Violanti John M, Mnatsakanova Anna, Andrew Michael E, Allison Penelope, Gu Ja Kook, Fekedulegn Desta
Department of Epidemiology and Environmental Health, School of Public Health and Health Professions, University at Buffalo, The State University of New York, Buffalo, NY, USA.
Biostatistics and Epidemiology Branch, Health Effects Laboratory Division, National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, Morgantown, WV, USA.
Police Q. 2018 Dec 1;21(4):440-460. doi: 10.1177/1098611118774764. Epub 2018 May 21.
The present study examined associations of effort-reward imbalance (ERI) and over-commitment at work with burnout among police officers using data from 200 (mean age = 46 years, 29% women) officers enrolled in the Buffalo Cardio-Metabolic Occupational Police Stress Study. ERI and overcommitment were assessed using Siegrist's "effort/reward" questionnaire. The Maslach Burnout Inventory-General Survey was used to assess burnout and its three subscales (exhaustion, cynicism, and professional efficacy). Analysis of covariance was used to examine mean values of burnout scores across quartiles of ERI and overcommitment. Linear regression was used to test for linear trend. ERI and overcommitment were positively and significantly associated with cynicism and exhaustion (trend value < .001), while professional efficacy showed an inverse association with overcommitment ( = .026). Cynicism and exhaustion scores were significantly higher in officers who reported both overcommitment and ERI compared with their counterparts ( < .001). The results suggest that ERI and overcommitment at work are determinants of higher cynicism and exhaustion. The inverse association of overcommitment with professional efficacy (an indicator of engagement at work) suggests that extreme involvement in work may negatively affect efficacy. Overcommitment may be related to a need for approval and inability of officers to withdraw from work, even in an off-duty status. Police agencies should consider organizational remedies to maintain acceptable levels of commitment by officers. In addition, there is a need to monitor and improve effort-reward imbalance experienced by officers.
本研究利用布法罗心血管代谢职业警察压力研究中200名警察（平均年龄 = 46岁，女性占29%）的数据，考察了警察工作中的努力 - 回报失衡（ERI）和过度投入与职业倦怠之间的关联。ERI和过度投入通过西格里斯特的“努力/回报”问卷进行评估。采用马氏职业倦怠量表通用版来评估职业倦怠及其三个子量表（疲惫、玩世不恭和专业效能感）。协方差分析用于检验ERI和过度投入四分位数上职业倦怠得分的均值。线性回归用于检验线性趋势。ERI和过度投入与玩世不恭和疲惫呈显著正相关（趋势值 <.001），而专业效能感与过度投入呈负相关（ = 0.026）。与同行相比，报告同时存在过度投入和ERI的警察玩世不恭和疲惫得分显著更高（ <.001）。结果表明，工作中的ERI和过度投入是导致更高玩世不恭和疲惫程度的决定因素。过度投入与专业效能感（工作投入的一个指标）的负相关表明，过度投入工作可能会对效能产生负面影响。过度投入可能与寻求认可的需求以及警察即使在非工作状态下也无法从工作中抽离有关。警察机构应考虑采取组织补救措施，以维持警察可接受的投入水平。此外，有必要监测并改善警察所经历的努力 - 回报失衡状况。
