Konstantinou Adamos-Konstantinos, Bonotis Konstantinos, Sokratous Maria, Siokas Vasileios, Dardiotis Efthimios
University of Thessaly, Medicine, Department of Psychiatry, Larissa, Greece.
University of Thessaly, Medicine, Neurology, Department of Neurology & Sensory Organs, Larissa, Greece.
Arch Psychiatr Nurs. 2018 Jun;32(3):449-456. doi: 10.1016/j.apnu.2018.01.002. Epub 2018 Jan 5.
Job burnout is one of the most serious occupational health hazards, especially, among mental health nurses. It has been attributed among others to staff shortages, health service changes, poor morale and insufficient employee participation in decision-making.
The aim of this study was to measure burnout among mental health nurses, investigate relations between burnout and organizational factors and examine potential predictors of nurses' burnout. Specifically, this study aimed to investigate whether role conflict, role ambiguity, organizational commitment and subsequent job satisfaction could predict each of the three dimensions of burnout.
DESIGN/METHODOLOGY/APPROACH: During current cross sectional, the survey was administered to 232 mental health nurses, employed in four private psychiatric clinics in the region of Larissa, Thessaly, Greece in May 2015. Our findings were based on the responses to 78 usable questionnaires. Different statistical analyses, such as correlation analyses, regression analyses and analyses of variance were performed in order to explore possible relations.
High emotional exhaustion (EE) accounted for 53.8% of the sample, while high depersonalization (DP) and high personal accomplishment (PA) accounted for 24.4% and 25.6%, respectively. The best predictors of burnout were found to be role conflict, satisfaction with workload, satisfaction with training, role ambiguity, satisfaction with pay and presence of serious family issues.
These findings have implications for organizational and individual interventions, indicating that mental health nurses' burnout could be reduced, or even prevented by team building strategies, training, application of operation management, clear instructions and psychological support.
职业倦怠是最严重的职业健康危害之一，尤其是在心理健康护士群体中。其原因包括人员短缺、卫生服务变革、士气低落以及员工参与决策不足等。
本研究旨在测量心理健康护士的职业倦怠程度，调查职业倦怠与组织因素之间的关系，并检验护士职业倦怠的潜在预测因素。具体而言，本研究旨在调查角色冲突、角色模糊、组织承诺以及随后的工作满意度是否能够预测职业倦怠的三个维度。
设计/方法/途径：在本次横断面研究中，于2015年5月对希腊色萨利拉里萨地区四家私立精神病诊所雇佣的232名心理健康护士进行了调查。我们的研究结果基于对78份有效问卷的回复。为了探索可能的关系进行了不同的统计分析，如相关分析、回归分析和方差分析。
高情绪耗竭（EE）占样本的53.8%，而高去个性化（DP）和高个人成就感（PA）分别占24.4%和25.6%。发现职业倦怠的最佳预测因素是角色冲突、对工作量的满意度、对培训的满意度、角色模糊、对薪酬的满意度以及存在严重家庭问题。
这些发现对组织和个体干预具有启示意义，表明通过团队建设策略、培训、运营管理的应用、明确指示和心理支持，可以减少甚至预防心理健康护士的职业倦怠。
