Prevalence of burnout syndrome among Italian volunteers of the Red Cross: a cross-sectional study

Burnout syndrome (BOS) is a work-related constellation of symptoms characterized by emotional exhaustion, depersonalization, and personal accomplishment. A cross-sectional survey was performed to study the prevalence of BOS among a randomly selected sample of 280 Italian Red Cross volunteers. A socio-demographic questionnaire and the Maslach Burnout Inventory (MBI)-HSS were used to collect data. 241 volunteers participated (response rate: 86.1%). A significant proportion of the workers had BOS subscale scores in the highest tertile: emotional exhaustion 8.0%, depersonalization 35.9% and perceived lack of accomplishment 23.5%, respectively. Volunteers in emergency care reported higher levels of emotional exhaustion (p=0.004) and depersonalization (p=0.001), and lower level of personal accomplishment (p=0.042) than volunteers engaged in non-healthcare social and administrative duties. These findings support the opportunity of a set of administrative, organizational and individual preventive interventions for emergency volunteers’ mental health.     

Understanding Burnout in Child and Youth Care Workers

Burnout is a major concern in human service occupations as it has been linked to turnover, absenteeism, a reduction in the quality of services, numerous physical and psychological disorders, and a disruption in interpersonal relations (Maslach et al. 2001). Child and youth care workers are especially susceptible to burnout as the inherent challenges of working within the life-space of high-risk children and youth causes difficulties in attracting and retaining qualified employees. In the present study, burnout was measured in a group of 94 child and youth care workers from 8 agencies in a Western Canadian city using the three dimensional model of the Maslach Burnout Inventory (MBI). The MBI conceptualizes burnout as emotional exhaustion, depersonalization, and a lack of a sense of personal accomplishment. Among these child and youth care workers each of the three dimensions of burnout was predicted by a combination of work environment, personality, and social support.     

医护人员工作倦怠与工作满意度现况调查及其影响因素

目的分析医护人员工作倦怠及工作满意度的影响因素。方法采用职业倦怠问卷（Maslach Burnout Inventory,MBI）及明尼苏达工作满意度问卷（Minnesota Satisfaction Questionnaire,MSQ）对辽宁省铁岭煤矿集团总医院的600名医护人员进行自填式问卷调查。结果 30～39岁年龄组及工作年数在10～19 a的医护人员的情绪衰竭、人格解体维度得分最高,分别为11.70±7.01、6.15±5.68和11.92±5.82、6.26±5.95;离异的医护人员个人成就感最低,得分为19.81±6.93。承担科主任或护士长管理职位的医护人员的工作倦怠度比未承担管理职位的医护人员低。高级技术职称的医护人员个人成就感明显高于初级职称者,没有夜班的医护人员在总体工作满意度上得分明显高于有夜班人员。医患关系严重紧张的医护人员的情绪衰竭、人格解体维度得分高于一般紧张的医护人员,而工作满意度得分低于一般紧张的医护人员。医护人员的工作满意度与情绪衰竭、人格解体、离职意愿呈负相关关系,而与个人成就感呈正相关关系。结论年龄、工作年数、婚姻状况、管理职务、技术职称、夜班工作、医患关系都影响到医护人员的工作倦怠及工作满意度。医护人员的工作倦怠及工作满意度影响离职意愿。     

Burnout Among Female Indoor Sex Workers

This study examined levels of “burnout” and associated factors among a sample of female indoor sex workers in the Netherlands (N=96). Levels of burnout on 3 dimensions (emotional exhaustion, depersonalization, and personal competence) were assessed. Only sex workers' mean score on depersonalization was significantly higher than that of a comparison group of female nurses and comparable to those of another comparison group of patients with work-related psychological problems. Evidence was provided for the importance of experiential and context-related factors in burnout among indoor sex workers. For instance, 42% of the variance in depersonalization was explained by not working by choice, negative social reactions, experiences of violence, and lack of control in interaction with clients. Depersonalization may be a strategy to cope with negative conditions and experiences in sex work, but was significantly related to indicators of stress and emotional exhaustion. More than half (53%) of the variance in emotional exhaustion was explained by lack of management support, negative social reactions, not working by choice, and negative working motivation. Personal competence was highest among sex workers with a professional attitude, who started sex work at a relatively older age, and who were well supported by colleagues and management. It is concluded that burnout is not as much associated with sex work per se, but with sex work under certain conditions, among which stigma (notably negative social reactions) and stigma-related experiences (such as role conflict, experiences with violence, and lack of a worker-supportive organizational context) are important.     

“后疫情时期”武汉市某三甲医院护理人员创伤后应激障碍、职业倦怠与离职倾向分析

  目的  分析“后疫情时期”护理人员创伤后应激障碍、职业倦怠情况和离职倾向。
  方法  便利抽取武汉市某三甲医院护理人员299名,采用一般资料问卷、创伤后应激障碍量表平民版（PCL-C）、职业倦怠量表（MBI）、护士离职倾向量表（TIQ）调查护理人员的人口学特征及创伤后应激障碍、职业倦怠与离职意愿情况,采用多元线性回归分析护理人员离职倾向的影响因素。
  结果  护理人员创伤后应激障碍阳性症状检出率为39.1%。职业倦怠量表中,87.2%的护理人员存在不同程度的情感耗竭,82.6%的护理人员存在不同程度的去人格化,83.9%的护理人员存在不同程度的个人成就感低下。护士离职倾向量表得分显示,25.8%的护理人员离职倾向较低,60.2%的离职倾向较高,13.0%的离职倾向很高。多元线性回归结果显示:工作年限、用工类型、情感耗竭、去人格化能够解释护士离职倾向的27.9%,其中工作年限越长、合同制的护理人员有较低的离职倾向;情感耗竭与去人格化对离职倾向有正向影响（调整R2=0.279,F=29.891,P < 0.01）。
  结论  该三甲医院护理人员存在创伤后应激障碍和职业倦怠,且离职倾向较高;创伤后应激障碍与职业倦怠是离职倾向的影响因素。护理管理部门应该关注护士的身心健康,及时给予心理干预,注重人文关怀。
     

The relationship between burnout symptoms and Type D personality among health care professionals in Turkey

The aim of this study was to investigate the relationship between burnout and Type D personality in health care professionals. The study randomly included 120 health care professionals (73 nurses, 47 doctors). Sociodemographic data form, Maslach Burnout Inventory, and Type D Personality Scale were applied to each participant; 38.3% of the health care professionals (n = 46) had the Type D personality. Emotional exhaustion and depersonalization of health care professionals with Type D personality were higher than of those without Type D personality (p = .006 and p = .005). Stepwise regression analysis indicated that Type D personality was a predictor of emotional exhaustion and depersonalization (p = .005 and p = .001, respectively). Our results suggest that Type D personality is associated with higher burnout levels.     

Emotion Dysregulation and Workplace Satisfaction in Direct Care Worker Burnout and Abuse Risk

Background/ObjectivesDirect care workers frequently encounter difficult interactions with the patients they serve and experience frustration and burnout. The current study tested a hypothesized model in which predictors of caregiver abuse risk (emotional dysregulation, difficulty managing patient behavior, and workplace satisfaction) were mediated by symptoms of burnout.DesignThe study used an online cross-sectional survey design.Setting and ParticipantsThe study was implemented online via Qualtrics. Participants were 206 direct care workers (eg, certified nursing assistants, patient care technicians, home health aides, and medical assistants).MeasurementsAll respondents completed the Caregiver Abuse Screen (CASE), Difficulty with Emotional Regulation Scale (DERS-SF), and the Abbreviated Maslach Burnout Inventory. Demographic data and employment history were also collected. Correlational methods, including path analysis, were used to assess associations between study variables.ResultsMore than half of this heterogenous sample endorsed significant risk for engaging in patient abuse. Path analysis suggested emotional dysregulation and low workplace satisfaction were associated with greater risk of patient abuse, and these associations were partially and simultaneously mediated by burnout facets of depersonalization and emotional exhaustion.Conclusions and ImplicationsThis study provided preliminary support for a model of caregiver abuse in which underlying difficulties regulating emotions convey risk for caregiver abuse via burnout facets including emotional exhaustion and depersonalization. Enhancing basic emotion regulation skills and reducing burnout in direct care staff may reduce the risk of abuse for older adults. Thus, providing training necessary to help direct care workers manage their own emotions in order to better recognize, understand, and respond effectively to the needs of older adults may reduce staff burnout and, consequently, lower the risk of abuse for older adults.     

Ethnic Differences in Burnout, Coping, and Intervention Acceptability Among Childcare Professionals

This study examined ethnic differences in burnout, coping strategies, and intervention acceptability in childcare professionals. Predictors of burnout also were examined. Participants were 131 (82 Caucasian-American (CA); 49 African-American (AA)) female childcare professionals. Participants completed the Maslach Burnout Inventory (MBI), the Coping Orientations to Problems Experienced (COPE) Scale, and an intervention acceptability questionnaire. AA participants reported higher levels of depersonalization and emotional exhaustion than did CA participants. CA and AA participants reported using significantly different coping strategies. AAs also were more willing to engage in stress management interventions than were CAs. Finally, ethnicity was predictive of depersonalization, whereas coping strategies were predictive of all three components of burnout.     

天津地区护士职业倦怠状况及其影响因素

目的探讨分析天津地区护士职业倦怠状况及其影响因素。方法采用护士职业倦怠问卷(Maslach Burnout Inven-tory,MBI)、护士工作压力源量表对350名在职护士进行问卷调查。结果①病房护士的职业倦怠程度高于门诊;工作职称越高,职业倦怠程度越低;个人月收入越低,职业倦怠程度越高。②相关性分析结果表明,情绪耗竭、去人格化维度与护士工作压力源5个方面存在正相关,低个人成就感与护士工作压力源5个方面呈负相关。③回归分析结果提示,护士总体工作压力对情绪耗竭、去人格化和低个人成就感3个维度均具有预测作用;个人月收入和职称对情绪耗竭和低个人成就感2个维度均具有预测作用;工作类型对情绪耗竭、来自专业及工作的压力对去人格化均具有预测作用。结论不同的工作压力源和个人背景对护士职业倦怠的3个维度具有不同的预测作用。     

A test of Leiter's process model of burnout

This study among Dutch nurses (N = 156) tested Leiter's 1993 process model of burnout. The LISREL results of this study partially support Leiter's model. It appeared that emotional exhaustion was primarily related with the demand variable work overload while depersonalization was, to a lesser degree, associated with the resource variable coworker support. Personal accomplishment was significantly related with coping and emotional exhaustion was associated with depersonalization. However, Leiter's model did not fit to the data in all respects. Modifications indices provided by LISREL 8 suggested to relax the relationship between: (1) coping and depersonalization and (2) social support and emotional exhaustion. Because these relationships were supported by both theory and existing empirical evidence, they were successively added to the model. Eventually, the model improved considerably and all selected criteria were met. Several relationships in the final model, however, were nonsignificant (e.g., the relationship between personal accomplishment and autonomy and participation, respectively).     

The factors associated with the burnout syndrome and fatigue in Cypriot nurses: a census report

ABSTRACT: BACKGROUND: Fatigue and burnout are two concepts often linked in the literature. However, regardless of their commonalities they should be approached as distinct concepts. The current and ever-growing reforms regarding the delivery of nursing care in Cyprus, stress for the development of ways to prevent burnout and effectively manage fatigue that can result from working in stressful clinical environments. METHODS: To explore the factors associated with the burnout syndrome in Cypriot nurses working in various clinical departments. A random sampling method taking into account geographical location, specialty and type of employment has been used. RESULTS: A total of 1,482 nurses (80.4% were females) working both in the private and public sectors completed and returned an anonymous questionnaire that included several aspects related to burnout; the MBI scale, questions related to occupational stress, and questions pertaining to self reported fatigue. Two-thirds (65.1%) of the nurses believed that their job is stressful with the majority reporting their job as stressful being female nurses (67.7%). Twelve point eight percent of the nurses met Maslach's criteria for burnout. The prevalence of fatigue in nurses was found 91.9%. The prevalence of fatigue was higher in females (93%) than in males (87.5%) (p=0.003). As opposed to the burnout prevalence, fatigue prevalence did not differ among the nursing departments (p=0.166) and among nurses with a different marital status (p=0.553). Burnout can be associated adequately knowing if nurses find their job stressful, their age, the level of emotional exhaustion and depersonalization. It has been shown that the fatigue may be thought of as a predictor of burnout, but its influence is already accounted by emotional exhaustion and depersonalization. CONCLUSION: The clinical settings in Cyprus appear as stress generating environment for nurses. Nurses working both in the private and public sector appear to experience low to severe burnout. Self-reported fatigue interferes to the onset of emotional exhaustion and depersonalization.     

制鞋工人职业应激与工作疲竭感的关系

[目的]探讨制鞋工人职业应激与工作疲竭感的关系。[方法]以制鞋业农民工为研究对象,使用职业应激调查问卷、工作疲竭感问卷进行调查,采用Spearman等级相关分析和多元逐步回归法进行分析。[结果]女性情感耗竭和人格解体评分高于男性;低工龄组情感耗竭、人格解体和工作疲竭感评分高于高工龄组;未婚组情感耗竭、个人成就感和工作疲竭感评分高于其他组。职业紧张各因素与工作疲竭感的相关性分析显示,情感耗竭、个人成就感、工作疲竭感与技能、主管支持、同事支持呈负相关;工作疲竭感与决策权呈负相关;人格解体与主管支持呈负相关;情感耗竭、人格解体、工作疲竭感与工作心理需求、外在付出、内在投入呈正相关;个人疲竭感与回报呈负相关。工作疲竭感逐步回归分析显示,贡献因素为付出与回报比、内在投入;负面影响因素为工作自主和社会支持。[结论]职业应激对工作疲竭感具有一定影响,社会应关注农民工生存状况,提高其生活质量,减轻职业应激所导致的工作疲竭感。     

北京某三甲医院心脏外科医生职业倦怠与压力水平的关系

目的调查安贞医院心脏外科医生的职业倦怠状况,探讨职业倦怠与压力水平的关系。方法采用Maslach倦怠量表(MBI-GS)和职业压力指标问卷(OSI-2)中的压力源分量表对66名心脏外科医生进行调查。结果 47%的被试者有一定程度的情绪衰竭;39.4%的被试者有一定程度的情感疏远;10.6%的被试者职业效能感较低。年龄、受教育程度与心脏外科医生的职业倦怠相关(P<0.05);工作10～15年者职业倦怠程度显著高于其他人群;婚姻状况与职业倦怠无显著相关。工作负荷对情绪衰竭具有正相关作用;人际关系对情感疏远具有正相关作用;日常烦忧、管理角色对职业效能具有负相关作用。结论部分心脏外科医生有一定程度的职业倦怠;不同来源的压力源对职业倦怠的三个维度具有不同的影响作用。     

医学毕业生职业倦怠感与心理资本关系调查

目的：了解规范化培训医学毕业生的职业倦怠感现状,探讨心理资本与职业倦怠的关系,为制定规范化培训方案提供参考。方法采用现场调查,运用通用 Maslach 工作倦怠量表（MBI －GS）、中文版心理资本量表以及职业压力指标量表中文版（OSI －PRC）对536名正在接受规范化培训的医学毕业生进行面对面的问卷调查。结果①与 Maslach 建立的MBI 参考值相比,接受规范化培训的医学毕业生 MBI －GS 中的情感衰竭维度评分增高、个人成就感维度评分降低（P ＜0．05）;②心理资本中的希望、乐观、韧性、效能等与 MBI －GS 中的情绪衰竭、去个性化维度呈负相关（P ＜0．05）,与个人成就感呈正相关（P ＜0．05）;③心理资本中的希望、乐观、韧性、效能等与 OSI －PRC 中的心理压力、身体压力和职业压力分别呈负相关（P ＜0．05）。结论接受规范化培训的医学毕业生存在职业倦怠,与其心理资本水平有关;规培期间应重视心理资本的作用,以减轻职业压力,降低职业倦怠,防止人才流失。     

Burnout, social support, and coping at work among social workers, psychologists, and nurses: the role of challenge/control appraisals

The purpose of this study is twofold: (1) to compare stress appraisals, coping strategies, social resources, and burnout at work between social workers, psychologists and nurses; and (2) to assess the effectiveness of appraisals and support in reducing burnout and enhancing effective coping strategies. Questionnaires containing assessments of work stress appraisals, coping strategies used to deal with problems at work, and social support at work, as well as burnout measures of exhaustion, depersonalization, and accomplishment were completed by 249 female professionals (age range 25-61). No differences were observed between the three professions on most psychological measures, except for the depersonalization outcome of burnout, which was significantly lower among psychologists than among nurses or social workers. High challenge/control appraisal of the job was directly related to all burnout outcomes, contributing to less exhaustion and depersonalization and to more personal accomplishment. The challenge/control appraisal was also negatively associated with emotion-focused coping. By comparison, the stress/load appraisal contributed to more exhaustion at work, while emotion-focused coping contributed to higher depersonalization. Social support was associated with higher challenge/control appraisal, with the latter mediating support effects on burnout. These data suggest that the perception of challenge/control in one's work may be an important factor in preventing work burnout in the three professions tested in the study.     

护士职业压力、应对方式与职业倦怠的相关性

目的了解重症监护病房（ICU）护士的职业压力、应对方式及职业倦怠现状,明确职业压力、应对方式与职业倦怠的相关性,为减轻ICU护士职业倦怠提供科学依据。方法 2013年10月对唐山市工人医院13个ICU 204名护士,采用护士工作压力源、简易应对方式、职业倦怠量表进行问卷调查。结果护士工作压力总分为（2.36±0.42）分,其中工作量及时间分配是其护士最主要工作压力源（2.95±0.67）分。ICU护士积极应对方式为（1.78±0.46）分,与全国常模无差异;消极应对方式为（1.16±0.54）分,低于全国常模;ICU护士情感枯竭为（26.60±10.23）分,个人成就感为（26.20±9.78）分,去人格化维度为（6.99±5.31）分。相关性分析显示,ICU护士职业压力、消极应对与情感枯竭、去人格化呈正相关,积极应对与个人成就感呈正相关（P〈0.05）。结论 ICU护士职业压力愈大,情感枯竭、去人格化程度愈重,积极应对方式可提高护士的个人成就感,消极应对方式易使情感枯竭、去人格化程度增高。     

Supervisors Can Burn-Out Too

The study examines the distinct experience of burnout and its antecedents among sixty-two supervisors in public welfare organizations. The results suggest that in contrast to line workers, the supervisors experienced significantly high levels of depersonalization and reduced personal accomplishment, but only a moderate level of emotional exhaustion. The primary cause for the supervisors' burnout was ambiguous and incompatible organizational policies. In addition, person-role conflict, perceived overload and conflicting expectations from superiors also contributed to the supervisors' burnout. Social support moderated the influence of both role conflict and ambiguity. The study concludes with implications regarding the burnout syndrome and administrators' stress.     

Role stress as a contributor to burnout in child care professionals

This study was designed to determine whether role ambiguity or role conflict best explained the variance in the level of burnout experienced by 85 full-time, employed child care professionals. Results showed that role conflict was the strongest predictor of a sense of personal accomplishment, while role ambiguity was the strongest predictor of a sense of emotional exhaustion and depersonalization. Interpretations and recommendations for research and practice are included.     

急诊护士职业倦怠调查与干预

目的通过对急诊护士职业倦怠情况的调查分析,进行积极有效的干预,减轻急诊护士职业倦怠,提高其身心健康水平和护理服务质量。方法选取秦皇岛市第一医院急诊护士52人作为试验组,随机抽取其他科室护士52人作为对照组,应用职业倦怠量表(MBI)进行问卷调查,试验组在进行6个月的干预后再次填写职业倦怠量表,进行统计分析。结果急诊科护士与其他科室护士情感衰竭、去人格化、个人成就感丧失得分分别为30.28±8.93、23.11±5.97,8.78±4.63、6.46±3.37,32.21±5.43、38.73±3.40,差异均具有统计学意义(P0.01);在对其进行有效的干预后,急诊护士情感衰竭、去人格化、个人成就感丧失得分分别为30.28±8.93、26.96±7.33,8.78±4.63、6.73±4.05,32.21±5.43、37.80±3.68,干预前后得分差异均具有统计学意义(P0.01)。结论急诊科护士职业倦怠程度高,进行积极有效的干预,可减轻急诊护士职业倦怠,提高其身心健康水平和护理服务质量。     

职业倦怠在急诊科护士的工作场所暴力与离职意愿关系中的中介作用

目的 探索职业倦怠在急诊科护士的工作场所暴力与离职意愿关系中的中介作用。方法 从安徽省8所三级甲等医院急诊科随机选择199名在职在岗护士接受本次横断面调查,数据采用描述性统计、Spearman相关分析,使用结构方程模型验证职业倦怠在急诊科护士的工作场所暴力与离职意愿关系中的中介作用。结果 急诊科护士职业场所暴力与职业倦怠中情感衰竭、去人格化以及离职倾向呈正相关（均有P<0.05）,职业倦怠中情感衰竭以及去人格化与离职倾向之间呈正相关（均有P<0.05）。路径分析显示,职业场所暴力通过情感衰竭和去人格化对离职倾向的间接效应分别为（t=6.21,95% CI:0.021~0.059）和（t=5.39,95% CI:0.019~0.056）。结论 工作场所暴力和职业倦怠是影响离职倾向的重要因素,情感衰竭和去人格化在工作场所暴力对离职倾向的影响中发挥重要的中介作用。