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。     

Prevalence of dietitian burnout

Background: Burnout is the result of unmanaged stress that has been shown to affect those working in the healthcare professions. Although much research has been conducted on burnout among nurses, physicians and other health professionals, there is limited documentation on the phenomenon among dietitians. The purpose of this study was to establish the prevalence of burnout among dietitians in Ontario, Canada, determine the demographic variables associated with burnout, and compare these results with burnout data for other healthcare professionals. Methods: The Maslach Burnout Inventory–Human Services Survey and a demographic questionnaire were emailed to registered dietitians. Results: The dietitians surveyed experienced a moderate amount of emotional exhaustion (mean = 19.96), a low level of depersonalisation (mean = 4.31) and a moderate sense of personal accomplishment (mean = 38.61). Statistically significant relationships were found between years as a dietitian and personal accomplishment (r = 0.16; P = 0.05), age and personal accomplishment (r = 0.15; P = 0.01), hours worked per week and emotional exhaustion (r = 0.17; P = 0.01) and hours worked per week and depersonalisation (r = 0.14; P = 0.01). There were no significant differences in mean burnout scores across the five areas of practice. Over 57% of dietitians had scores indicative of moderate to high levels of burnout overall. Conclusions: Although dietitians have lower levels of burnout compared to other healthcare professionals, moderate levels of emotional exhaustion and only moderate levels of personal accomplishment remain workplace issues for this professional group.     

职业应激对工作疲竭感影响的层次回归分析

目的探讨职业人群中工作疲竭感的影响因素。方法以456名教师与外企员工为研究对象,问卷评估工作疲竭感,同时运用工作要求-自主模式与付出-回报失衡模式问卷评估职业应激程度。运用层次多元回归分析工作疲竭感与个体拓征和职业应激程度之间的关系。结果工作疲竭感3个维度情感耗竭得分为19．70±8．92,人格解体得分为11．95±4．45,个体成就感降低得分为28．10±10．08。职业应激对工作疲竭感的3个维度影响不同。工作要求、工作付出、内在驱动均对情感耗竭呈正向作用,而工作自主性对情感耗竭呈负向作用。人格解体受个体的年龄、性别和受教育程度的明显影响；同时工作自主程度、工作回报及内在驱动影响人格解体得分。个人成就感得分与受教育程度及社会支持关系密切。结论工作疲竭感的预防需要降低职业应激程度,同时关注个体特征。     

Burnout dimensions and voluntary and involuntary turnover in a health care setting

This study explores the three dimensions of the Maslach Burnout Inventory (MBI) and investigates their relationship to actual turnover in a hospital. Employees who left had significantly higher burnout on all three dimensions than those who stayed with the organization but only two of these dimensions, emotional exhaustion and personal accomplishment, were significantly related to whether the departure was voluntary or involuntary. Interestingly, the employees who left voluntarily had higher emotional exhaustion scores and lower sense of personal accomplishment than those who were terminated.     

艾滋病医护人员工作压力源、应对方式与工作倦怠的关系

目的 了解艾滋病医护人员工作倦怠与工作压力源和应对方式的关系.方法 采用中式工作倦怠量表(CMBI),简易应对方武问卷(SCSQ)以及自编工作压力源问卷对342名艾滋病医护人员进行调查.结果 ①工作倦怠3个维度与工作压力源和应对方式的多个因素有显著相关关系(P＜ 0.05和0.01).②管理问题和职业风险的压力对情感耗竭以及职业风险对人格解体的预测作用均极其显著(P＜0.01);消极应对对于情感耗竭和人格解体具有显著正向预测作用(P＜ 0.01和0.05),而积极应对对成就感降低具有显著反向预测作用(P＜0.01).③Amos路径分析表明,职业风险的压力和消极应对方式直接影响情感耗竭和人格解体,人际排斥的压力直接影响成就感降低,而积极应对反向作用于成就感降低;消极应对在压力源和工作倦怠中起着部分的中介作用.结论 应当重视艾滋病医护人员的工作压力问题,指导他们使用积极的应对方式,以降低其工作倦怠水平,提高工作生活质量.     

Burnout and psychological stress among deans of colleges of medicine: a national study

Psychological burnout may inhibit the ability of deans of colleges of medicine to effectively lead their organizations during periods of rapid change. The objective of this study was measure the prevalence and intensity of the psychological components of burnout and their correlates among deans of U.S. colleges of medicine. To do so, questionnaires that burnout, job stressors, personal support systems and job satisfaction were sent to deans of all U.S. colleges of medicine, and selected deans of nursing schools, and other academic health center leaders. Medical school deans exhibited a high prevalence of depersonalization (42.9% of respondents), emotional exhaustion (25.4%), and reduced personal accomplishment (27.0%). High levels of these subdomains and of overall burnout intensity significantly correlated with high levels of personal, job, and environmental stress; low levels of support or coping resources; high prevalence of physical and behavioral symptoms; and reduced job satisfaction. Deans of colleges of medicine frequently exhibit characteristics of burnout that may impede effective leadership. These characteristics are likely to intensify unless specific interventions are devised and implemented.     

Burnout and effort–reward-imbalance in a sample of 949 German teachers

Objectives High rates of teachers’ premature retirement initiated a research investigating their occupational burden. The aim of this study was to elaborate on and extend previous investigations exploring (1) teacher burnout and (2) the relationship between teachers’ efforts and their rewards. Methods A sample of 949 German teachers in 10 Gymnasien (grammar schools) and 79 Hauptschulen (secondary modern schools) was investigated applying the Maslach Burnout Inventory (MBI-D) and the Effort Reward Imbalance Inventory (ERI). Results Compared with other studies investigating burnout in employees, we found high rates of burnout symptoms such as emotional exhaustion, depersonalisation, and low personal accomplishment. Male teachers showed significantly lower personal accomplishment and more depersonalization than female teachers. With respect to school types, teachers in Hauptschulen were more often affected by emotional exhaustion and showed more depersonalization. Part-time teachers felt less personal accomplishment than full-time teachers. The ERI cut off was exceeded by 21.6% of all teachers indicating that this subgroup is affected by an imbalance between too much effort and too little reward. With respect to the ERI, significant differences were found for school types, with a higher proportion of Hauptschulen teachers being above this cut off. Conclusions At present, the working situation of teachers appears to be characterized by a perceived imbalance of effort and reward and is associated with a high risk of developing burnout symptoms.     

职业认同、工作压力与高校辅导员工作倦怠的关系

目的了解高校辅导员工作倦怠状况,探讨职业认同、工作压力与高校辅导员工作倦怠的关系。方法采用工作倦怠问卷、职业认同问卷及工作压力量表对新疆某高校的78名专职辅导员进行问卷调查。结果高校辅导员倦怠比例为16.7%,情绪衰竭比例17.9%,玩世不恭比例9.0%,成就感低落比例最高,为44.9%。高校辅导员的职业认同与工作倦怠呈负相关（r=-0.584,P〈0.05）,工作压力与工作倦怠呈正相关（r=0.517,P〈0.05）。经多元线性回归分析,职业认同能有效预测工作倦怠、情绪低落、玩世不恭;工作保障能有效预测工作倦怠、成就感低;工作乐趣能有效预测情绪低落。结论职业认同、工作压力是高校辅导员工作倦怠的重要预测变量。     

Effect of psychosocial work environment and job satisfaction on burnout syndrome among specialist physicians

OBJECTIVES: To describe the prevalence of burnout syndrome according to medical specialty and to examine the impact of work psychosocial risk factors, job satisfaction and professional characteristics on burnout syndrome among specialist physicians throughout Spain. METHODS: A cross-sectional survey was carried out among 1,021 Spanish physicians. The outcome variables were the 3 dimensions of burnout syndrome: emotional exhaustion, depersonalization, and personal accomplishment. The explanatory variables were work psychosocial risk factors and job satisfaction evaluated by a stress scale specifically designed for physicians. Adjusted odds ratios and their 95% confidence intervals were calculated by logistic regression. RESULTS: The probability of high emotional exhaustion and depersonalization were greater in physicians exposed to a high level of contact with suffering and death and to a negative impact of work on home life. The probability of high emotional exhaustion was greater among physicians with a high work overload. The risk of low personal accomplishment was higher among physicians with low professional satisfaction and those without training activities. Dissatisfaction with relationships with patients and relatives had a negative effect on the 3 dimensions of burnout. CONCLUSIONS: Psychosocial work environment and job satisfaction have a negative effect on burnout syndrome, especially on emotional exhaustion and depersonalization.     

疫情防控常态化背景下疫苗集中接种点医务人员职业倦怠现况调查

目的 本研究调查新冠疫苗全面接种时期相关医务人员的职业倦怠状况,探讨个体因素以及社会支持对倦怠水平的影响。方法 在南京市12个行政区中随机抽取4个辖区的新冠疫苗集中接种点,将全部医务人员共428名作为研究对象进行问卷调查,问卷包括人口学特征、中文版职业倦怠量表和社会支持量表。结果 医务人员情感耗竭、人格解体、个人成就感降低维度得分分别为(17.99±7.89)、(7.20±3.52)和(12.07±5.30)分。多元线性回归分析结果显示,上司支持(β=-0.180, P< 0.05)、同事支持(β=-0.180, P< 0.05)为情感耗竭的保护因素,已婚、问诊岗位为情感耗竭的危险因素(β=0.161、β=0.095,P值均< 0.05),女性是人格解体的保护因素(β=-0.096,P< 0.05),亲友支持(β=-0.235, P< 0.05)是人格解体的保护因素,已婚是人格解体的危险因素(β=0.142,P< 0.05),同事支持(β=-0.168, P< 0.05)、亲友支持(β=-0.210, P< 0.05)、工龄(β=-0.154, P< 0.05)为个人成就感降低的保护因素,硕士学历是个人成就感降低的危险因素(β=0.126,P < 0.05)。结论 重视提高全方面社会支持,重点关注已婚、男性、硕士学历以及较短工龄医务人员的心理健康。     

中医医生职业承诺对工作倦怠的影响

目的 探讨中医医生工作倦怠现状及职业承诺对工作倦怠的影响.方法 采用中医医生职业承诺问卷和Maslach的工作倦怠量表一服务版(MBI-HSS)对507名中医医生进行测试.结果 年龄<30岁的中医医生成就感评分最低(2.352±0,660),与30～、40～岁组(分别为2.136±0.704、2.127±0.628)比较,差异有统计学意义(P<0.01);高学历中医医生的情绪衰竭、缺乏人情味评分高于低学历者,差异有统计学意义(P<0.01).职业承诺对工作倦怠有明显的负向影响(P<0.01).职业承诺不同维度对工作倦怠各维度的影响作用不同,职业风险承诺是情绪衰竭的主要预测因素;专业效能承诺是缺乏人情味的主要预测因素;情感认同承诺是个人成就感的主要预测因素.结论 职业承诺是工作倦怠的一个有效的预测变量,提岛职业承诺水平是预防中医医生工作倦怠的一项重要措施.     

Can skill-development training alleviate burnout in hospital social workers?

Staff development programs, which focus on imparting and improving intervention skills, are acknowledged as an efficient way to reduce burnout, but few studies have examined this effect. The aim of the present study was to detect any difference in the level of social worker's burnout before and after attending two different skill-development groups, namely group-intervention skills for more experienced social workers and general hospital social-work skills for less experienced. Twenty-five hospital social workers participated in the study. The three dimensions of burnout, namely emotional exhaustion, depersonalization, and personal accomplishment, changed between the pre-training and post-training measures: personal accomplishment rose by 12.39% and depersonalization fell by 29.75%. The difference was significant for the two dimensions in both groups. Emotional exhaustion significantly declined in the hospital social-work skills group only, and revealed a group-time effect. The level of peer support rose in the hospital-skills group and was positively related to a lowering of emotional exhaustion. This was an exploratory study, with a rather small sample, and the results are preliminary, but they show a promising possibility of burnout reduction among professional workers. Further research on the effect of skill development training on reducing burnout is needed.     

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).     

工作满意度和社会支持与高校教师职业倦怠的关系

目的了解高校教师职业倦怠状况,探讨工作满意度、社会支持与高校教师职业倦怠的关系。方法采用职业倦怠问卷、工作满意度问卷和社会支持评定量表对湖南省衡阳市3所高校的220名教师进行问卷调查。结果高校教师在职业倦怠的情绪衰竭程度上较严重,非人性化程度一般,个人成就感较高。高校教师的工作满意度、社会支持与职业倦怠均呈显著负相关。工作满意度和社会支持水平越高,高校教师职业倦怠程度越低。工作性质、人际关系、自我实现、受教育情况、生活环境、职称、主观支持和教龄8个因素能有效预测高校教师职业倦怠程度。结论工作满意度、社会支持是教师职业倦怠的重要预测变量。     

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。     

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。     

The relationship between reciprocity and burnout in Dutch medical residents

Objective  This study examined reciprocity in medical residents' relationships with supervisors, fellow residents, nurses and patients, and associations between reciprocity and burnout. Furthermore, we considered if a discrepancy between the perceived and preferred levels of reciprocity influenced the level of burnout complaints.
Methods  In 2003, self-report questionnaires were sent to the homes of all 292 medical residents at the University Medical Centre Groningen (UMCG), Groningen, the Netherlands. Reciprocity was measured with a single-item reciprocity scale based on the Hatfield Global Measure of Equity Scale. The Utrecht Burn-Out Scale (UBOS/MBI-HHS) was used to measure burnout.
Results  A total of 158 residents participated in the study. Those who reported under-benefiting in the relationship with supervisors perceived significantly more emotional exhaustion and depersonalisation than those who perceived a reciprocal relationship. Residents who indicated that they over-benefited in the relationship with nurses reported more emotional exhaustion than residents who perceived a reciprocal relationship and less personal accomplishment than residents who perceived a reciprocal relationship or under-benefit. No differences on the burnout subscales were found between residents who perceived their relationships with patients and fellow residents to be reciprocal and those who considered they under- or over-benefited. The greater the discrepancy between perceived and preferred reciprocity in the relationship with the supervisor, the more emotional exhaustion residents reported.
Conclusions  Perceptions of reciprocity in relationships with supervisors and nurses had particular influence on the level of burnout complaints among residents. The discrepancy between the impacts of perceived and preferred reciprocity on burnout was negligible and the only significant relationship to emerge concerned that with emotional exhaustion.     

妇幼保健机构医护人员工作倦怠调查分析

目的了解妇幼保健医护人员的工作倦怠状况,为妇幼保健管理提供参考依据。方法应用马斯勒倦怠量表（MBI-HSS）对342名妇幼保健医护人员进行了调查。结果 （1）分别有99.4和31.6的医护人员有中、重度的情绪衰竭和情感疏远,但89.8的医护人员成就感较高;（2）工作倦怠不受性别、婚姻的影响;（3）30岁以下医护人员的情感疏远程度最高;（4）高学历医护人员的情绪衰竭较高,其个人成就感也较高;（5）值夜班医护人员在情绪衰竭、情感疏远及个人低成就感上均显著高于不值夜班者。结论妇幼保健医护人员存在一定的工作倦怠现象,应从组织、个人和工作特征等层面预防和缓解倦怠。     

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.