Bourdeanu Laura, Pearl Zhou Qiuping, DeSamper Michelle, Pericak Kaitlin Anne, Pericak Arlene
American Sentinel University, Aurora, Colorado.
George Washington University School of Nursing, Washington, DC.
J Adv Pract Oncol. 2020 Mar;11(2):141-148. doi: 10.6004/jadpro.2020.11.2.2. Epub 2020 Mar 1.
Burnout and intent to leave have been well documented in oncology/hematology health-care professionals, with a potentially detrimental effect on the patient-provider relationship and job satisfaction. With the recommended changes in the nurse practitioner (NP) role to accommodate for the physician shortage, it is important to determine the burnout and intent to leave of hematology/oncology NPs.
To examine the association between burnout, workplace factors, and intent to leave among hematology/oncology NPs.
In this cross-sectional survey, a convenience sample of 201 hematology/oncology NPs was recruited to assess their burnout levels using the Maslach Burnout Inventory, workplace factors using the Areas of Worklife survey (AWS), and intent to leave. Descriptive, correlational, and logistic regression analyses were performed to examine the relationships among variables.
44 (21.9%) participants reported intention to leave the profession or hematology/oncology. 30.8% of the sample reported a high level of emotional exhaustion, 9.0% reported high depersonalization, and 21.0% reported low personal accomplishment. Emotional exhaustion was related to increased likelihood of intent to leave in regression model (adjusted odds ratio [OR] = 1.10, 95% confidence interval [CI] = 1.05-1.17, < .001). Workplace reward (adjusted OR = 0.4, 95% CI = 0.17-0.93, < .05) and value (adjusted OR = 0.52, 95% CI = 0.28-0.99, < .05) were negatively associated with intent to leave.
Hematology/oncology NPs experience high emotional exhaustion, with over 20% indicating intent to leave their job or the nursing profession. Some workplace factors may play protective roles to reduce the intent to leave. Interventions are needed to enhance these workplace factors to decrease burnout.
肿瘤学/血液学医护人员职业倦怠和离职意向已有充分记录，这可能对医患关系和工作满意度产生不利影响。随着对执业护士（NP）角色的建议调整以应对医生短缺问题，确定血液学/肿瘤学NP的职业倦怠和离职意向很重要。
探讨血液学/肿瘤学NP的职业倦怠、工作场所因素与离职意向之间的关联。
在这项横断面调查中，招募了201名血液学/肿瘤学NP的便利样本，使用马氏职业倦怠量表评估其职业倦怠水平，使用工作生活领域调查（AWS）评估工作场所因素，并评估离职意向。进行描述性、相关性和逻辑回归分析以检验变量之间的关系。
44名（21.9%）参与者表示有离开该职业或血液学/肿瘤学领域的意向。30.8%的样本报告有高度的情感耗竭，9.0%报告有高度的去个性化，21.0%报告有低度的个人成就感。在回归模型中，情感耗竭与离职意向增加相关（调整后的优势比[OR]=1.10，95%置信区间[CI]=1.05-1.17，P<.001）。工作场所奖励（调整后的OR=0.4，95%CI=0.17-0.93，P<.05）和价值观（调整后的OR=0.52，95%CI=0.28-0.99，P<.05）与离职意向呈负相关。
血液学/肿瘤学NP经历高度的情感耗竭，超过20%表示有离职或离开护理职业的意向。一些工作场所因素可能起到保护作用以降低离职意向。需要采取干预措施来增强这些工作场所因素以减少职业倦怠。
