芜湖市医院感染管理专职人员职业倦怠及付出—回报失衡情况分析

目的 了解医院感染管理专职人员职业倦怠和付出-回报失衡情况，为改善职业倦怠提供科学依据。方法 采取分层随机抽样的方法，抽取芜湖市16所二级医院、5所三级医院50名专职人员为研究对象，采用职业倦怠问卷（CMBI）和付出-回报失衡（ERI）问卷进行调查，比较不同工作模式下职业倦怠3个维度得分的差异。结果 发放调查问卷50份，有效回收46份（3人未及时给予回复，1份问卷不合格），有效回收率为92.00%。芜湖市医院感染管理专职人员职业倦怠发生率为91.30%，中、重度职业倦怠者占43.48%；有89.13%的专职人员处于付出-回报失衡模式（ERI指数>1），69.57%处于超负荷工作状态。不同学历、从事医院感染年限的专职人员情感耗竭维度得分差异均有统计学意义（均P<0.05）；不同婚姻状况、学历、医院级别、月收入水平的专职人员人格解体维度得分差异均有统计学意义（均P<0.05）；不同医院级别的专职人员成就感降低维度得分差异有统计学意义（P<0.05）。处于付出-回报失衡、超负荷工作状态的专职人员情感耗竭和人格解体维度得分均高于付出-回报平衡者和非超负荷者（均P<0.05）。结论 芜湖市医院感染专职人员队伍职业倦怠、付出-回报失衡情况较严重，需引起关注。

Current status of job burnout and effort-reward imbalance among full-time healthcare-associated infection management staff in Wuhu City

Objective To understand current status of job burnout and effort-reward imbalance(ERI) of full-time staff who engage in healthcare-associated infection(HAI)management, and provide scientific basis for improvement. Methods Based on stratified random sampling method, 50 full-time staff in 16 secondary and 5 tertiary hospitals in Wuhu City were selected as the research objects, Chinese Maslach burnout inventory (CMBI)and ERI questionnaire were used in the survey, scores of three dimensions of job burnout in different work modes were compared. Results 50 questionnaires were distributed and 46 were available (3 persons failed to reply in time and 1 questionnaire was unqualified), the effective recovery rate was 92.00%. Job burnout rate of full-time HAI management staff in Wuhu City was 91.30%, rates of moderate and severe burnout were 43.48%; 89.13% of full-time staff were in ERI state (ERI index>1), 69.57% were in overload working state. There were significant differences in the scores of emotional exhaustion among full-time staff with different educational background and years of engaging in HAI management (both P<0.05); there were significant differences in the scores of depersonalization among full-time staff with different marital status, educational background, hospital level and monthly income level (all P<0.05); there were significant differences in the scores of low sense of achievement among full-time staff in different levels of hospitals (P<0.05). The scores of emotional exhaustion and depersonalization of full-time staff in ERI and overload working state were both higher than those with effort-reward balance and non-overload working state (both P<0.05). Conclusion Job burnout and ERI of full-time HAI management staff in Wuhu City are serious, which should be concerned.