Relationships among Job Burnout ,Job Satisfaction and Mental Health of Medical Staffs

目的 探讨医务人员工作倦怠、工作满意度与心理健康的关系.方法 采用工作倦怠问卷( MBI)、工作满意度问卷和症状自评量表(SCL- 90)对河北省某省级三甲医院101名医务人员进行调查.结果 ①不同年龄医务人员在玩世不恭、成就感低落及工作满意度方面的得分有统计学差异(F=3.36,3.07,2.73;P＜0.05);不同工龄医务人员在情绪衰竭、成就感低落及焦虑、敌对因子方面得分有统计学差异(F=3.05,3.67,2.82,3.01;P＜0.05);医生玩世不恭水平低于护士(t=-2.59,P＜0.05),工作满意度高于护士(t=2.26,P＜0.05);②情绪衰竭、成就感低落与SCL- 90各因子呈明显正相关(P＜0.01);工作满意度与SCL—90各因子(敌对除外)呈负相关(P＜0.01或P＜0.05);③在控制了人口统计学变量后,情绪衰竭对躯体化、强迫症状及敌对解释的方差变异量分别增加了3％、5％及3％;玩世不恭对SCL- 90各因子解释的方差变异量增加了12％～31％.结论 工作倦怠是影响医务人员心理健康的一个重要因素.     

医务人员工作倦怠、工作满意度与心理健康的关系

目的探讨医务人员工作倦怠、工作满意度与心理健康的关系。方法采用工作倦怠问卷(MBI)、工作满意度问卷和症状自评量表(SCL-90)对河北省某省级三甲医院101名医务人员进行调查。结果 1不同年龄医务人员在玩世不恭、成就感低落及工作满意度方面的得分有统计学差异(F=3.36,3.07,2.73;P<0.05);不同工龄医务人员在情绪衰竭、成就感低落及焦虑、敌对因子方面得分有统计学差异(F=3.05,3.67,2.82,3.01;P<0.05);医生玩世不恭水平低于护士(t=-2.59,P<0.05),工作满意度高于护士(t=2.26,P<0.05);2情绪衰竭、成就感低落与SCL-90各因子呈明显正相关(P<0.01);工作满意度与SCL-90各因子(敌对除外)呈负相关(P<0.01或P<0.05);3在控制了人口统计学变量后,情绪衰竭对躯体化、强迫症状及敌对解释的方差变异量分别增加了3%、5%及3%;玩世不恭对SCL-90各因子解释的方差变异量增加了12%~31%。结论工作倦怠是影响医务人员心理健康的一个重要因素。     

情绪智力、大五人格与行政管理干部工作倦怠的关系

目的:考察行政管理干部工作倦怠的特点及其与情绪智力、人格特质的关系。方法:采用工作倦怠通用量表、情绪智力量表及大五人格量表对湖南省302名行政管理干部进行测评。结果:该群体有57.3%的人存在工作倦怠状况,且主要表现为无效能感。分层回归分析结果显示,在控制了人口统计学变量后,大五人格所能解释的工作倦怠的方差变异量,在情绪衰竭、玩世不恭和无效能感分别为16%、17%和21%。而在引入情绪智力后,所能解释的总方差变异量又分别提高了2%、5%和7%。结论:大五人格、情绪智力因素能够有效的预测行政管理干部的工作倦怠。     

父母冲突和友谊质量对青少年抑郁发展趋势的影响

目的：考察父母冲突与友谊质量对青少年抑郁发展趋势的影响。方法：采用父母冲突问卷、友谊质量问卷和流调中心用抑郁量表对882名初一学生，进行为期两年的三次追踪调查。结果：(1)青少年抑郁发展呈现非线性增长的趋势；(2)父母冲突显著正向预测青少年抑郁的发展趋势，且解释抑郁截距方差变异的13%；(3)友谊质量显著负向预测青少年抑郁的发展趋势，且解释抑郁截距方差变异的9%。结论：青少年抑郁在初中阶段整体上呈上升趋势，父母冲突对青少年抑郁的初始水平和发展速度有明显的促进作用；友谊质量对青少年抑郁的初始水平和发展速度有明显的抑制作用。     

大五人格因素与企业职工工作倦怠的关系

目的:探讨大五人格因素与企业职工工作倦怠的关系。方法:采用工作倦怠问卷(MBI-GS)与大五人格问卷调查了506名某企业职工。结果:分层回归分析的结果显示,在控制了人口统计学变量之后,大五人格因素所解释的工作倦怠的方差变异量,在情绪衰竭、玩世不恭和职业效能三个维度分别为28%、24%和17%。具体而言,宜人性是情绪衰竭、玩世不恭和职业效能的有效预测因子;责任感是玩世不恭和职业效能的有效预测因子;情绪稳定性是情绪衰竭和玩世不恭的有效预测因子;而外向性和开放性两个维度对工作倦怠的预测作用均未达到显著水平。结论:大五人格因素能够有效预测企业职工的工作倦怠。     

工作特征与企业员工工作倦怠

目的研究工作特征对企业员工工作倦怠的影响,并量化工作特征对工作倦怠的预测能力。方法采用工作倦怠问卷和工作特征问卷对648名企业员工进行调查。结果1分层回归分析表明,工作特征对工作倦怠的各个指标具有显著预测作用;2优势分析发现,体能工作要求对情感耗尽的预测力最强,方差贡献率为54.90%;领导支持对讥诮的预测力最强,方差贡献率为39.23%;工作自主度对低职业效能的预测力最强,方差贡献率为45.16%。结论工作特征影响企业员工的工作倦怠;减少工作要求,增加工作资源,有利于工作倦怠的预防。     

医护人员工作倦怠的调查

目的：了解医护人员的工作倦怠现状。方法：采用MBI—HSS对218名医护人员进行了调查。结果：42．1％的被试有一定程度的情绪衰竭现象；有22．7％的被试有一定程度的情感疏远现象；48．6％的被试没有个人成就感；女性医护人员在情绪衰竭方面要显著高于男性医护人员；高中学历被试的情绪衰竭要显著高于大专、本科和本科以上学历的被试；高中学历被试的个人成就感要低于大专和本科以上学历的被试。结论：部分医护人员有一定程度的工作倦怠，在预防和矫治工作倦怠时。应重点关注女性和低学历人员。     

艾滋病医护人员社会支持对工作倦怠的影响

目的了解艾滋病医护人员工作倦怠状况,探讨社会支持对其工作倦怠的影响,为进行有效干预提供依据。方法采用中式工作倦怠量表（CMBI）和社会支持问卷（SRRS）对342名河南省艾滋病医护人员进行测试。结果艾滋病医护人员工作倦怠总体检出率达到75．5％,其中．轻度倦怠为35．4％,中度倦怠为32．2%,高度倦怠为7．9％。情感耗竭与主观支持和支持利用度呈极显著负相关;成就感降低与社会支持3个维度均呈极显著负相关;人格解体与社会支持各维度相关不显著。分层回归显示,主观支持对情感耗竭、成就感降低预测作用显著,支持利用度对成就感降低预测作用显著。结论应关注艾滋病医护人员的工作倦怠问题,给予他们更多的支持与关爱。     

临床医生工作满意度的相关研究及职业承诺的调节作用

目的：探讨临床医生工作满意度的现状、工作家庭冲突与工作满意度的关系，进一步探讨职业承诺的调节作用。方法：对来自武汉市四所三甲医院临床医生的问卷调查数据进行相关分析和多层回归分析。结果：①工作-家庭冲突与所有方面的工作满意度之间均呈现显著的负相关；家庭-工作冲突与部分工作满意度（除晋升满意度、利益满意度、报酬满意度和操作程序满意度外）间负相关显著；②在控制人口学变量后，工作-家庭冲突、职业承诺以及二者之间的交互项对整体工作满意度的标准化回归系数达到显著水平（P〈0．05〉。结论：工作家庭冲突是临床医生工作满意度的重要前因．并且职业承诺显著调节工作-家庭冲突对工作满意度的影响。     

党政干部工作倦怠与组织公民行为相关研究

目的 对党政干部工作倦怠与组织公民行为的相关性进行探讨.方法 采用自编的工作倦怠问卷和组织公民行为问卷对党政干部进行调查,用t检验、方差分析、相关分析、回归分析对数据进行处理.结果 党政干部的工作倦怠和组织公民行为在人口学变量上具有差异,相关分析和回归分析表明,工作倦怠和组织公民行为具有显著负相关.结论 要控制和减少党政干部的工作倦怠,鼓励和增加党政干部的组织公民行为.     

精神病院医护人员工作倦怠与自我效能感的关系研究

目的了解精神病院医护人员工作倦怠的现状,并探讨其自我效能感与工作倦怠的关系。方法采用一般自我效能感量表(GSES)、中国工作倦怠量表(CM B I)为调查工具,对随机抽取的精神病院95名医护人员进行调查,对数据进行频数统计、t检验、方差分析、相关分析和回归分析。结果①精神病院医护人员轻度倦怠症状水平的检出率为32.6%,中度倦怠症状水平的检出率为18.9%,高度倦怠症状水平的检出率为5.3%;②经过回归分析得出,自我效能感对耗竭(t=-2.008,P<0.05)和个人成就感降低(t=-4.269,P<0.01)有预测作用,而对人格解体(t=0.542,P>0.05)无预测作用。结论精神病院医护人员工作倦怠现状不容乐观,其自我效能感对其工作倦怠有显著影响。     

医护人员工作家庭冲突比较研究

目的分析医护人员工作家庭冲突特征。方法采用方便抽样法,选取西安市综合医院医生和护士239名,使用工作家庭冲突量表进行资料收集。工作家庭冲突量表包括2个因子:工作干涉家庭因子和家庭干涉工作因子。结果 55.65%的被试工作家庭冲突程度高于平均水平;在工作干涉家庭因子方面,冲突程度高于均值者占56.49%;在家庭干涉工作因子方面,冲突程度高于均值者占45.61%。此外,医生与护士不同的职业类型、有无子女及婚姻状态等均会对工作家庭冲突强度产生影响。结论医护人员需要社会和家庭更多的理解和关爱,医院管理人员应给予医护人员更多的人性关怀。     

Expanding the psychosocial work environment: workplace norms and work-family conflict as correlates of stress and health

This study examined the contributions of organizational level norms about work requirements and social relations, and work-family conflict, to job stress and subjective health symptoms, controlling for Karasek's job demand-control-support model of the psychosocial work environment, in a sample of 1,346 employees from 56 firms in the Norwegian food and beverage industry. Hierarchical linear modeling analyses showed that organizational norms governing work performance and social relations, and work-to-family and family-to-work conflict, explained significant amounts of variance for job stress. The cross-level interaction between work performance norms and work-to-family conflict was also significantly related to job stress. Work-to-family conflict was significantly related to health symptoms, but family-to-work conflict and organizational norms were not.     

A twin-family study of the association between employment, burnout and anxious depression

BACKGROUND: Earlier studies have shown that employment and burnout are related to anxiety and depression. This twin-family study investigates to what extent these associations are caused by shared etiological factors. METHODS: In a sample of 4,309 Dutch twins and 1,008 siblings, bivariate genetic analyses of employment and anxious depression and of burnout and anxious depression were carried out using structural equation modelling. RESULTS: Employment and anxious depression were both influenced by genetic and individual-specific environmental factors. The association between employment and anxious depression was small, but significant, estimated at -0.08. Power was too low to decide whether the covariance was explained by genetic or environmental factors. In burnout, familial clustering was due to genetic factors in men, but to genetic and common environmental factors in women. In both sexes, there was a strong correlation of around 0.40 with anxious depression, which was explained by shared genetic and shared individual-specific environmental factors. LIMITATIONS: The group of unemployed subjects in our sample not only contained subjects who were searching for a job, but also subjects who were out of the labour force. CONCLUSIONS: Associations between employment and anxious depression as well as between burnout and anxious depression are due to overlapping genetic and individual-specific environmental factors. Work related circumstances, e.g. financial strain or work-family conflict, might be of importance in burnout and anxious depression. These results support the notion that a genetic vulnerability for depression also increases the risk for exposure to high-risk environments, such as unemployment.     

Consequences of boundary-spanning demands and resources for work-to-family conflict and perceived stress

Using work-family border theory, this article examines relationships between boundary-spanning demands and resources and work-to-family conflict and perceived stress. The analysis uses data from 2,109 respondents from the 2002 National Study of the Changing Workforce. The demands that were positively related to work-to-family conflict and perceived stress were commuting time, bringing work home, job contacts at home, and work-family multitasking. Work-family multitasking partially explained the effects of bringing work home and job contacts at home on conflict and stress. For resources, time off for family responsibilities and a supportive work-family culture showed negative associations with conflict and stress. Work-to-family conflict partially mediated relationships between several demands and resources and perceived stress.     

护士职业倦怠与工作压力的相关研究

目的对护士的职业倦怠、工作压力情况做探讨,揭示压力对职业倦怠的影响。方法对唐山市3家医院的200名护士,运用护士职业倦怠量表和生活满意度量表进行调查,回收有效问卷168份。使用SPSS 11.5进行统计分析,主要的统计方法有描述分析,单因素方差分析,差异检验,相关分析。结果①护士的职业倦怠整体水平较高;②护士的年龄、人事关系等人口学变量对其职业倦怠水平的影响存在显著性差异(P<0.05);③护士的职业压力与职业倦怠有显著的相关(r=0.415,P<0.01)。结论唐山护士工作压力越大,职业倦怠水平越高。     

The Effect of Social Support and the Work Environment upon Burnout among Nurses

Abstract

Burnout among hospital-based nurses appears to be a serious problem affecting the delivery of health care. Findings from previous empirical research indicate that burnout among these nurses results from reactions to adversities inherent in the hospital work environment, and that burnout can lead nurses to change jobs and/or abandon the practice of nursing. This paper presents and discusses research findings on the effects of various aspects of the hospital work environment on burnout among nurses, and, in addition, evaluates the effects of social support in reducing and/or mitigating the relationship between negative aspects of the work environment and burnout. A multiple regression approach is employed to test the hypothesized model. The data were collected from a sample of nurses (n = 310) employed at Fitzsimons Army Medical Center (FAMC), Aurora, Colorado. The major determinants of burnout were found to be low job enhancement (autonomy, task orientation, clarity, innovation, and physical comfort); work pressure; and lack of supervisor support, along with the interaction term involving the combined effects of job enhancement and supervisor support. These predictors, in conjunction with demographic and job-related variables explained 53% of the variance in emotional exhaustion, a central component of the burnout syndrome.