护士工作倦怠与坚韧性人格的相关研究

目的 了解护士工作倦怠状况及其与坚韧性人格的相关性,为有效干预护士的工作倦怠提供依据.方法 采用摩斯腊克工作疲倦量表(MBI)和健康相关坚韧性量表(HRHS)对703名护士进行调查.结果 护士的坚韧性水平较为理想;护士的工作倦怠主要表现在个人成就感维度上,65.86%护士在该维度上呈现高度倦怠;工作冷漠、个人成就感维度的得分显著低于常模(均P＜0.01),情绪疲倦维度得分显著高于常模(P＜0.01);护士在工作倦怠的情绪疲倦、工作冷漠维度与坚韧性人格呈负相关(P＜0.05,P＜0.01),个人成就感维度与坚韧性人格呈正相关(均P＜0.01).结论 护士工作倦怠问题不容乐观,其坚韧性人格与工作倦怠密切相关,护理管理部门应引起重视,提高护士的坚韧性水平,减轻其工作倦怠.     

护士情绪劳动表现策略与工作倦怠相关性分析

目的 探讨护士情绪劳动表现策略及其与工作倦怠之间的相互关系.为护理管理者制订针对性改进措施提供依据.方法 采用情绪劳动量表、工作倦怠量表对341名护士进行调查.结果 护士在情绪劳动中采用的表现策略依次为自然表现(3.76±0.64)、深层表现(3.48±0.64)和表面表现(2.58±0.56);随着护龄的增长,自然表现呈上升趋势(P＜0.01),表面表现和深层表现呈先升后降趋势;工作倦怠表现为中度情绪衰竭(22.53±11.02)、工作无成就感(36.02±7.98)和低度去个性化(5.37±5.12);表面表现可降低工作成就感(P＜0.05),自然表现、深层表现可增进工作成就感(P＜0.01,P＜0.05).结论 情绪劳动表现策略与工作倦怠显著相关,当情绪体验与职业要求不一致时,深层表现是一种更好的表现策略.     

护理人员工作倦怠现状及其与完美主义的关系

目的 了解护理人员工作倦怠状况及其与完美主义人格特质的关系.方法 采用工作倦怠量表(MBFHSS)和完美主义问卷对117名护士进行调查.结果 护理人员存在中等程度的情绪衰竭(3.08±1.53),缺乏人情味现象不太明显(1.47±1.47),个人成就感相对较高(3.94±1.29).完美主义中目标与标准、计划和控制与成就感降低显著相关(均P<0.01);行为迟疑与情绪耗竭显著相关(P<0.05).回归分析显示,情绪衰竭的预测变量有收入满意感、睡眠质量和行为迟疑;缺乏人情味的预测变量是年龄和收入;个人成就感的预测变量有年龄、个人目标、行为迟疑和职称.结论 预防和缓解护理人员工作倦怠,应重视制订合理薪酬制度,开展优化睡眠习惯、提高睡眠质量的活动,以及对个体完美主义不同维度采取不同干预措施等.     

护理部主任感知的上级社会支持与工作倦怠的相关性

目的 探讨护理部主任感知的上级社会支持与工作倦怠之间的关系,为提高护理管理水平提供参考.方法 对山东省293所二、三级医院的护理部主任采用工作倦怠问卷和感知的上级社会支持问卷进行调查,并对两者进行相关性分析.结果 护理部主任的情绪衰竭(EE)、去人格化(DP)分量表得分分别为13.71±9.52、5.27±4.37,处于低度倦怠水平;个人成就感(PA)分量表得分33.61±11.06,处于高度倦怠水平.护理部主任感知到上级中等程度的社会支持;支持程度由高到低依次为情感支持、信息支持、物质支持、认同价值和关心利益;感知的上级社会支持中除关心利益外,其余4个维度与EE和DP均呈显著负相关(P＜0.05,P＜0.01);除物质支持外,其余4个维度与PA均呈显著正相关(P＜0.05,P＜0.01).结论 护理部主任感知的上级社会支持能降低她们的情绪衰竭和去人格化,增进个人成就感.     

临床护士情绪衰竭在工余塑造与工作绩效间的中介作用

目的 探讨临床护士情绪衰竭在工余塑造与工作绩效间的中介作用，为提升临床护士工作绩效水平提供参考。方法 采用便利抽样法选取304名临床护士，应用一般资料调查表、工余塑造量表、情绪衰竭量表、护士工作绩效量表进行调查。结果 临床护士工余塑造得分为(2.21±0.90)分，情绪衰竭(3.81±1.67)分，工作绩效(2.69±0.74)分。工余塑造与情绪衰竭呈负相关(r=-0.447),与工作绩效呈正相关(r=0.615)。临床护士情绪衰竭在工余塑造与工作绩效间起部分中介作用，中介效应占总效应的23.43%。结论 临床护士工作绩效水平较低，可通过提高工余塑造能力、缓解情绪衰竭程度来提升其工作绩效水平。     

护理人员工作倦怠现状及其与完美主义的关系

目的了解护理人员工作倦怠状况及其与完美主义人格特质的关系。方法采用工作倦怠量表（MBIHSS）和完美主义问卷对117名护士进行调查。结果护理人员存在中等程度的情绪衰竭（3．08&#177;1．53），缺乏人情味现象不太明显（1．47&#177;1．47），个人成就感相对较高（3．94&#177;1.29）。完美主义中目标与标准、计划和控制与成就感降低显著相关（均P〈0．01）；行为迟疑与情绪耗竭显著相关（P〈0．05）。回归分析显示，情绪衰竭的预测变量有收入满意感、睡眠质量和行为迟疑；缺乏人情味的预测变量是年龄和收入；个人成就感的预测变量有年龄、个人目标、行为迟疑和职称。结论预防和缓解护理人员工作倦怠，应重视制订合理薪酬制度。开展优化睡眠习惯、提高睡眠质量的活动，以及对个体完美主义不同维度采取不同干预措施等。     

男护士心理授权水平与工作倦怠的相关性分析

目的了解男护士的心理授权和工作倦怠状况、明确其间的相关性,为改善男护士工作倦怠提供依据。方法采用中文版心理授权量表和工作倦怠量表对广东省某三甲综合医院临床114名男护士进行问卷调查。结果男护士心理授权总分30.71±6.89,4个维度中最高分为自我效能(8.51±1.77),最低分为工作影响(5.98±2.68);工作倦怠总分48.25±16.46,3个维度中人格解体得分11.74±5.36,成就感低落得分19.63±7.20,均超出了临界值。工作倦怠与心理授权水平呈显著负相关关系(r=-0.285,P0.01)。结论男护士心理授权处于中等偏低水平,呈现中度工作倦怠。护理管理者应给予针对性干预,提升其心理授权水平,降低工作疲溃感,从而减少离职率。     

护士工作家庭冲突及其与工作倦怠、工作绩效的关系研究

目的 了解护士工作家庭冲突及其与工作倦怠、工作绩效的关系.为进一步平衡护士工作与家庭、预防工作倦怠、提高工作绩效提供参考.方法 采用工作家庭冲突量表、工作倦怠量表、工作绩效量表对重庆市万州区1 094名执业护士进行问卷调查.结果 护士工作家庭冲突评分3.04±1.23,工作一家庭冲突评分3.14±1.29.家庭一工作冲突评分2.85±1.52;不同婚姻状况、教育程度、医院级别的护士工作家庭冲突评分比较.差异有统计学意义(P<0.05,P<0.01);工作家庭冲突显著影响护士的工作倦怠(P<0.01),对工作绩效没有影响.结论 护士面临着较大的工作家庭冲突,工作家庭冲突是护士工作倦怠的预测值.管理层需重视护士群体的工作家庭冲突并采取平衡策略降低冲突水平,从而预防和降低护士的工作倦怠,保障护士的身心健康.     

临床护理教师教学效能感对心理资本与工作投入的中介效应分析

目的探讨临床护理教师心理资本、教学效能感与工作投入三者之间的关系。方法采用心理资本量表、教师教学效能感量表、工作投入量表对182名临床护理教师进行问卷调查。结果临床护理教师心理资本、教学效能感、工作投入总分分别为98.81±13.36、106.64±12.73、49.68±8.95;临床护理教师教学效能感在心理资本与工作投入关系中起部分中介作用。结论护理管理者可通过对临床护理教师心理资本的开发及教学效能感的培养,提高其工作投入水平。     

民营医院临床护士职业倦怠状态及影响因素调查分析

目的 探讨民营医院临床护士职业倦怠的现状及其影响因素,为降低护士职业倦怠发生率提供参考.方法 采用职业倦怠量表对莆田市2所二级综合性民营医院283名临床护士进行调查.结果 民营医院37.81％临床护士有轻度倦怠,28.98％中度倦怠,12.43％重度倦怠;各维度检出率从高到低依次为情绪衰竭63.25％、个人成就感41.34％、情感疏远27.21％;年龄、学历与月平均收入是影响临床护士职业倦怠的主要因素(均P＜0.05).结论 民营医院临床护士职业倦怠情况普遍存在,主要表现为情绪衰竭和成就感低落,应尽快采取有效措施来应对这一状况.     

Mediating effects of emotional exhaustion on the relationship between job demand–control model and mental health

This study attempted to investigate the role of emotional exhaustion as a mediator on the relationship between job demands–control (JDC) model and mental health. Three‐wave data from 297 employees were collected. The results showed that job demands were positively related to emotional exhaustion, and increasing job demands will increase the level of emotional exhaustion. Job control was negatively associated with emotional exhaustion; therefore, increasing job control will decrease the level of emotional exhaustion. Emotional exhaustion was negatively related to mental health. Emotional exhaustion fully mediated the relationship between job demands and mental health, and partially mediated the positive relationship between job control and mental health. In addition, job control was positively associated with mental health directly. The remarkable finding of the present study was that emotional exhaustion served as the key mediator between the JDC model and mental health. Theoretical and managerial implications and limitations were discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

急诊科护士生活方式与职业倦怠的关系研究

目的探讨急诊科护士生活方式及职业倦怠状况,并分析二者间的相关性。方法便利抽取济南市5所三级甲等医院急诊科护士196名为研究对象,采用健康促进生活方式量表和摩斯腊克工作倦怠量表测量其生活方式及职业倦怠状况。结果急诊科护士的生活方式得分为61.7±13.3;职业倦怠3个维度得分分别为26.1±10.5、8.9±5.7、27.7±9.7。职业倦怠中情绪疲惫与生活方式呈负相关(P<0.01),个人成就感与生活方式呈正相关(P<0.01)。结论急诊科护士健康生活方式处于中等水平,生活方式相对较差者其情绪疲惫程度越重。护理管理者需从改善急诊科护士的生活方式入手,传授健康知识,使其调整饮食方式,进行体育锻炼,调节情绪、放松身心,从而缓解职业倦怠,提高急诊护士的生活质量。     

Chronic Work Stress and Depressive Symptoms: Assessing the Mediating Role of Teacher Burnout

A conceptual model of the relationship between stress, the mediating role of burnout, and depressive symptoms was examined. Results indicated that teachers (n = 267) experiencing greater stress were more burned out. The subscale emotional exhaustion was moderately related to depressive symptoms, whereas depersonalization and reduced personal accomplishment had small positive relationships. After controlling for burnout and demographics, the relationship between stress and depressive symptoms was small but significant. Emotional exhaustion mediated the association between stress and depressive symptoms. The total effect of stress on depressive symptoms, taking together the direct and indirect effects via burnout, accounted for 43% of the total variance. Copyright © 2011 John Wiley & Sons, Ltd.     

Work–family interference as a mediator between job demands and job burnout among doctors

There is an increasing realization that the connections between work and family life are of critical importance in contemporary society. The present study examined the relationship between job demands and burnout, and the mediational role of work–family interference (WFI) in a sample of Greek doctors (N = 162). The main findings are: (1) emotional job demands were found to be a strong independent predictor of both emotional exhaustion and depersonalization; (2) quantitative job demands were found to predict emotional exhaustion; (3) WFI was found to partially mediate the relationship between both quantitative/emotional job demands and emotional exhaustion; (4) additionally, WFI partially mediated the relationship between emotional job demands and depersonalization. The results and limitations are discussed with reference to the medical profession. Copyright © 2006 John Wiley & Sons, Ltd.     

Job stress and employee well‐being: a cross‐cultural empirical study

This study examined the relationship between job stress and employee well‐being among teachers in Canada and Pakistan. Job stress was operationalized in terms of perceived experiences at the job which were chronic in nature. Employee well‐being was operationalized in terms of burnout and its three dimensions (emotional exhaustion, lack of accomplishment and depersonalization), intrinsic motivation, job involvement and turnover intention. Data were collected by means of a structured questionnaire from teachers in metropolitan cities in Canada (N=420) and Pakistan (N=335). Pearson correlation and moderated multiple regression were used to analyze the data. In both countries, job stress was significantly related to a number of well‐being variables. Moderated multiple regression did not support the role of gender as a moderator of the stress–well‐being relationship. Copyright © 1999 John Wiley & Sons, Ltd.     

四川省社区护士护理服务频度与工作满意度状况及相关性分析

目的了解四川省社区护士提供护理服务的频度、工作满意度水平及其相关性。方法采用社区护士提供护理服务的频度调查问卷和中国社区护士工作满意度问卷对四川省969名社区护士进行调查。结果社区护士提供护理服务的频度总分为2.49±0.65,其工作满意度得分为3.39±0.41。提供护理服务的频度与工作满意度呈正相关(P0.01),不同服务频度和服务内容的社区护士,其工作满意度差异有统计学意义(均P0.01)。结论四川省社区护士各项护理服务频度差异大,其工作满意度偏低,且工作满意度随提供护理服务频度的增加而升高。社区管理者应加强社区护理人才建设,从拓宽服务范围出发提升其工作满意度。     

The interplay of job demands,job resources and cognitive outcomes in informatics

The present study investigates the issue of match between job demands and job resources in the prediction of employees' cognitive well‐being. Job demands and job resources, as well as job‐related strains (and concepts concerned with positive well‐being), are not one‐dimensional concepts. At a very basic level they comprise physical, cognitive and/or emotional components. The triple match principle proposes that the strongest, interactive relationships between job demands and job resources are observed when job demands, job resources and strains are based on qualitatively identical dimensions. In this study, we specifically hypothesize that cognitive job resources are most likely to moderate the relationship between cognitive job demands and cognitive outcomes. Two measures of cognitive well‐being are included: learning motivation and professional efficacy. Using a web‐based questionnaire, data were collected in a sample of 207 informatics. Results partially confirm our hypotheses both in terms of main and in terms of interaction effects. Informatics with high cognitive job demands have a higher feeling of competence than informatics with low cognitive job demands. This effect is stronger when matching high cognitive job resources are available. These findings are in line with earlier research on the interaction effects in the prediction of employees' cognitive well‐being at work. Copyright © 2008 John Wiley & Sons, Ltd.     

心理收入管理对手术室护士职业倦怠的影响

目的探讨心理收入管理对手术室护士职业倦怠的影响。方法对100名手术室护士采用成就鼓励、人文关怀、化解错误、优化排班、建立科室文化、注重科研能力培养等增加心理收入,比较实施前后护士的职业倦怠。结果干预后手术室护士情绪衰竭、消极怠慢得分显著低于干预前,职业效能感得分显著高于干预前(均P0.01)。结论心理收入管理可有效改善手术室护士的职业倦怠。     

Work–Family Conflict and Job Satisfaction: Emotional Intelligence as a Moderator

The negative impact of work–family conflict (WFC) on employees' well‐being and job‐related outcomes has attracted much research attention recently. A major gap in the literature is which factors could potentially buffer its negative effect on employees. The present study examined the moderating effect of emotional intelligence on the relationship between WFC and job satisfaction in a sample of 212 Chinese high school teachers. On the basis of conservation of resource theory, we hypothesized that emotional intelligence would weaken the negative effect of family‐to‐work and work‐to‐family interference on job satisfaction. Results suggested that WFC (work‐to‐family interference and family‐to‐work interference) was negatively related to job satisfaction and that emotional intelligence weakened the effect of WFC on job satisfaction. These findings provide implications for theories on WFC and emotional intelligence, such as conservation of resource theory. The current study also provides a test of these theories in Chinese culture to support the generalizability of theories developed in previous research. Practical implications for reducing the negative influence of WFC on employees' job satisfaction are also provided, such as the potential value of emotional intelligence for the training and development of employees in teaching professions. Copyright © 2012 John Wiley & Sons, Ltd.     

积极关注技术在减轻护士工作疲溃感中的作用

目的探讨积极关注技术在减轻护士工作疲溃感中的作用.方法对ICU 23名护士进行常规关注、临时关注、集体关注和个别关注等关注技术,于关注前和关注后7个月,分别进行工作疲溃感测试和个人评价、生活满意度指数B、总体幸福感测试.结果积极关注前护士情绪疲溃感、工作冷漠感、工作无成就感与关注后比较,差异有显著性意义(P＜0.01,P＜0.05).关注前护士个人评价、生活满意度指数B、总体幸福感与关注后比较,差异有显著性意义(均P＜0.01).结论采用积极关注技术对减轻护士工作疲溃感效果明显,可提高护士工作效率,提高护理质量.