Locke Amy Beth, Fortenberry Katherine T, Sullivan Erika, Ose Dominik, Tingey Ben, Qeadan Fares, Henson Autumn, Van Hala Sonja
Department of Family and Preventive Medicine, University of Utah, Salt Lake City, Utah.
Glob Adv Health Med. 2020 Nov 27;9:2164956120973635. doi: 10.1177/2164956120973635. eCollection 2020.
Faculty and trainee well-being at academic medical centers is a nationwide concern. In response, the University of Utah Health created a system-wide provider wellness program that used individual faculty champions who were empowered to 1) examine the unique needs of their department or division using a lens of quality improvement, 2) design projects to address well-being, and 3) measure impact of projects addressing well-being. One team used a feedback tool to attempt to improve the well-being of Family Medicine faculty by better understanding challenges and developing a roadmap for action.
Evaluate the effectiveness of an anonymous feedback tool on faculty well-being.
The Division of Family Medicine developed and implemented a quarterly anonymous faculty survey to facilitate an ongoing improvement process for faculty wellness in 2016. The faculty survey identified thematic concerns, which were used to develop constructive solutions and systemic changes.
A closed loop feedback structure provided rich faculty input into impacts on burnout and professional well-being. Sense of control (good to optimal) over workload among faculty increased significantly (p = 0.011) from 10% to 42% over one year exhibiting a large effect size (Cohen's h = 0.751). Faculty burnout, using a single item emotional exhaustion question validated to the Maslach Burnout Inventory, was reduced from 48% to 25% showing a medium effect size (Cohen's h = 0.490 with p = 0.097). Work related stress was reduced from 72% to 50% demonstrating clinical significance (Cohen's h = 0.465) but not statistical significance (p = 0.154)-an effect which was more noticeable when comparing means between years (Cohen's d=0.451with p = 0.068). Response rate was 100% in 2016 (29/29) and 92% (23/25) in 2017.
This faculty survey, which has since been adopted by other groups at the University of Utah, could help improve well-being in a variety of health care professions.
学术医疗中心的教职员工和实习生的福祉是一个全国性的关注点。作为回应，犹他大学健康中心创建了一个全系统的医疗服务提供者健康计划，该计划利用个人教职员工倡导者，他们被授权：1）从质量改进的角度审视其部门或科室的独特需求；2）设计解决福祉问题的项目；3）衡量解决福祉问题项目的影响。一个团队使用了一种反馈工具，试图通过更好地理解挑战并制定行动路线图来改善家庭医学教职员工的福祉。
评估匿名反馈工具对教职员工福祉的有效性。
家庭医学科在2016年开发并实施了一项季度匿名教职员工调查，以促进教职员工健康的持续改进过程。教职员工调查确定了主题关注点，这些关注点被用于制定建设性的解决方案和系统性变革。
一个闭环反馈结构为教职员工提供了丰富的关于职业倦怠和职业福祉影响的意见。在一年的时间里，教职员工对工作量的控制感（良好到最佳）从10%显著增加到42%（p = 0.011），显示出较大的效应量（科恩h = 0.751）。使用经马氏职业倦怠量表验证的单项情感耗竭问题衡量，教职员工的职业倦怠从48%降至25%，显示出中等效应量（科恩h = 0.490，p = 0.097）。工作相关压力从72%降至50%，显示出临床意义（科恩h = 0.465）但无统计学意义（p = 0.154）——当比较不同年份的均值时，这种影响更明显（科恩d = 0.451，p = 0.068）。2016年的回复率为100%（29/29），2017年为92%（23/25）。
这项教职员工调查后来被犹他大学的其他团体采用，有助于改善各种医疗保健职业的福祉。
