Department of Center for the Study of Healthcare Innovation, Implementation and Policy, VA Greater Los Angeles Healthcare System, Los Angeles, California (Dr Apaydin, Dr Rose, Dr Yano, Dr Shekelle, Mr McGowan, and Dr Stockdale); RAND Corporation, Santa Monica, California (Dr Apaydin); Department of Health Policy and Management, Fielding School of Public Health, University of California, Los Angeles, Los Angeles, California (Dr Yano); Department of Medicine, David Geffen School of Medicine, University of California, Los Angeles, California (Dr Yano and Dr Shekelle); Northern Arizona VA Healthcare System, Prescott, Arizona (Ms Antonini); New Mexico VA Healthcare System, Albuquerque, New Mexico (Dr Valdez, Ms Peacock, and Dr Probst); Department of Psychiatry and Biobehavioral Sciences, David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, California (Dr Stockdale).
J Occup Environ Med. 2021 Aug 1;63(8):642-645. doi: 10.1097/JOM.0000000000002263.
To measure the prevalence of burnout among healthcare workers (HCWs) in primary care during the COVID-19 pandemic and to understand the association between burnout, job-person fit, and perceptions of the pandemic.
We surveyed 147 HCWs (73% response rate) in two clinics in the summer of 2020 on their burnout, job-person fit, perceptions of the pandemic, and demographic/job characteristics. Logistic regression analyses were conducted to explore relationships between these variables.
Forty-three percent of HCWs reported burnout. Lower HCW burnout was associated with better job-person fit in the areas of recognition or appreciation at work (odds ratio [OR] 0.26, 95% confidence interval [CI] 0.10 to 0.67) and congruent worker-organization goals and values (OR 0.30, 95% CI 0.11 to 0.76).
Working environments with better job-person fit may be key to reducing HCW burnout even after the current crisis.
在 COVID-19 大流行期间，衡量初级保健医护人员（HCWs）的倦怠发生率，并了解倦怠、人与工作适配度以及对大流行的看法之间的关联。
我们在 2020 年夏季对两家诊所的 147 名 HCWs（响应率为 73%）进行了调查，调查内容包括他们的倦怠、人与工作适配度、对大流行的看法以及人口统计学/工作特征。我们进行了逻辑回归分析，以探讨这些变量之间的关系。
43%的 HCWs 报告存在倦怠。在工作中的认可或赞赏（比值比 [OR] 0.26，95%置信区间 [CI] 0.10 至 0.67）和一致的员工-组织目标和价值观（OR 0.30，95% CI 0.11 至 0.76）方面，人与工作适配度较好的 HCW 倦怠程度较低。
即使在当前危机之后，具有更好人与工作适配度的工作环境可能是减轻 HCW 倦怠的关键。
