Fragoso Zachary L, Holcombe Kyla J, McCluney Courtney L, Fisher Gwenith G, McGonagle Alyssa K, Friebe Susan J
1 Wayne State University.
2 Colorado State University, Fort Collins.
Workplace Health Saf. 2016 Oct;64(10):479-487. doi: 10.1177/2165079916653414. Epub 2016 Jul 9.
This study's purpose was twofold: first, to examine the relative importance of job demands and resources as predictors of burnout and engagement, and second, the relative importance of engagement and burnout related to health, depressive symptoms, work ability, organizational commitment, and turnover intentions in two samples of health care workers. Nurse leaders ( n = 162) and licensed emergency medical technicians (EMTs; n = 102) completed surveys. In both samples, job demands predicted burnout more strongly than job resources, and job resources predicted engagement more strongly than job demands. Engagement held more weight than burnout for predicting commitment, and burnout held more weight for predicting health outcomes, depressive symptoms, and work ability. Results have implications for the design, evaluation, and effectiveness of workplace interventions to reduce burnout and improve engagement among health care workers. Actionable recommendations for increasing engagement and decreasing burnout in health care organizations are provided.
第一，检验工作要求和资源作为倦怠与投入预测因素的相对重要性；第二，检验在两组医护人员样本中，投入和倦怠与健康、抑郁症状、工作能力、组织承诺及离职意向之间关系的相对重要性。护士长（n = 162）和有执照的急救医疗技术员（EMT；n = 102）完成了调查。在两个样本中，工作要求比工作资源更能有力地预测倦怠，而工作资源比工作要求更能有力地预测投入。在预测组织承诺方面，投入比倦怠更具权重，而在预测健康结果、抑郁症状和工作能力方面，倦怠比投入更具权重。研究结果对减少医护人员倦怠并提高其投入度的工作场所干预措施的设计、评估及有效性具有启示意义。文中还提供了在医疗保健机构中提高投入度和降低倦怠的可行建议。
