疾控人员职业倦怠潜在剖面分析及与工作特征的关系

目的 通过对疾控(CDC)人员职业倦怠进行潜在剖面分析识别不同的职业倦怠类别,探讨工作特征各维度与职业倦怠类别间的独立效应。 方法 采用中文版职业倦怠量表(MBI-GS)、工作特征量表和自编一般资料调查表对943名疾控人员进行调查。使用潜在剖面分析方法识别疾控人员职业倦怠潜在类别,多分类Logistic回归分析探讨工作特征各维度与不同职业倦怠类别间的独立效应。 结果 疾控人员职业倦怠存在3种类别:低倦怠型(Ⅰ,54.7%)、高倦怠型(Ⅱ,24.1%)和成就感低落型(Ⅲ,21.2%)。高工作反馈、高工作意义是个体进入高倦怠型组的独立保护因素(OR=0.561;OR=0.612),高工作负荷、高工作对个体控制及情绪表达的要求是个体进入高倦怠型组的独立风险因素(OR=1.693;OR=1.770);高工作自主性是个体进入成就感低落型组的独立风险因素(OR=1.810),高工作对个体控制及情绪表达的要求是个体进入成就感低落型组的独立保护因素(OR=0.582)。 结论 疾控人员可区分出3种潜在职业倦怠类别,工作特征不同维度与潜在职业倦怠类别间存在独立效应。

Latent profile analysis of burnout and its relation with work characteristics among CDC staff

Objective To identify different categories of job burnout among staff of Center for Disease Control and Prevention(CDC)based on latent profile analysis, and to explore the independent effects between dimensions of the work characteristics and latent categories of job burnout. Methods A total of 943 staff were surveyed with the Chinese Version of the Maslach Burnout Inventory-General Survey(MBI-GS), Work Characteristics Inventory, and a self-administered general questionnaire. Job burnout subtypes were identified with latent profile analysis, and the independent effects between dimensions of the work characteristics and subtypes of job burnout were analyzed with multivariable Logistic regression. Results The CDC staff burnout could be classified into 3 subtypes: low job burnout(Ⅰ, 54.7%), high job burnout(Ⅱ, 24.1%), and insufficient accomplishment job burnout(Ⅲ, 21.2%). Multivariable Logistic regression showed that high job feedback and high work significance were independent protective factors for high job burnout(OR=0.561; OR=0.612). High workload, high work demands on individual control and emotion expression were independent risk factors for high job burnout(OR=1.693; OR=1.770). High job autonomy was an independent risk factor for insufficient accomplishment job burnout(OR=1.810). High work demands on individual control and emotion expression was an independent protective factor for insufficient accomplishment job burnout (OR=0.582). Conclusion Three subtypes of job burnout are identified among CDC staff, and there are independent effects between different dimensions of the work characteristics and categories of job burnout.