Dyrbye Liselotte N, Shanafelt Tait D, Johnson Pamela O, Johnson Le Ann, Satele Daniel, West Colin P
1Mayo Clinic Program on Physician Well-Being, Mayo Clinic, 200 First Street SW, Rochester, MN 55905 USA.
2Stanford School of Medicine, Stanford, CA USA.
BMC Nurs. 2019 Nov 21;18:57. doi: 10.1186/s12912-019-0382-7. eCollection 2019.
Studies suggest a high prevalence of burnout among nurses. The aim of this study was to evaluate the relationship between burnout among nurses and absenteeism and work performance.
A national sample of U.S. nurses was sent an anonymous, cross-sectional survey in 2016. The survey included items about demographics, fatigue, and validated instruments to measure burnout, absenteeism, and poor work performance in the last month.
Of the 3098 nurses who received the survey, 812 (26.2%) responded. The mean age was 52.3 years (SD 12.5), nearly all were women (94.5%) and most were married (61.9%) and had a child (75.2%). Participating nurses had a mean of 25.7 (SD 13.9) years of experience working as nurse and most held a baccalaureate (38.2%) or masters of science (37.1%) degree in nursing. A quarter worked in the inpatient setting (25.5%) and the average hours worked per week was 41.3 (SD 14.1). Overall, 35.3% had symptoms of burnout, 30.7% had symptoms of depression, 8.3% had been absent 1 or more days in the last month due to personal health, and 43.8% had poor work performance in the last month. Nurses who had burnout were more likely to have been absent 1 or more days in the last month (OR 1.85, 95% CI 1.25-2.72) and have poor work performance (referent: high performer; medium performer, OR 2.68,95% CI 1.82-3.99; poor performer, OR 5.01, 95% CI 3.09-8.14). After adjusting for age, sex, relationship and parental status, highest academic degree, practice setting, burnout, depression, and satisfaction with work-life integration, nurses who were more fatigued (for each point worsening, OR 1.22, 95% CI 1.10-1.37) were more likely to have had absenteeism while those who worked more hours (for each additional hour OR 0.98, 95% CI 0.96-1.00) were less likely to have had absenteeism. Factors independently associated with poor work performance included burnout (OR 2.15, 95% CI 1.43-3.24) and fatigue (for each point of worsening, OR 1.22, 95% CI 1.12-1.33).
These findings suggest burnout is prevalent among nurses and likely impacts work performance.
研究表明护士职业倦怠的发生率很高。本研究的目的是评估护士职业倦怠与旷工及工作表现之间的关系。
2016年向美国护士的全国样本发送了一份匿名横断面调查问卷。该调查包括有关人口统计学、疲劳的项目，以及用于测量过去一个月职业倦怠、旷工和工作表现不佳的经过验证的工具。
在收到调查问卷的3098名护士中，812名（26.2%）做出了回应。平均年龄为52.3岁（标准差12.5），几乎全为女性（94.5%），大多数已婚（61.9%）并有孩子（75.2%）。参与调查的护士平均有25.7年（标准差13.9）的护士工作经验，大多数拥有护理学学士学位（38.2%）或护理学硕士学位（37.1%）。四分之一的人在住院部工作（25.5%），平均每周工作时长为41.3小时（标准差14.1）。总体而言，35.3%有职业倦怠症状，30.7%有抑郁症状，8.3%因个人健康问题在过去一个月缺勤1天或以上，43.8%在过去一个月工作表现不佳。有职业倦怠的护士在过去一个月缺勤1天或以上（比值比1.85，95%置信区间1.25 - 2.72）以及工作表现不佳的可能性更大（参照组：高绩效者；中等绩效者，比值比2.68，95%置信区间1.82 - 3.99；低绩效者，比值比5.01，95%置信区间3.09 - 8.14）。在对年龄、性别、婚姻和父母状况、最高学历、执业环境、职业倦怠、抑郁以及工作与生活平衡满意度进行调整后，疲劳程度越高的护士（每加重1分，比值比1.22，95%置信区间1.10 - 1.37）旷工的可能性越大，而工作时长越长的护士（每增加1小时，比值比0.98，95%置信区间0.96 - 1.00）旷工的可能性越小。与工作表现不佳独立相关的因素包括职业倦怠（比值比2.15，95%置信区间1.43 - 3.24）和疲劳（每加重1分，比值比1.22，95%置信区间1.12 - 1.33）。
这些发现表明职业倦怠在护士中普遍存在，并且可能影响工作表现。
