Department of Sociology, University of North Texas, Denton, TX, USA.
Department of Sociology, Norfolk State University, Norfolk, VA, USA.
J Clin Nurs. 2018 Oct;27(19-20):3652-3665. doi: 10.1111/jocn.14267. Epub 2018 Jul 17.
The many negative effects of burnout have prompted researchers to better understand the factors contributing to it. The purpose of this paper is to add to this body of knowledge through the study of burnout among direct-care workers in nursing homes.
Perhaps the factor most often associated with employee burnout is the level of staffing-insufficient staffing results in work overload and eventually employee burnout. A closer look at research findings suggests that there are many other factors also contributing to burnout. These range from those at the organisational level, such as availability of training and resources to individual characteristics such as self-esteem and length of employment.
A self-administered survey instrument was completed by 410 direct-care workers working within 11 nursing homes in the north Texas region. Regression analyses were performed, adjusting for clustering by nursing home. Beta coefficients and structure coefficients are reported. Burnout was measured through three dimensions: emotional exhaustion, depersonalisation and personal accomplishment.
Organisational, work design, interpersonal and individual characteristics were found to be associated with one or more dimensions of burnout.
The analyses largely support previous research. Organisational variables of significance included the availability of resources to do the work, available training and fair pay. Work design variables of significance included adequate staffing. The individual characteristic, self-esteem, appeared to have the strongest impact on burnout. Commitment to the organisation also had a large impact.
While the data do not allow for the testing of causal relationships, the data do suggest that providing adequate staffing, perceived fair pay, sufficient work resources (e.g., towels, gowns), management support and adequate training may result in less direct-care worker burnout on the job.
burnout 的许多负面影响促使研究人员更好地了解导致 burnout 的因素。本文的目的是通过研究养老院直接护理人员的 burnout 来增加这方面的知识。
也许与员工 burnout 最常相关的因素是人员配备水平——人手不足会导致工作负荷过重，最终导致员工 burnout。对研究结果的更仔细观察表明，还有许多其他因素也会导致 burnout。这些因素包括组织层面的因素，如培训和资源的可用性，以及个体特征，如自尊心和工作年限。
在德克萨斯州北部的 11 家养老院工作的 410 名直接护理人员完成了一份自我管理的调查工具。进行了回归分析，根据养老院进行了聚类调整。报告了β系数和结构系数。 burnout 通过三个维度来衡量：情绪疲惫、去人性化和个人成就感。
发现组织、工作设计、人际关系和个体特征与 burnout 的一个或多个维度有关。
分析在很大程度上支持了先前的研究。有意义的组织变量包括完成工作的资源可用性、可用培训和公平薪酬。有意义的工作设计变量包括充足的人员配备。个体特征，自尊心，似乎对 burnout 有最强的影响。对组织的承诺也有很大的影响。
虽然数据不允许测试因果关系，但数据确实表明，提供充足的人员配备、公平的薪酬、足够的工作资源（如毛巾、长袍）、管理层支持和充足的培训可能会减少直接护理人员在工作中的 burnout。
