Department of Psychology, Indiana University-Purdue University Indianapolis.
FurstPerson, Inc.
J Occup Health Psychol. 2018 Jan;23(1):18-30. doi: 10.1037/ocp0000047. Epub 2016 Sep 19.
Burnout is prevalent among mental health providers and is associated with significant employee, consumer, and organizational costs. Over the past 35 years, numerous intervention studies have been conducted but have yet to be reviewed and synthesized using a quantitative approach. To fill this gap, we performed a meta-analysis on the effectiveness of burnout interventions for mental health workers. We completed a systematic literature search of burnout intervention studies that spanned more than 3 decades (1980 to 2015). Each eligible study was independently coded by 2 researchers, and data were analyzed using a random-effects model with effect sizes based on the Hedges' g statistic. We computed an overall intervention effect size and performed moderator analyses. Twenty-seven unique samples were included in the meta-analysis, representing 1,894 mental health workers. Interventions had a small but positive effect on provider burnout (Hedges' g = .13, p = .006). Moderator analyses suggested that person-directed interventions were more effective than organization-directed interventions at reducing emotional exhaustion (Qbetween = 6.70, p = .010) and that job training/education was the most effective organizational intervention subtype (Qbetween = 12.50, p < .001). Lower baseline burnout levels were associated with smaller intervention effects and accounted for a significant proportion of effect size variability. The field has made limited progress in ameliorating mental health provider burnout. Based on our findings, we suggest that researchers implement a wider breadth of interventions that are tailored to address unique organizational and staff needs and that incorporate longer follow-up periods. (PsycINFO Database Record
倦怠在精神卫生服务提供者中很普遍，与员工、消费者和组织的巨大成本有关。在过去的 35 年中，已经进行了许多干预研究，但尚未使用定量方法进行审查和综合。为了填补这一空白，我们对精神卫生工作者的倦怠干预措施的有效性进行了荟萃分析。我们对跨越 30 多年（1980 年至 2015 年）的倦怠干预研究进行了系统的文献检索。每项合格的研究都由两名研究人员独立编码，使用基于 Hedges'g 统计量的效应大小的随机效应模型进行数据分析。我们计算了总体干预效应大小并进行了调节分析。荟萃分析包括 27 个独特的样本，代表 1894 名精神卫生工作者。干预措施对提供者的倦怠有较小但积极的影响（Hedges'g =.13，p =.006）。调节分析表明，以人为导向的干预措施比以组织为导向的干预措施更能有效减轻情绪疲惫（Q 之间= 6.70，p =.010），而工作培训/教育是最有效的组织干预亚类型（Q 之间= 12.50，p <.001）。较低的基线倦怠水平与较小的干预效果相关，并占效应大小可变性的很大比例。该领域在改善精神卫生提供者的倦怠方面进展有限。基于我们的发现，我们建议研究人员实施更广泛的干预措施，这些措施针对特定的组织和员工需求进行定制，并纳入更长的随访期。
