Gergelis Kimberly R, Anand Uma S, Rian Johanna S, Roberts Kristofer W, Quinones Pamela J, Olivier Kenneth R, Corbin Kimberly S, Stonnington Cynthia M
Department of Radiation Oncology, Mayo Clinic, Rochester, Minnesota.
Department of Student Services, Mayo Clinic, Rochester, Minnesota.
Adv Radiat Oncol. 2021 Oct 27;7(1):100837. doi: 10.1016/j.adro.2021.100837. eCollection 2022 Jan-Feb.
The burnout rate among US radiation oncology residents was 33% in 2016. To our knowledge there are no published interventions addressing burnout among radiation oncology residents. We describe the implementation of a well-being curriculum, cocreated by a psychologist, a medical humanities professional, and radiation oncology attending and resident physicians.
Radiation oncology residents at our institution were surveyed to determine themes that induced burnout. A curriculum was developed, with monthly small group sessions focused on 1 identified topic. Sessions alternated between psychological tool-focused approaches and humanities exercises. These were led by a psychologist or medical humanities professional. Residents were given protected time to attend sessions during business hours. Participation was optional. Participants were assigned a random identifier, and the Stanford Professional Fulfillment Index (PFI) was assessed at baseline and 3-month intervals. PFI trends were analyzed after 1 year. At the end of the year, a focus group was held to evaluate work satisfaction and self-reported interactions with patients and coworkers. This information was used to improve the curriculum.
All 12 residents in the radiation oncology program participated in the curriculum. There was an equal number of residents of postgraduate years 2 through 5. Six of the participants were female. Of the participants, 11 completed the PFI. At baseline, 80% of residents met criteria for burnout. This decreased to 67%, 50%, and 33% at 3, 6, and 9 months, respectively. The proportion of residents meeting criteria for very good professional fulfillment was 30%, 56%, 38%, and 22% at baseline and 3, 6, and 9 months, respectively. On average, 9 of 12 residents attended each session.
Our experience demonstrates the feasibility of collaborating with residents in the development of a well-being curriculum to cater programming to their needs, which we believe led to excellent engagement and attendance at each session.
2016年美国放射肿瘤学住院医师的职业倦怠率为33%。据我们所知，目前尚无已发表的针对放射肿瘤学住院医师职业倦怠的干预措施。我们描述了一个由心理学家、医学人文学专业人员以及放射肿瘤学主治医生和住院医师共同创建的幸福课程的实施情况。
对我们机构的放射肿瘤学住院医师进行了调查，以确定导致职业倦怠的主题。开发了一门课程，每月举行一次小组会议，聚焦于一个确定的主题。会议在以心理工具为重点的方法和人文练习之间交替进行。这些会议由心理学家或医学人文学专业人员主持。住院医师在工作时间有专门的时间参加会议。参与是自愿的。为参与者分配了一个随机标识符，并在基线以及每隔3个月对斯坦福职业成就感指数（PFI）进行评估。1年后分析PFI趋势。在年底，举行了一次焦点小组会议，以评估工作满意度以及自我报告的与患者和同事的互动情况。这些信息被用于改进课程。
放射肿瘤学项目中的所有12名住院医师都参与了该课程。研究生2至5年级的住院医师人数相等。参与者中有6名女性。在参与者中，11人完成了PFI评估。在基线时，80%的住院医师符合职业倦怠标准。在3个月、6个月和9个月时，这一比例分别降至67%、50%和33%。在基线以及3个月、6个月和9个月时，符合非常良好职业成就感标准的住院医师比例分别为30%、56%、38%和22%。平均而言，12名住院医师中有9人参加了每次会议。
我们的经验表明，与住院医师合作开发一个满足他们需求的幸福课程是可行的，我们认为这导致了每次会议都有很高的参与度和出席率。
