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|本期目录/Table of Contents|

医务人员付出-回报失衡与职业倦怠关系研究(PDF)

《现代预防医学》[ISSN:1003-8507/CN:51-1365/R]

期数:
2018年08期
页码:
1363-1366
栏目:
环境与职业卫生
出版日期:
2018-04-30

文章信息/Info

Title:
Effort-reward imbalance and job burnout among medical staff
作者:
成诚陈思璐周震茅金凤朱秀花高月霞
南通大学公共卫生学院,江苏 南通 226019
Author(s):
CHENG Cheng CHEN Si-lu ZHOU Zhen MAO Jin-feng ZHU Xiu-hua GAO Yue-xia
Department of Health Management, School of Public Health, Nan-tong University, Nantong, Jiangsu 226019, China
关键词:
付出-回报失衡超负荷职业倦怠医务人员
Keywords:
Effort-Reward Imbalance Work-overloaded Job burnout Medical staff
分类号:
R192
DOI:
-
文献标识码:
A
摘要:
目的 探讨医务人员付出-回报失衡与职业倦怠的关系,为降低职业倦怠提供参考。方法 付出-回报失衡(ERI)量表及职业倦怠量表通用版(MBI-GS)对南通市5家二级以上医院和3家乡镇卫生院525名医务人员进行调查,分层多重线性回归分析探索付出-回报失衡与职业倦怠之间的关系。结果 有52.00%的医务人员处于付出-回报失衡工作模式(ERI>1),40.19%处于超负荷状态;职业倦怠的平均分为(2.34±0.82)分,其中情绪衰竭维度为(2.36±1.19)分,情感疏远维度为(2.00±1.23)分,成就感维度为(2.64±1.31)分,14.29%的人没有职业倦怠,77.90%的人有轻中度职业倦怠,7.81%的人有重度职业倦怠。多因素分层回归分析表明,付出回报失衡增加了情绪衰竭(β = 0.28)和情感疏远(β = 0.28);超负荷工作增加了医务人员的情绪衰竭(β = 0.33)和情感疏远(β = 0.14),降低了医务人员的工作成就感(β = -0.18)。结论 付出-回报失衡增加了医务人员的职业倦怠。医院应设计科学的薪酬和绩效考核制度,提高医务人员的工作积极性,降低职业倦怠。
Abstract:
Objective To explore the relationship between effort-reward imbalance and job burnout among medical staff, so as to make reference for reducing their job burnout. Methods Totally 525 medical staff were surveyed from 5 secondary and tertiary hospitals and 3 primary hospitals in Nantong. Effort-Reward Imbalance(ERI) questionnaires and Maslach Burnout Inventory (MBI-GS) were employed to measure effort-reward imbalance and job burnout, and the relationships between them explored by stratified multivariate linear regression analysis. Results 52.00% of medical staff were working in the effort-reward imbalance(ERI>1), and 40.19% of them were overloaded. The score of burnout among medical staff was 2.34±0.82, with 2.36±1.19 for Emotional Exhaustion(EE), 2.00±1.23 for Depersonalization(DP), and 2.64±1.31 for Personal Accomplishment (PA). 14.29% of the medical staff didn’t have job burnout, with 77.90% for mildly job burnout and 7.81% for severely job burnout. Multivariate linear regression analysis showed ERI could increase medical staff's EE (β=0.28) and DP (β=0.28), and overload work increases EE (β=0.33), DP (β=0.14) and reduces PA (β=-0.18). Conclusion ERI has a better predictive effect on job burnout. Hospital and institution should design a scientific salary system and performance appraisal system to improve the enthusiasm of the medical staff and reduce job burnout.

参考文献/References

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备注/Memo

备注/Memo:
基金项目:国家自然科学青年基金(71603137);江苏省高校自然科学基金(16KJD330001);江苏省大学生创新训练计划项目(201610304072Y);《南风窗》"调研中国--大学生社会调查奖学金"项目(DYZG20160073)
作者简介:成诚(1994 - ),男,本科在读,研究方向:社会医学与卫生事业管理
通讯作者:高月霞,E-mail: gaoyuexia1103@163.com
更新日期/Last Update: 2018-04-23