Sheffield Occupational Health Service, Northern General Hospital, Sheffield Teaching Hospitals NHS Foundation Trust, Sheffield S5 7AU, UK,
Emergency Department, Northern General Hospital, Sheffield Teaching Hospitals NHS Foundation Trust, Sheffield S5 7AU, UK.
Occup Med (Lond). 2016 Dec;66(9):737-742. doi: 10.1093/occmed/kqw155. Epub 2016 Nov 16.
Previous work has established that health care staff, in particular emergency department (ED) personnel, experience significant occupational stress but the underlying stressors have not been well quantified. Such data inform interventions that can reduce cases of occupational mental illness, burnout, staff turnover and early retirement associated with cumulative stress.
To develop, implement and evaluate a questionnaire examining the origins of occupational stress in the ED.
A questionnaire co-designed by an occupational health practitioner and ED management administered to nursing, medical and support staff in the ED of a large English teaching hospital in 2015. The questionnaire assessed participants' demographic characteristics and perceptions of stress across three dimensions (demand-control-support, effort-reward and organizational justice). Work-related stressors in ED staff were compared with those of an unmatched control group from the acute ear, nose and throat (ENT) and neurology directorate.
A total of 104 (59%) ED staff returned questionnaires compared to 72 staff (67%) from the acute ENT/neurology directorate. The ED respondents indicated lower levels of job autonomy, management support and involvement in organizational change, but not work demand. High levels of effort-reward imbalance and organizational injustice were reported by both groups.
Our findings suggest that internal ED interventions to improve workers' job control, increase support from management and involvement in organizational change may reduce work stress. The high levels of effort-reward imbalance and organizational injustice reported by both groups may indicate that wider interventions beyond the ED are also needed to address these issues.
先前的研究已经证实，医疗保健人员，特别是急诊科（ED）工作人员，面临着巨大的职业压力，但潜在的压力源尚未得到很好的量化。这些数据为干预措施提供了信息，这些干预措施可以减少与累积压力相关的职业性精神疾病、倦怠、员工离职和提前退休的发生。
开发、实施和评估一个调查急诊科职业压力源的问卷。
2015 年，在一家大型英国教学医院的急诊科，由一名职业健康从业者和 ED 管理层共同设计的问卷，对护理、医疗和支持人员进行了调查。该问卷评估了参与者的人口统计学特征和对三个维度（需求-控制-支持、努力-回报和组织公平）的压力感知。急诊科工作人员的工作压力源与急性耳鼻喉科（ENT）和神经科主任部门未匹配的对照组进行了比较。
共有 104 名（59%）ED 工作人员返回了问卷，而急性 ENT/神经科主任部门的工作人员为 72 名（67%）。ED 受访者表示，他们的工作自主权、管理支持和参与组织变革的程度较低，但工作需求没有变化。两组人员都报告了较高的努力-回报失衡和组织不公正现象。
我们的研究结果表明，在急诊科内部实施干预措施，改善员工的工作控制，增加管理层的支持，并让他们参与组织变革，可能会减少工作压力。两组人员报告的努力-回报失衡和组织不公正程度较高，这可能表明需要采取更广泛的急诊科以外的干预措施来解决这些问题。
