (PA). 14.29% of the medical staff didn’t have job burnout, with 77.90% for mildly job burnout and 7.81% for severely job burnout. Multivariate linear regression analysis showed ERI could increase medical staff's EE (β=0.28) and DP (β=0.28), and overload work increases EE (β=0.33), DP (β=0.14) and reduces PA (β=-0.18). Conclusion ERI has a better predictive effect on job burnout. Hospital and institution should design a scientific salary system and performance appraisal system to improve the enthusiasm of the medical staff and reduce job burnout. |
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| Keywords: | Effort-Reward Imbalance Work-overloaded Job burnout Medical staff |
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