手术室护士工作压力源与心理健康状况调查研究

目的 了解手术室护士工作中主要的压力源和心理健康状况以及两者的相关性.方法 对福建省4所医院手术室的护士,采用工作压力源量表和症状自评量表(SCL-90)进行问卷调查.结果 手术室护士工作压力源主要有5个因子,分别为工作环境和性质、人际关系、病人及家属态度、专业技能、地位及职位发展等.SCL-90各指标总分得分前3位依...     

Mental health in software engineers. II. Classification of occupational stressors, and relationship between occupational stressors and psychiatric disorders

Occupational stressors and psychiatric disorders were studied in a sample of 101 male software engineers. Psychiatric diagnosis was based on DSM-III (Diagnostic and Statistical Manual of Mental Disorders, Third Edition). The results can be summarized as follows: 1) More than 30% of the subjects were not satisfied with their work. 2) Occupational stressors ascertained in the interview could be classified into "quantity of job," "quality of job," "role in organization," "relations with others," "work conditions," "career development," "reward," "organizational structure and climate," "low social support," and "lack of decision making." "quality of job" (35%), "quantity of job" (30%), and "role in organization" (33%) were the most common stressors for the subjects. 3) Among the occupational stressors, only "quantity of job" was significantly related to psychiatric disorders (p less than 0.05). The results suggest that many software engineers are not satisfied with their work and that "quantity of job" has the greatest influence on their mental health. Some measures should be taken to avoid potential health hazards, for the research findings indicate a relationship between occupational stressors and mental health in software engineers.     

Relationship between job stress contents, psychosocial factors and mental health status among university hospital nurses in Korea]

OBJECTIVES: The present study was intended to assess the mental health of nurses working for university hospitals and to establish which factors determine their mental health. METHODS: Self-administered questionnaires were given to 1,486 nurses employed in six participating hospitals located in Daejeon City and Chungnam Province between July 1st and August 31st, 2006. The questionnaire items included sociodemographic, job-related, and psychosocial factors, with job stress factors (JCQ) as independent variables and indices of mental health status (PWI, SDS and MFS) as dependent variables. For statistical analysis, the Chi-square test was used for categorical variables, with hierarchical multiple regression used for determining the factors effecting mental health. The influence of psychosocial and job-related factors on mental health status was assessed by covariance structure analysis. The statistical significance was set at p<0.05. RESULTS: The factors influencing mental health status among subject nurses included sociodemographic characteristics such as age, number of hours of sleep, number of hours of leisure, and subjective health status; job-related characteristics such as status, job satisfaction, job suitability, stresses such as demands of the job, autonomy, and coworker support; and psychosocial factors such as self-esteem, locus of control and type A behavior patterns. Psychosocial factors had the greatest impact on mental health. Covariance structure analysis determined that psychosocial factors affected job stress levels and mental health status, and that the lower job stress levels were associated with better mental health. CONCLUSIONS: Based on the study results, improvement of mental health status among nurses requires the development and application of programs to manage job stress factors and/or psychosocial factors as well as sociodemographic and job-related characteristics.     

军队医院护理人员工作投入影响因素分析

目的调查军队医院护理人员工作投入状况,探讨影响护士工作投入的相关因素及管理对策。方法采用随机抽样的方法,使用一般资料问卷、工作投入量表和组织认同心理问卷调查536名护士;应用多元回归分析等方法探讨组织认同对护士工作投入的影响。结果不同人事关系、不同职务、不同学历的护士,工作投入状况不同,在利益性认同感、归属性认同感和成功性归属感方面均有统计学意义。结论护士的工作投入状况、个体身心健康无疑影响护理服务的质量,影响患者的健康结局和安全。因此,对军队医院护士工作投入的研究有重要意义。     

广州市社区卫生服务机构医务人员精神卫生知识调查

摘要:目的　了解广州市社区卫生服务机构医务人员精神卫生知识知晓情况,为进一步有针对性地开展业务培训、宣传教育以及精神卫生知识普及等工作提供依据。方法　采用分层整群抽样方法,于2015年1-3月间抽取广州市12个社区卫生服务机构的620名医务工作者进行“精神卫生与心理保健知识问卷”调查。结果　社区卫生机构医务人员精神卫生知识总体应答正确率为80.0%,其中基本知晓率为74.3%,部分知晓率为25.6%,较少知晓率为0.01%。受教育水平和职称越高,知识得分也越高;医生、护理人员和预防保健人员的知识得分高于辅助科室和行政后勤管理人员,参加过精神卫生知识讲座以及经常接触精神疾病患者的群体得分显著高于其他群体。结论　广州市社区卫生服务机构的医务人员精神卫生知识知晓率处于中上等水平,但基于专业背景与工作领域的特殊性,医务人员的精神卫生知识知晓度仍有较大的提升空间,应有针对性地采取相关政策措施提升知晓水平,加大宣传力度,创新宣传模式,连同社区居民的精神卫生宣传活动,促进社区精神卫生工作的健康持续发展。     

不同层次护士心理健康及工作满意度状况的调查研究

目的测量比较医院分层次管理模式下不同层次护士的心理健康及工作满意度状况。方法选择某三甲医院612名临床一线护士,通过发放调查问卷进行调查。结果该三甲医院实行分层次管理后不同层次护士的心理健康及工作满意度状况差别均有统计学意义(P<0.05)。结论在医院分层模式下管理者仍需关注护士的心理健康状况,提高工作满意度,尤其是应注重提高合同制护士的待遇。     

Occupational stress in nurses in psychiatric institutions in Taiwan

Nurses are known to be exposed to occupational stress. However, occupational stress is not well documented for nurses in psychiatric institutions in Taiwan. A cross-sectional study was conducted to explore the work-related stress and risk factors of nurses in psychiatric institutions in Taiwan. A structured questionnaire was distributed to nurses at five state-owned psychiatric hospitals in Taiwan in 2001. Demographic information, working environment, and personal health status were inquired. Occupational stress was assessed based on the Chinese version of Job Content Questionnaire (JCQ). General health status and mental health were evaluated by the International Quality of Life Assessment Short Form-36 (IQOLA SF-36). A total of 573 questionnaires were disseminated to nurses and 518 (90.4%) were satisfactorily completed by nurses, including 408 female full-time nurses who had been in their current work for more than 6 months. In the past one month, 17.2% of nurses reported being under significant stress often or always. Assault episodes were reported by 45.1% of nurses in the past 6 months. Among the nurses, 16.9%, 25.2%, 50.0%, and 7.8% belong to the "High strain", "Low strain", "Active", and "Passive" groups, respectively. Perceived occupational stress was associated with young age, widowed/divorced/separated marital status, high psychological demand, low workplace support, and threat of assault at work. Lower general health score was associated with low job control, high psychological demand, and perceived occupational stress. A lower mental health score was associated with low job control, high psychological demand, low workplace support, and perceived occupational stress. We concluded that nurses in psychiatric institutions are under significant stress related to work factors.     

Bridging two worlds: Māori mental health nursing

Building an Indigenous mental health workforce is a strategy used to develop culturally responsive and effective mental health services in New Zealand. However, researchers know little about Indigenous (Māori) mental health nursing. We undertook a Māori-centered methodology and grounded theory using focus groups to collect data from 10 Māori mental health nurses. We then analyzed the data using constant comparative analysis and theoretical sampling until saturation of the core category and subcategories emerged. "Bridging two worlds," together with two subcategories, "going beyond" and "practicing differently," explains the process Māori mental health nurses used to resolve the tensions they encountered working in the worlds of mainstream and Māori health services. This research provides insight into the tensions Indigenous and minority nurses experience when attempting to integrate cultural perspectives and practices to meet the needs of their patients.     

儿科护理工作压力源分析及对策

目的对儿科护理工作压力源进行分析,探讨有效的对策。方法采用自制量表对广州市70名儿科护士和83名其他临床科室护士进行调查。结果调查显示,儿科护理人员在量表中四项指标的分值较其他临床科室护理人员明显增高(p<0.05),其所承受的压力更大,排在前四位的压力源分别为较高的穿刺水平要求、来自家属的压力、较高的业务要求、较大的工作量。结论通过提高儿科护士综合素质、与患儿和家属建立良好的护患关系、保持护士身心健康等方式,可缓解儿科护士的压力,保证护理质量,为患儿提供更加优质的护理服务。     

某三级综合医院护士工作压力源和心理弹性对职业生涯影响的路径分析

  目的  调查临床护士的心理健康状况,增强护士心理健康,促进护理人员职业生涯良好发展,最终提高护理质量。
  方法  2020年6—7月,采用护士工作压力源问卷、心理弹性问卷和职业生涯状况评价问卷,对某三级综合医院166名一线临床护理人员进行在线问卷调查。根据分析结果,使用AMOS 24.0软件建立路径关系模型,用最大似然比法对模型进行验证、修正。
  结果  166名护士工作压力源总分为（99.27 ±4.32）分,心理弹性总分为（84.28 ±4.70）分,职业生涯总分为（77.76 ±1.19）分。护士工作压力源问卷总得分与职业生涯状况问卷总得分呈负相关（P < 0.05）,心理弹性问卷总得分与职业生涯状况问卷总得分呈正相关（P < 0.05）。路径分析图显示:心理弹性对职业生涯的直接效应为0.42,而工作压力源对职业生涯的直接效应为-0.68,对心理弹性的直接作用为-0.58,工作压力源通过心理弹性路径对职业生涯的影响为-0.24,心理弹性的中介作用较小。
  结论  该三级医院的临床护士的工作压力较大,心理弹性水平较高,职业生涯状况处于中等水平。临床管理工作中可通过降低护士的工作压力,提升其心理弹性水平,促进其职业生涯的良好发展。
     

精神卫生专科医务人员工作满意度及相关因素分析

[目的]探讨上海市区精神卫生专科医务人员工作满意度的影响因素。[方法]以分层随机抽样的方法对精神卫生中心医务人员进行调查,采用工作满意度量表、情绪应对量表、情绪劳动问卷、组织支持感量表,收集数据资料,以SPSS软件统计分析资料。[结果]受试者的工作满意度与其情绪理解、深层行为、对组织现状的看法和对工作状况的看法存在显著相关(P0.05),工作满意度与后三者的相关系数达0.313~0.594(P0.01);其中表层行为为工作满意度的危险因素;深层行为、对组织现状的看法和对工作状况的看法三个因素为工作满意度的保护性因素,其中对组织现状的看法影响最大。[结论]专科医务人员较多运用情绪劳动深层行为、积极的情绪理解及管理者提高对员工的组织支持可提高专科医务人员的工作满意度。     

河南省某三级甲等精神病医院护士工作倦怠状况调查

目的研究三级甲等精神病医院护士工作倦怠状况,为制定医务人员健康保护措施,提高其生命质量提供科学依据。方法应用Maslach工作倦怠量表通用版（MBI—GS）测试191名河南省某三级甲等精神病医院护士（护士组）和72名非卫生部门脑力劳动者（对照组）工作倦怠情况;应用艾森克人格问卷简式量表中文版（EPQ—RSC）评定护士组人格特征,分析不同人格类型对工作倦怠的影响。结果精神科护士情绪耗竭和消极怠慢显著高于对照组（P〈0．01）;30～40岁年龄段护士情绪耗竭高于其他年龄组（P〈0．01）;工作倦怠源男护士主要为情绪耗竭,女护士主要为消极怠慢;情绪耗竭和消极怠慢均随着学历的增高而增高（P〈0．01）;大学专科学历护士的专业低效能感最低（P〈0．01）;中级职称护士的情绪耗竭和消极怠慢高于其他职称（P〈0．01）。精神科护士的情绪稳定性与工作倦怠各维度呈显著负相关（P〈0．01）;内外倾向性、精神质与工作倦怠各维度呈显著正相关（P〈0．01）;内向、情绪不稳定医务人员工作倦怠感明显高于外向、情绪稳定者（P〈0．01）。结论三级甲等精神病专科医院护士存在明显工作倦怠,男女倦怠源不同;工作倦怠具有明显人口学特征,人格特征与工作倦怠感密切相关。     

军队大型综合医院聘用护士心理健康状况调查及分析

目的 探讨军队大型综合医院聘用护士心理健康状况及影响因素,为护理管理者提供指导依据.方法 采用症状自评量表（SCL-90）,对某军队大型综合医院257名聘用护士进行心理健康状况评估.结果 与全国女性常模比较,聘用护士SCL-90各症状因子中,躯体化、强迫症状、人际敏感、抑郁、焦虑、敌对及恐怖等项目评分明显升高（P＜0.05）;与内、外科及门诊护士比较,急诊护士SCL-90多项症状因子评分明显升高（P＜0.05）,内、外科护士SCL-90多项症状因子评分亦明显高于门诊护士（P＜0.05）.聘用护士年龄与SCL-90总分呈正相关,学历与总分呈负相关.结论 军队大型综合医院聘用护士心理健康状况较差,护理管理者应采取针对性措施,提高聘用护士心理健康水平.     

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。     

基层医院临床护士亚健康状况调查

目的 调查县级基层医院护士的亚健康状态与其工作压力源.方法 以问卷的形式对302名基层二甲医院的临床护士关于各自健康状态和工作压力进行调查.结果 50.70%的被调查者处于亚健康状态,护士的亚健康状态与其工作压力源存在显著的正相关性.护士担心工作出现差错事故是处于亚健康的护士所感受到的五项主要工作压力源中最主要的原因.结论 县区级基层医院临床护士工作压力比较大,处于亚健康状态比较严重.     

“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。
     

护士心理健康状况的调查分析

[目的]研究护士心理健康的状况。[方法]采用症状自评量表（SCL-90），用整群抽样的方法抽取护龄1年以上的护士711人，其中急诊科护士158名，内科护士213名，外科护士193名，手术室护士147名，以商场营业员725人为对照，进行问卷调查。[结果]护士组躯体化、强迫症、抑郁、焦虑、敌对及总因子得分分别为1．78±0．44、1．87±0．58、1．78±0．43、1．51±0．40、1．64±0．41及1．57±0．38，高于对照组的相应因子得分1．54±0．46，1．67±0．50、1．55±0．50、1．36±0．35、1．57±0．40及1．50±0．37，差异有统计学意义（P〈0．01）；不同科室护士心理状况不尽相同，急诊科护士心理问题最为突出，其次为内科护士，因子得分（除偏执）均高于其他科室护士（P〈0．01），外科与手术室护士心理健康状态差异无统计学意义；工龄较长的护士主要心理问题为：躯体化、抑郁和焦虑；工龄较短的护士主要心理问题为：恐怖。[结论]躯体化、强迫症、抑郁、焦虑、敌对是护士最主要的心理问题，急诊科护士更为严重，不同工龄对心理问题的影响表现不同。     

广东省居民对社区心理健康服务需求的调查

目的了解广东省居民对社区心理健康服务的需求情况,为社区心理健康服务的开展和完善提供参考。方法于2017年8月12日-9月4日和2018年1月23日-2月8日,采用分层随机抽样方法,选取广东省7个城市108个社区的1 250名居民作为调查对象,使用自编社区心理健康服务需求调查问卷,进行社区心理健康服务需求调查。采用SPSS21. 0软件对数据进行描述性分析和相关分析,多组间比较采用Kruskal-Wallis检验,以P <0. 05为差异有统计学意义。结果广东省社区居民的主观心理健康状况普遍良好,655名(57. 4%)调查对象认为自己的心理健康状况经常处于良好或较好状态,不同年龄、不同区域间居民的主观心理健康状况差异无统计学意义(P> 0. 05)。238名(20. 8%)居民表示其所在的社区有专门部门负责社区心理健康服务,不同区域间的社区心理健康服务开展情况差异无统计学意义(P>0. 05)。762名(66. 7%)社区居民认为有必要面向全社区开展心理健康教育,809名(70. 8%)居民认为社区心理健康服务对工作、生活有帮助,659名(57. 7%)居民表示经常或有时需要社区心理健康服务。结论广东省居民对社区心理健康服务需求强烈,当前的社区心理健康服务开展不足,应综合考虑社区心理健康服务的服务内容、服务对象、服务方式,加强制度保障,探索具有区域特色的社区心理健康服务模式。     

Job stressor-mental health associations in a sample of Japanese working adults: artifacts of positive and negative questions?

To examine whether positive and negative components of mental health were differently related to job stressors and life events, correlational analyses were conducted using data for the GHQ-12 and some scales of the NIOSH Generic Job Stress Questionnaire collected from 765 workers in Japan. Six positive items and six negative items of the GHQ-12 were summed up for positive and negative components of mental health (GHQ-POS, GHQ-NEG). The GHQ-POS was significantly correlated with only positively-oriented job stressors. The GHQ-NEG was significantly correlated with only negatively-oriented job stressors. Most correlations were significantly different between GHQ-POS and GHQ-NEG. This correlation pattern resulted in smaller, but significant, correlations between job stressors and the GHQ-12. These results may reflect "measuring similarity" due to item-wording. Detailed inspection suggested that GHQ-POS and GHQ-NEG, as well as positively- and negatively-oriented job stressors, were not attributable only to positive affectively or negative affectivity, respectively. Work-related events showed higher correlations with all mental health variables than their job stressors' counterparts. For females, mental health variables were seldom correlated with job stressors, but significantly correlated with life events. These results might indicate the superiority of "event-type stress measure" as compared to perceived rating scale in assessing job stressors. Further direction was discussed.