干预后工作相关倦怠的改变——六个人力服务组织的准实验研究。
Changing job-related burnout after intervention--a quasi-experimental study in six human service organizations.
机构信息
Department of Social Medicine, Institute of Public Health Science, Copenhagen University, DK-1014 Copenhagen K, Denmark.
出版信息
J Occup Environ Med. 2010 Mar;52(3):318-23. doi: 10.1097/JOM.0b013e3181d1cd87.
OBJECTIVE
In a longitudinal study design to analyze the development of burnout at worksites and to study the effect of interventions intended to reduce the level of burnout at individual level.
METHODS
At baseline the study, sample consisted of 1024 individuals divided at six organizations and 18 worksites in the human service sector. Four different types of interventions were identified: external and internal reorganizations, educational days, and consultancy. Burnout defined as work related, client related, and personal burnout was measured by means of the Copenhagen Burnout Inventory at baseline and at first and second follow-up during the years 1999 to 2005.
RESULTS
We found a weak but statistically significant negative effect of reorganizations after adjusting for potential confounders and mediators defined as changes in the psychosocial working conditions.
CONCLUSION
The four types of interventions did not reduce the level of burnout in our study.
目的
采用纵向研究设计分析工作场所倦怠的发展，并研究旨在降低个体倦怠水平的干预措施的效果。
方法
在研究的基线阶段，样本由 1024 名个体组成，他们分为 6 个组织和 18 个人力资源服务部门的工作场所。确定了四种不同类型的干预措施：外部和内部重组、教育日和咨询。工作相关、客户相关和个人倦怠的倦怠通过哥本哈根倦怠量表在基线和 1999 年至 2005 年的第一和第二次随访期间进行测量。
结果
在调整了潜在混杂因素和中介因素（即社会心理工作条件的变化）后，我们发现重组具有较弱但具有统计学意义的负效应。
结论
在我们的研究中，四种类型的干预措施并没有降低倦怠水平。
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