Estryn-Behar M, Fry C, Guetarni K, Aune I, Machet G, Doppia M A, Lassaunière J M, Muster D, Pelloux P, Prudhomme Ch
Unité Presst/Sesmat Épidémiologie Ergonomie SCMT, Paris, France.
Work. 2011;40 Suppl 1:S83-100. doi: 10.3233/WOR-2011-1270.
France encounters difficulties attracting physicians to work in hospitals. Organisation at work and at home may be at the heart of the problem for female as well as for male physicians.
A comprehensive questionnaire was filled out online by a representative sample of 1924 French hospital physicians.
We conducted gender bivariate and multivariate analysis of the risk factors for burnout and intent to leave the profession(ITL).
ITL was declared by 17.4% of physicians. According to 41.3% of female physicians (FP), their profession was an obstacle to having children (versus 19.3% for male physicians (MP)). Major factors linked with burnout were Effort/Reward imbalance (FP adjOR = 5.09, MP adjOR = 5.93), Work-family conflicts (FP adjOR = 2.97, MP adjOR = 3.04), and Low quality of teamwork (FP adjOR = 1.82, MP adjOR = 2.68). Major factors linked with ITL were Low quality of teamwork (FP adjOR = 4.49, MP adjOR = 3.03), Patient-related burnout (FP adjOR = 2.10, MP adjOR = 2.35) and General burnout (FP adjOR = 1.85, MP adjOR = 1.45).
Excessive job demands are linked with burnout and with work-family conflicts, conducting to difficulties in organising one's life in order to have and raise children. Potential solutions include facilitating teamwork in order to reduce departure, which increase workload on those who stay increasing their work family conflict.
法国在吸引医生到医院工作方面遇到困难。工作和家庭的组织安排可能是男女医生问题的核心所在。
1924名法国医院医生的代表性样本通过在线方式填写了一份综合问卷。
我们对职业倦怠和离职意向（ITL）的风险因素进行了性别双变量和多变量分析。
17.4%的医生表示有离职意向。41.3%的女医生（FP）认为她们的职业是生育孩子的障碍（男医生（MP）这一比例为19.3%）。与职业倦怠相关的主要因素有努力/回报失衡（女医生调整后比值比=5.09，男医生调整后比值比=5.93）、工作-家庭冲突（女医生调整后比值比=2.97，男医生调整后比值比=3.04）以及团队合作质量低（女医生调整后比值比=1.82，男医生调整后比值比=2.68）。与离职意向相关的主要因素有团队合作质量低（女医生调整后比值比=4.49，男医生调整后比值比=3.03）、与患者相关的职业倦怠（女医生调整后比值比=2.10，男医生调整后比值比=2.35）和总体职业倦怠（女医生调整后比值比=1.85，男医生调整后比值比=1.45）。
过高的工作要求与职业倦怠和工作-家庭冲突相关，导致在安排生活以生育和抚养孩子方面存在困难。潜在的解决方案包括促进团队合作以减少人员离职，这会增加留任人员的工作量，进而加剧他们的工作-家庭冲突。
