护士工作疲溃感及其研究进展

工作疲溃感（joburnout）又被称为职业倦怠感心身耗竭综合征、工作倦怠、枯竭等，是临床心理学家Freudenberger于1974年首次提出。他认为工作疲溃感是工作强度过高、无视个人需要所引起的疲惫不堪状态。国际劳工组织（1994）指出：“世界正在变成紧张的世界”。而过度紧张会使个体出现疲乏、焦虑、压抑、工作能力下降、甚至身心衰竭现象等就是工作疲溃感。     

临床护士工作疲溃感与工作压力源的相关研究

工作疲溃感（professional burnout）又称职业性疲溃、心身耗竭综合征、工作倦怠、枯竭等，是一种情绪疲惫感、工作冷漠感和工作成就感的降低，可表现为旷工、与同事冲突和离职，并且影响工作的完成和自身家庭的照顾，它常发生于从事人际工作的人员中。护理工作主要是与人打交道的职业，高工作疲溃感不仅导致其身心痛苦，而且影响护理质量。为了解临床护士工作压力源对工作疲溃感的影响，本研究采用描述性、相关性的研究方法，调查了临床护士的工作疲溃感与工作压力源之间的关系。现将其介绍如下。     

区级医院护士工作疲溃感的原因调查

工作疲溃感（Professional Burnout）又被译为职业性疲溃,心身耗竭综合症,工作倦怠、枯竭等。护理工作的高风险、高紧张度,超负荷运转、频繁倒夜班、职业认同感差等特点,导致护士情绪疲惫和衰竭,非情感性反应和个性倒退,在做助人工作时的完美感和个人成熟感体验降低。     

护士工作疲溃感及其影响因素调查分析

目的探讨护士工作疲溃感水平及其影响因素。方法采用问卷调查法，调查广州市5所三级甲等综合医院235名护士的工作疲溃感水平及其影响因素。结果护士的情绪疲溃感及工作无成就感均为高度，工作冷漠感为中度；影响护士工作疲溃感的因素包括：个人对工作的喜欢程度、工作意愿、人员性质、因工作对家庭的影响、家庭成员的态度、自我健康感受、工作压力及应对方式等。结论护士的工作疲溃感较为严重，并受多因素影响。建议加强护士对专业的正确认知，培养护士的积极应对及人际沟通技巧，帮助护士协调好工作与家庭的关系，争取家庭成员的支持，对身体条件不良、工作意愿不强的护士多加关注，避免因工作疲溃感过重产生离职意愿或影响临床护理质量。     

关于护士工作疲溃感及其相关因素的分析思考

文中通过围绕工作疲溃感的三个维度,包括:情绪疲溃感、工作冷漠感及工作无成就感,综述其发生的相关影响因素,主要包括:工作压力、上级领导的支持、人际关系、个人应对技巧以及自身因素等,阐明要从多层面采取相应的防护措施以提高护士的身心健康水平,从而确保提供高质量护理的前提。     

护士工作疲溃感的研究进展

从工作疲溃感的概念、发展过程、测量工具及护士工作疲溃感的影响因素4个方面进行综述,并提出有效的干预措施,以期引起相关部门对护士工作疲溃感的重视,并为今后进一步研究和发展提供信息与方向。     

护士工作疲溃感研究进展

从护士工作疲溃感发生情况、影响因素、预防和干预三个主要方面对当前国内护士工作疲溃感主要研究进行综述。     

关于护士工作疲溃感的研究分析

工作疲溃感是在具有长期的慢性压力源的工作环境中产生的一种综合反应,对护士的生理和心理都造成了很多的负面影响。本文就有关护士工作疲溃感的概念、发展过程、测量工具及研究内容的一些研究进展进行综述,为今后的研究提供资料信息。     

护士工作疲溃感研究进展

从护士工作疲溃感发生情况、影响因素、预防和干预三个主要方面对当前国内护士工作疲溃感主要研究进行综述。     

手术室护士工作压力与工作疲溃感的研究

[目的]了解手术室护士工作的主要压力源及工作疲溃感，并明确工作压力与工作疲溃感之间的关系。[方法]采用问卷调查法对100名手术室护士进行调查。[结果]手术室护士的工作压力源依次为工作性质与工作强度、人际关系、继续教育与职业需求、社会地位、家庭支持等方面的问题。工作疲溃感中情绪耗竭、去人格化倾向为中度耗竭，个人成就感为高度耗竭。工作压力源与工作疲溃感之间呈显著性相关。[结论]手术室护士工作压力源来自多方面，工作疲溃感较严重，建议从管理和个人角度减少或消除手术室护士工作压力源，减轻工作疲渍感，以提高护理服务质量。     

护士职业价值感量表的编制及信效度检验

目的 编制适合我国国情的护士职业价值感量表。方法 通过建立理论框架、文献研究、专家咨询、问卷调查、统计分析等逐步完成量表编制。结果 量表包括7个维度和38个条目,解释总变异量的70.060%。该量表Cronbach α为0.961,分半信度为0.865,重测信度为0.951,内容效度为0.868。验证性因子分析表明,该量表的结构效度良好。结论 该量表信效度较好,可以用来评价护士的职业价值感,为管理者有针对性地进行干预提供依据。     

Nurse Faculty Burnout and Strategies to Avoid it

Background

Eight out of ten Americans report they experience job stress. Nurses (74%) are reporting acute and chronic stress as a contributing factor to nurse burnout. Stress can be the result of organizational, interpersonal or individual/personal factors and could eventually lead to burnout if ignored. It has long been reported about the shortage of nursing faculty but very little about how current nurse faculty experience burnout. Faculty burnout can be due to a variety of reasons (e.g., employment requirements, working in understaffed environment, lack of support).

Nurse Characteristics and Professional Autonomy

Relationships between selected demographic characteristics and professional nursing autonomy were examined. Identification of such relationships can strengthen development of the professional nursing role. Usable responses were returned by 542 RNs in a random sample of 2,000 nurses from four states. The Personal Attributes Questionnaire (Spence, Helmreich, & Stapp, 1974) and Nursing Activity Scale (Schutzenhofer, 1987) were used. Significant relationships were noted among autonomy and the following: nursing education, practice setting, clinical specialty, functional role, membership in professional organizations, and gender stereotyped personality traits.     

Primary Care Practice Environment and Burnout Among Nurse Practitioners

Poor practice environments contribute to burnout, but favorable environments containing support, resources, autonomy, and optimal relations with colleagues may prevent burnout. Compared with all nurse practitioners (NPs), 69% of these NPs provide primary care to patients, yet whether the practice environment is associated with NP burnout is unknown. A study to examine environmental factors related to NP burnout was conducted. Overall, 396 NPs completed the survey, and 25.3% were burnt-out. Higher scores on the professional visibility, NP-physician relations, NP-administration relations, independent practice, and support subscales were associated with 51%, 51%, 58%, and 56% lower risk of NP burnout, respectively.     

Burnout and the Sexual Assault Nurse Examiner: Who Is Experiencing Burnout and Why?

IntroductionA sexual assault nurse examiner role exemplifies the high-stress and highly emotional patient interactions that are often associated with burnout. The purpose of this study was to examine the frequency of burnout among sexual assault nurse examiners in North Carolina.MethodsThis cross-sectional study was an anonymous survey of practicing sexual assault nurse examiners within North Carolina using the Maslach Burnout Inventory and additional demographics. Results were analyzed with odds ratios, confidence intervals, Fisher exact, chi-square, and Kruskal Wallis tests as appropriate.ResultsAmong 95 respondents, burnout was more frequent in sexual assault nurse examiners who stopped both emergency and nurse examiner work (55.6%, odds ratio 4.41, 95% confidence interval 1.07-18.06) and in dual function nurses (both emergency and nurse examiner work, 35.7%, odds ratio 2.71, 95% confidence interval 1.04-7.06). Sexual assault nurse examiners who had a high percentage of pediatric cases (above the median of 40%) were more likely to meet burnout thresholds for emotional exhaustion scores > 26 (48.78% vs 25.93%, χ² = 5.30, P = .02) and more likely to meet burnout thresholds for depersonalization scores > 9 (48.78% vs 24.07%, χ² = 6.28, P = .01).DiscussionHigher frequency of burnout threshold criteria was found in those people who worked concurrently as a sexual assault nurse examiner and an emergency nurse and in those who had retired from both specialties. We also found that sexual assault nurse examiners with a higher case mix of pediatric cases had higher emotional exhaustion scores and higher depersonalization scores.