Nelson Tanya, Johnson Sonia, Bebbington Paul
Crisis Resolution Team, Devon Partnership NHS Trust, Wonford House Hospital, Dryden Rd, Exeter, Devon, EX2 5AF, UK.
Soc Psychiatry Psychiatr Epidemiol. 2009 Jul;44(7):541-9. doi: 10.1007/s00127-008-0480-4. Epub 2008 Dec 12.
The NHS Plan required extensive changes in the configuration of mental health services in the UK, including introduction of crisis resolution teams, CRTs. Little is known about the effects of these changes on mental health staff and their recruitment and retention.
To assess levels of burnout and sources of satisfaction and stress in CRT staff and compare them with assertive outreach team (AOT) and community mental health team (CMHT) staff.
Cross sectional survey using questionnaires, including the Maslach Burnout Inventory, the Minnesota Satisfaction Scale and global job satisfaction item from the Job Diagnostic Survey. All staff in 11 CRTs in 7 London boroughs were included.
One hundred and sixty-nine questionnaires were received (response rate 78%). CRT staff were moderately satisfied with their jobs and scores for the three components of burnout were low or average. Their sense of personal accomplishment was greater than in the other types of team.
Our results suggest that CRTs may be sustainable from a workforce morale perspective, but longer term effects will need to be assessed.
《国民保健服务计划》要求对英国心理健康服务的配置进行广泛改革，包括引入危机解决团队（CRTs）。对于这些变革对心理健康工作人员及其招聘和留用的影响，人们了解甚少。
评估危机解决团队工作人员的倦怠程度、满意度来源和压力源，并将他们与主动外展团队（AOT）和社区心理健康团队（CMHT）的工作人员进行比较。
采用问卷调查进行横断面调查，问卷包括马氏倦怠量表、明尼苏达满意度量表以及工作诊断调查中的总体工作满意度项目。纳入了伦敦7个行政区11个危机解决团队的所有工作人员。
共收到169份问卷（回复率78%）。危机解决团队工作人员对工作中度满意，倦怠三个维度的得分较低或处于平均水平。他们的个人成就感高于其他类型的团队。
我们的结果表明，从员工士气角度来看，危机解决团队可能具有可持续性，但需要评估其长期影响。
