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1.
Surg Clin North Am ; 99(5): 1029-1035, 2019 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-31446908

RESUMO

Burnout is characterized by emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment. All physicians, and especially surgeons, are at risk for developing burnout. The best strategies for mitigating burnout mimic a modern approach to medicine: the development of preventive practices to protect, promote, and maintain health and well-being. Job satisfaction, job engagement, and compassion satisfaction help protect from burnout. Individual commitment to self-care in conjunction with support from within health care organizations create the optimal framework in which burnout can be mitigated.


Assuntos
Esgotamento Profissional/prevenção & controle , Fadiga por Compaixão/prevenção & controle , Esgotamento Profissional/psicologia , Estilo de Vida Saudável , Humanos , Satisfação no Emprego , Fatores de Risco , Autocuidado
2.
J Nurs Adm ; 49(9): 404-410, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31425307

RESUMO

OBJECTIVE: To examine and report burnout, secondary trauma, and compassion satisfaction in acute care nurse leaders through a large mixed-methods research study. BACKGROUND: Although nurse leaders are removed from daily patient care activities, the pervasive challenges in the work environment create conditions for professional burnout. Nurse leaders must garner compassion satisfaction from different sources, including peer and staff interactions. METHODS: The Professional Quality of Life scale was given to nurse leaders at 29 hospitals in 1 health system. Sixteen leaders from 2 hospitals participated in qualitative interviews. RESULTS: Six hundred seventy-two nurse leaders from 29 hospitals reported similar levels of burnout across frontline, midlevel, and director-level leadership. Directors demonstrated higher levels of compassion satisfaction and lower levels of work-life balance. Four themes emerged representing areas of professional life that potentiate and alleviate compassion fatigue. CONCLUSIONS: All levels of nurse leaders must address the risk of burnout and can do so through individual and organizational resiliency strategies.


Assuntos
Esgotamento Profissional/psicologia , Esgotamento Psicológico , Satisfação no Emprego , Enfermeiras Administradoras/psicologia , Satisfação Pessoal , Equilíbrio Trabalho-Vida , Local de Trabalho/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
3.
J Nurs Adm ; 49(9): 447-453, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31436744

RESUMO

OBJECTIVE: To identify and compare validated tools used to assess incivility in healthcare settings. BACKGROUND: Incivility in the workforce is associated with poor quality outcomes, increased employee turnover, and decreased job satisfaction. Validated tools are essential for accurate measurement of incivility. The aim of this study was to compare characteristics of validated tools for use in a busy clinical setting. METHODS: In a scoping review, English language research studies using incivility tools published in PubMed or CINAHL between March 1, 2013, and March 14, 2018, were assessed for sound psychometric properties and feasibility of use (eg, short, easy to administer). RESULTS: After screening 869 articles and full text review of 244, 5 identified tools met the criteria; the Short Negative Acts Questionnaire seemed best suited for use in a busy healthcare setting. CONCLUSION: Adoption of a standardized and validated incivility tool makes it possible to compare across clinical settings and track progress over time.


Assuntos
Assistência à Saúde/normas , Incivilidade/estatística & dados numéricos , Satisfação no Emprego , Psicometria/instrumentação , Local de Trabalho/psicologia , Local de Trabalho/normas , Humanos , Inquéritos e Questionários
4.
J Nurs Adm ; 49(9): 411-417, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31437855

RESUMO

OBJECTIVE: The purpose of this study was to assess the relationship between demographic factors (age, gender, race, ethnicity, work status, and experience), the professional practice environment, and work satisfaction to increase understanding of millennial nurses. BACKGROUND: Millennials comprise 30% of the nursing workforce and are more likely to experience burnout, stress, high turnover, and less dedication to their workplace than other counterparts. Understanding how to retain these nurses is important to ensure work satisfaction and high-quality patient outcomes. METHODS: This descriptive study was a secondary analysis of data using the Professional Practice Work Environment Inventory survey. Descriptive statistics were used to describe the variables. Descriptive statistics and standard t tests were used. RESULTS: Demographics accounted for only 2.6% of the variance in work satisfaction, whereas supportive leadership accounted for nearly 63%. CONCLUSION: Findings demonstrate that supportive leadership is the primary factor contributing to millennial nurses' work satisfaction. This suggests that efforts to retain millennial nurses should focus on developing supportive leaders.


Assuntos
Atitude do Pessoal de Saúde , Esgotamento Profissional/psicologia , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos , Adulto , Fatores Etários , Feminino , Humanos , Masculino , Fatores Socioeconômicos , Inquéritos e Questionários , Estados Unidos , Adulto Jovem
6.
Medicine (Baltimore) ; 98(32): e16693, 2019 Aug.
Artigo em Inglês | MEDLINE | ID: mdl-31393371

RESUMO

To strengthen rural health services, the Chinese government has launched a series of policies to promote health workforce development. This study aims to understand the current status of village doctors and to explore the factors associated with village doctors' job satisfaction in western China. It also attempts to provide references for further building capacities of village doctors and promoting the development of rural health service policy.A multistage stratified sampling method was used to obtain data from a cross-sectional survey on village doctors across 2 provinces of western China during 2012 to 2013. Quantitative data were collected from village doctors face-to-face, through a self-administered questionnaire.Among the 370 respondents, 225 (60.8%) aged 25 to 44 years, and 268 (72.4%) were covered by health insurance. Their income and working time calculated by workloads were higher than their self-report results. Being healthy, working fewer years, and having government funding and facilities were the positive factors toward their job satisfaction. Village doctors working with government-funded village clinics or facilities were more likely to feel satisfied.Problems identified previously such as low income and lack of insurance, heavy workload and aging were not detected in our study. Instead, village doctors were better-paid and better-covered by social insurance than other local rural residents, with increased job satisfaction. Government policies should pay more attention to improving the quality of rural health services and the income and security system of village doctors, to maintain and increase their job satisfaction and work enthusiasm. Further experimental study could evaluate effects of government input to improve rural health human resources and system development.


Assuntos
Satisfação no Emprego , Médicos/psicologia , Serviços de Saúde Rural/organização & administração , Adulto , Atitude do Pessoal de Saúde , Fortalecimento Institucional , China , Estudos Transversais , Humanos , Serviços de Saúde Rural/legislação & jurisprudência , Autorrelato
7.
J Nurs Adm ; 49(7-8): 366-371, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31306299

RESUMO

OBJECTIVE: The aim of this study was to explore the experience of being a Millennial nurse manager with a goal to better understand the influence of organizational factors on role expectations, satisfaction, support, development, and intent to stay. BACKGROUND: Research on Millennial nurse leaders is scarce. Understanding the perception of these young managers is needed to create succession and retention planning that meets the needs of this generation of leaders. METHOD: A national sample of 25 Millennial nurse managers participated in a qualitative interpretative phenomenological study. Audio-recorded telephone interviews were conducted and analyzed. RESULTS: Millennial leaders have a unique perspective on role expectations and support variables. Seven themes of experience emerged: coming into the role, learning as I go, having the support of my director, making an impact, helping staff succeed, and managing change. CONCLUSIONS: Opportunities to develop and retain Millennial leaders are shaped by understanding the support variables that are important to them.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Percepção , Adulto , Feminino , Humanos , Satisfação no Emprego , Masculino , Enfermeiras Administradoras/estatística & dados numéricos , Pesquisa Qualitativa
8.
J Nurs Adm ; 49(7-8): 354-358, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31335518

RESUMO

Turnover rates for nursing assistants (NAs) cause considerable financial cost to healthcare organizations and negatively impact the quality of care and patient satisfaction. In 1 organization, a task force was created to focus on NA recruitment and retention. The task force evolved into a committee consisting of NAs representing all inpatient settings, a nursing director and manager, and human resources. Recruitment and retention were evaluated, and collaborative strategies were initiated for improvement in recruiting and retention of the current NA workforce.


Assuntos
Assistentes de Enfermagem/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Hospitais , Humanos , Satisfação no Emprego , Assistentes de Enfermagem/psicologia , Admissão e Escalonamento de Pessoal/estatística & dados numéricos
9.
Med Lav ; 110(3): 226-233, 2019 Jun 28.
Artigo em Inglês | MEDLINE | ID: mdl-31268429

RESUMO

BACKGROUND: Psychosocial risk factors, among which job control has proved to be a key dimension, can have a negative impact on the health of workers. Various research projects have found a relationship between low levels of free time at work and stress and job satisfaction indicators. OBJECTIVES: to assess to what extent certain social and employment variables influence "job control". METHODS: A descriptive study was carried out on a sample of workers to analyse the influence of certain socio-demographic and work-related variables on job control, by means of an assessment survey on psychosocial risk and the general state of workers' health. The tools used in this study were the COPSOQ-ISTAS 21 version 1.5 psychosocial risk assessment questionnaire and a specific survey on the perceived state of health. RESULTS: Three hundred fourteen workers were asked to participate in the study. One hundred and ninety workers completed the questionnaire and were finally included. For the "job control" variable, 47.4% of workers described their situation as good. The results show that workers with a higher educational level (+78%), who have seniority in the job, have a good understanding of their situation at work (+15%), and are employed as white collars (34%), are more likely to show high job control and, therefore, could be less at risk from psychosocial factors. CONCLUSIONS: There are two parameters influencing "job control": social factors concerning educational level, and work situation factors, including seniority and being a white collar worker.


Assuntos
Emprego , Satisfação no Emprego , Saúde do Trabalhador , Humanos , Fatores de Risco , Estresse Psicológico , Inquéritos e Questionários
10.
Artigo em Chinês | MEDLINE | ID: mdl-31256528

RESUMO

Objective: To investigate the current status and influencing factors of occupational stress among couriers. Methods: Couriers (n=925) were selected on this study used cluster sampling method from January to March 2018. They were from SF and Zhongtong Express Co., Ltd., on the Wechat platform, and surveyed by a job stress questionnaire based on a job demand-control model.Valid questionnaires(n=617) were obtained. Results: A total of 418 workers were occupational stress positive (67.7%). The results of Chi-square analysis showed that there were significant differences in occupational stress among workers categorized by job position, working years, mealtime, sleeping time, and weekly work time (P<0.05). The multivariate logistic analysis indicated that non-regular meals, short-term sleep and less than 0.5 working years were risk factors for occupational stress(P<0.05). Conclusion: Couriers generally have occupational stress. The main influencing factors are job position, working years mealtime, sleeping time, and weekly work time. It is necessary to guide healthy lifestyle, rationally organize labor and assign tasks, and improve working environment to relieve their occupational stress.


Assuntos
Estresse Ocupacional , Humanos , Satisfação no Emprego , Apoio Social , Inquéritos e Questionários
11.
Am Surg ; 85(6): 579-586, 2019 Jun 01.
Artigo em Inglês | MEDLINE | ID: mdl-31267897

RESUMO

We aim to investigate the prevalence of posttraumatic stress disorder (PTSD), physician burnout (PBO), and work-life balance (WLB) among surgical residents, fellows, and attendings to illustrate the trends in surgeon wellness. A cross-sectional national survey of surgical residents, fellows, and attendings was conducted screening for PTSD, PBO, and WLB. The prevalence of screening positive for PTSD was more than two times that of the general population at all levels of experience, and more than half have an unhealthy WLB. The prevalence of PTSD, PBO, and unhealthy WLB declined with increasing level of experience (P < 0.001). One deviation in this trend was a lower prevalence of PBO among surgical fellows compared with residents and attendings (P < 0.001). Surgeon wellness improved with increasing level of experience. The incorporation of wellness programs into surgical residencies is essential to the professional development of young surgeons to cultivate healthy lasting habits for a well-balanced career and life.


Assuntos
Esgotamento Profissional/epidemiologia , Promoção da Saúde/organização & administração , Satisfação no Emprego , Satisfação Pessoal , Transtornos de Estresse Pós-Traumáticos/epidemiologia , Cirurgiões/psicologia , Adulto , Esgotamento Profissional/psicologia , Estudos Transversais , Bolsas de Estudo/tendências , Feminino , Humanos , Internato e Residência/tendências , Masculino , Corpo Clínico Hospitalar/tendências , Pessoa de Meia-Idade , Determinação de Necessidades de Cuidados de Saúde , Transtornos de Estresse Pós-Traumáticos/diagnóstico , Cirurgiões/educação , Estados Unidos , Adulto Jovem
12.
Am Surg ; 85(6): 638-644, 2019 Jun 01.
Artigo em Inglês | MEDLINE | ID: mdl-31267906

RESUMO

As the roles of trauma/acute care surgeons continue to evolve, it is imperative that health-care systems adapt to meet workforce needs. Tailoring retention strategies that elicit workforce satisfaction ensure continued coverage that is mutually beneficial to surgeons and health-care systems. We sought to elicit factors related to career characteristics and expectations of the trauma/acute care surgery (ACS) workforce to assist with such future progress. In this study, 1552 Eastern Association for the Surgery of Trauma members were anonymously surveyed. Data collected included demographics, career expectations, and motivators of trauma/ACS. Four hundred eight (26%) Eastern Association for the Surgery of Trauma members responded. Respondents were 78 per cent male and had a median age of 47.3 years. Forty-six per cent of surgeons reported earning $351K-$475K and 23 per cent >$475K. At this point in their career, 49 per cent of surgeons felt quality of life was "most important", followed by 31 per cent career ambitions and 13 per cent salary. Prominent career satisfiers were patient care and teaching. Greatest detractors were burnout, bureaucracy, and work environment. Eighty per cent would change jobs in the final 10 years of practice, 31 per cent because of family/retirement, 29 per cent because of professional growth, 24 per cent because of workload, and 7 per cent because of salary. This study could be used to help develop trauma/ACS workforce strategies. This workforce remains mobile into late career; personal happiness and patient ownership overshadow financial rewards, and most prefer a total and shared patient care model compared with no patient ownership. Burnout, bureaucracy, and work environment are dominant detractors of job satisfaction among surveyed trauma/ACS surgeons.


Assuntos
Qualidade de Vida , Cirurgiões/psicologia , Inquéritos e Questionários , Recursos Humanos , Ferimentos e Lesões/cirurgia , Adulto , Fatores Etários , Atitude do Pessoal de Saúde , Esgotamento Profissional , Escolha da Profissão , Compreensão , Serviços Médicos de Emergência/métodos , Pesquisas sobre Serviços de Saúde , Humanos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Satisfação Pessoal , Medição de Risco , Fatores Sexuais , Estados Unidos , Carga de Trabalho
13.
Pan Afr Med J ; 32: 152, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31303923

RESUMO

Introduction: Regional anesthesia is a safe alternative to general anesthesia. Despite benefits for perioperative morbidity and mortality, this technique is underutilized in low-resource settings. In response to an identified need, a regional anesthesia service was established at the University Teaching Hospital of Kigali (CHUK), Rwanda. This qualitative study investigates the factors influencing implementation of this service in a low-resource tertiary-level teaching hospital. Methods: Following service establishment, we recruited 18 local staff at CHUK for in-depth interviews informed by the "Consolidated Framework for Implementation Research" (CFIR). Data were coded using an inductive approach to discover emergent themes. Results: Four themes emerged during data analysis. Patient experience and outcomes: where equipment failure is frequent and medications unavailable, regional anesthesia offered clear advantages including avoidance of airway intervention, improved analgesia and recovery and cost-effective care. Professional satisfaction: morale among healthcare providers suffers when outcomes are poor. Participants were motivated to learn techniques that they believe improve patient care. Human and material shortages: clinical services are challenged by high workload and human resource shortages. Advocacy is required to solve procurement issues for regional anesthesia equipment. Local engagement for sustainability: participants emphasized the need for a locally run, sustainable service. This requires broad engagement through education of staff and long-term strategic planning to expand regional anesthesia in Rwanda. Conclusion: While the establishment of regional anesthesia in Rwanda is challenged by human and resource shortages, collaboration with local stakeholders in an academic institution is pivotal to sustainability.


Assuntos
Anestesia por Condução/métodos , Pessoal de Saúde/organização & administração , Hospitais Universitários/organização & administração , Anestesia por Condução/economia , Anestesia por Condução/instrumentação , Países em Desenvolvimento , Desenho de Equipamento , Humanos , Satisfação no Emprego , Pobreza , Pesquisa Qualitativa , Ruanda , Carga de Trabalho
14.
Health Qual Life Outcomes ; 17(1): 93, 2019 May 30.
Artigo em Inglês | MEDLINE | ID: mdl-31146735

RESUMO

BACKGROUND: Workplace violence (WPV) is a global public health problem and has caused a serious threat to the physical and mental health of healthcare workers. Moreover, WPV also has an adverse effect on the workplace behavior of healthcare workers. This study has three purposes: (1) to identify the prevalence of workplace violence against physicians; (2) to examine the association between exposure to WPV, job satisfaction, job burnout and turnover intention of Chinese physicians and (3) to verify the mediating role of social support. METHODS: A cross-sectional study adopted a purposive sampling method to collect data from March 2017 through May 2017. A total of nine tertiary hospitals in four provinces, which provide healthcare from specialists in a large hospital after referral from primary and secondary care, were selected as research sites based on their geographical locations in the eastern, central and western regions of China. Descriptive analyses, a univariate analysis, a Pearson correlation, and a mediation regression analysis were used to estimate the prevalence of WPV and impact of WPV on job satisfaction, job burnout, and turnover intention. RESULTS: WPV was positively correlated with turnover intention (r = 0.238, P < 0.01) and job burnout (r = 0.150, P < 0.01), and was negatively associated with job satisfaction (r = - 0.228, P < 0.01) and social support (r = - 0.077, P < 0.01). Social support was a partial mediator between WPV and job satisfaction, as well as burnout and turnover intention. CONCLUSIONS: The results show a high prevalence of workplace violence in Chinese tertiary hospitals, which should not be ignored. The effects of social support on workplace behaviors suggest that it has practical implications for interventions to promote the stability of physicians' teams. TRIAL REGISTRATION: (Project Identification Code: HMUIRB2014005), Registered March 1, 2014.


Assuntos
Esgotamento Profissional/psicologia , Satisfação no Emprego , Médicos/psicologia , Violência no Trabalho/psicologia , Adulto , China/epidemiologia , Estudos Transversais , Feminino , Humanos , Intenção , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/estatística & dados numéricos , Prevalência , Qualidade de Vida , Apoio Social , Centros de Atenção Terciária/estatística & dados numéricos , Violência no Trabalho/estatística & dados numéricos
15.
Sante Publique ; Vol. 31(1): 113-123, 2019 January February.
Artigo em Francês | MEDLINE | ID: mdl-31210507

RESUMO

INTRODUCTION: Prevalence of depression, suicidal ideation and burnout are higher among physicians than in general population. Young physicians seem more concerned and the beginning of career seems to be a period of greater risks for hospital practitioners. While this may be the case, in France, few studies have specifically evaluated the quality of the working conditions of this population. The objective of this study is to identify stress factors related to the organization of work and to social relationships at work, as they are perceived by the young hospital physicians. METHODS: A qualitative study through semi-structured interviews was conducted with hospital practitioners with less than 10 years of practice. Manual analysis of the interviews was carried out by three interviewers and supplemented by a computerized lexical analysis. RESULTS: Eighteen physicians were interviewed. Five categories of psychosocial and organizational factors have been identified. Teamwork and communication are generally associated with positive feelings. The pace of work, professional status, organizational factors and material conditions are considered unsatisfactory. Young physicians, however, are satisfied with the content of their work, particularly because of scientific emulation and skills development. CONCLUSION: The results of this study should help to better target prevention actions in order to improve the working conditions of young doctors. It seems a priority to reduce their workload or to regulate their working time, to offer greater stability to their work and to provide them with better material work conditions.


Assuntos
Esgotamento Profissional , Satisfação no Emprego , Médicos/psicologia , Estresse Psicológico , França , Hospitais , Humanos , Pesquisa Qualitativa
16.
J Nurses Prof Dev ; 35(4): 185-192, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31169756

RESUMO

The purpose of this integrative literature review was to identify commonalities among nurse residency programs deployed for greater than 3 years, showing improved job retention and satisfaction. The Johns Hopkins Nursing Evidence-Based Practice Model guided this review. Successful, sustainable nurse residency programs have a strong foundation with committed leadership to support transition; a structured program with defined outcomes to promote clinical competence, safe patient care, and professional development; and an evaluation process to guide continual improvement and meet organizational needs.


Assuntos
Competência Clínica/normas , Internato não Médico/organização & administração , Liderança , Desenvolvimento de Pessoal/métodos , Humanos , Satisfação no Emprego , Segurança do Paciente , Lealdade ao Trabalho
17.
BMJ ; 365: l4344, 2019 06 24.
Artigo em Inglês | MEDLINE | ID: mdl-31235472
18.
Nurs Adm Q ; 43(3): 274-279, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31162347

RESUMO

Nurse bullying is a systemic, pervasive problem that begins well before nursing school and continues throughout a nurse's career. A significant percentage of nurses leave their first job due to the negative behaviors of their coworkers, and bullying is likely to exacerbate the growing nurse shortage. A bullying culture contributes to a poor nurse work environment, increased risk to patients, lower Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) patient satisfaction scores, and greater nurse turnover, which costs the average hospital $4 million to $7 million a year. Addressing nurse bullying begins with acknowledging the problem, raising awareness, mitigating contributing factors, and creating and enforcing a strong antibullying policy. Nurses and stakeholders also must actively work to change the culture, and understand that bullying has no place in the nursing profession or anywhere else in health care.


Assuntos
Bullying/psicologia , Satisfação no Emprego , Enfermeiras e Enfermeiros/psicologia , Esgotamento Profissional/etiologia , Esgotamento Profissional/psicologia , Humanos , Intenção , Relações Interprofissionais , Local de Trabalho/psicologia , Local de Trabalho/normas
19.
Cent Eur J Public Health ; 27(2): 87-92, 2019 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-31241281

RESUMO

OBJECTIVES: The aim of this study was to verify the Effort-Reward Imbalance (ERI) model, which served as the basic concept of mapping workplace stress, on the sample of Czech professional caregivers. ERI model examines the relationship between the long-term subjectively perceived level of workers' effort and rewards and analyses the physical and psychosocial consequences of the (im)balance. METHODS: The verification of ERI model in combination with well-being (and its psychosocial consequences) was conducted on a sample of Czech professionals caring for older people in 2014 (N = 265). The survey included 12 facilities providing health and social care services for older people. Facilities were chosen through purposive sampling and snowball technique. The sample was divided into the following subgroups: professionals working in residential or field services and medical or social workers. RESULTS: Results showed that the majority (57%) of professional caregivers in both residential and field services suffered from imbalance caused by higher effort and lower rewards. Subgroup of medical workers in long-term care institutions formed the most demanded group with the highest imbalance between work effort and rewards (68%). This discrepancy was reflected in a reduction of their well-being. This effect was most evident by the medical workers in home care. Well-being within this group was more than five times lower compared to other groups with ERI imbalance. Also, a group of social workers in institutions came out as a high-risk group in this regard. DISCUSSION: The level of imbalance differed among the defined groups. The data obtained verified the known facts about the adverse work situation of professionals in long-term care in the contemporary Czech environment. The outputs correspond to foreign studies and confirm the validity of ERI model on the sample of Czech professionals in the long-term care.


Assuntos
Fadiga , Satisfação no Emprego , Estresse Ocupacional , Estresse Psicológico , Idoso , Idoso de 80 Anos ou mais , Estudos Transversais , República Tcheca , Humanos , Assistência de Longa Duração , Inquéritos e Questionários , Local de Trabalho
20.
Artigo em Chinês | MEDLINE | ID: mdl-31189241

RESUMO

Objective: To investigate the occupation stress and job burnout of orphan child care workers in Nanjing and nursing staff in Yangzhong primary hospital, to compare the differences of occupational stress and job burnout between the two social service workers. Methods: From February to May 2017, a cross- sectional survey was conducted. Cluster sampling method was used to investigate the occupation stress and job burnout of orphan child care workers in Nanjing and nursing staff in Yangzhong primary hospital, totally 403 people, by a combination of the Internet of things assessment system of occupational stress and traditional questionnaire. Results: There were statistically significant differences of occupational stress and job burnout scores of both social service workers (P<0.05). Orphan child care workers in job control, technology utilization, job routinization, work risk, role ambiguity and participation decision-making, anxiety state, body complain, life attitude, behavior characteristics, ambition, anxiety trait, social support, logic, family-work relationship and depersonalization were higher than those of Yangzhong primary nurses (P<0.05); Primary nurses in Yangzhong in quantitative load and change, workload, role conflict, job prospects, promotion, depressive symptom, daily stress, self-esteem, task strategy, time management, work input, and personal accomplishment reduction scored higher than those of Orphan child care workers (P<0.05). The logistic regression analysis of the occupational depletion positive rate of the two social service personnel showed that the protective factors of the nursing staff of the orphans and disabled children had behavioral characteristics and family support(OR=0.877, P=0.044; OR=0.691, P=0.001) . The contributing factors of the primary nursing staff in Yangzhong were task control, workload, work psychological control source (OR=1.110, P=0.019; OR=1.128, P<0.001;OR=1.066, P=0.032) . The protection factors were technical utilization, opportunities for improvement, and mental health (OR=0.775, P=0.005; OR=0.765, P=0.006; OR=0.914, P=0.002) . Conclusion: The work content, the service object and the nature of the unit of primary caregivers influence the state of occupational stress and job burnout. The influencing factors of occupational stress and job burnout are not identical, Different social service personnel show occupational stress and occupational exhaustion in different aspects, and it is necessary to propose mitigation measures for two kinds of social service personnel.


Assuntos
Esgotamento Profissional , Cuidadores , Satisfação no Emprego , Estresse Ocupacional , Cuidadores/psicologia , Humanos , Estresse Psicológico , Inquéritos e Questionários , Carga de Trabalho
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