De Golia Sallie G, Houston Lillian Joy, Madaan Vishal, Zalpuri Isheeta, Welton Randon, Bernstein Carol, Sengupta Sourav, Chaudhry Muhammad A, Sudak Donna M
Stanford University School of Medicine, Stanford, CA, USA.
Southern Illinois University School of Medicine, Springfield, IL, USA.
Acad Psychiatry. 2023 Apr;47(2):174-180. doi: 10.1007/s40596-022-01675-4. Epub 2022 Jun 27.
The objectives of this study were to examine the prevalence of burnout, specify contributors to and protective factors against burnout, and gather suggestions to improve well-being in psychiatry Program Directors.
A survey regarding burnout and wellness was distributed to psychiatric Program Directors through the email listserv of the American Association of Directors of Psychiatric Residency Training (AADPRT).
The survey response rate was 273 responses out of 880 members surveyed (31%). The majority of respondents were current residency or fellowship Program Directors or Associate Program Directors or had another current educational role (93%, 227/245). Almost half of current Program Directors or Associate Program Directors reported feeling burned out almost daily or once a week (44%, 93/210). These Program Directors reported a desire to resign (77%), experienced discrimination within the past 5 years (66%), and struggled with finding meaning in their job (44%). The most frequently endorsed contributors to burnout were increasing administrative burden and insufficient support.
The survey findings confirm that burnout characteristics are common among respondents, associated with a desire to resign and a struggle to find meaning in the highly demanding position of Program Director or Associate Program Director. Advocacy for resources, decreased administrative overload, and increased protected time would enhance well-being in Program Directors. Most striking was the frequency of discrimination reported and its relationship to burnout. Departments may benefit from a careful review of policies, procedures, and training to decrease hostile workplaces for women, international medical graduate, and under-represented in medicine Program Directors.
本研究的目的是调查职业倦怠的患病率，明确导致职业倦怠的因素和预防职业倦怠的保护因素，并收集改善精神科项目主任幸福感的建议。
通过美国精神科住院医师培训项目主任协会（AADPRT）的电子邮件列表，向精神科项目主任发放了一份关于职业倦怠和幸福感的调查问卷。
在880名被调查成员中，有273人回复了调查问卷（回复率为31%）。大多数受访者是现任住院医师或研究员项目主任、副主任项目主任，或担任其他当前教育角色（93%，227/245）。几乎一半的现任项目主任或副主任项目主任报告称几乎每天或每周都会感到职业倦怠（44%，93/210）。这些项目主任表示有辞职的意愿（77%），在过去5年中经历过歧视（66%），并且在工作中难以找到意义（44%）。导致职业倦怠最常被提及的因素是行政负担加重和支持不足。
调查结果证实，职业倦怠特征在受访者中很常见，这与辞职意愿以及在要求极高的项目主任或副主任项目主任职位上难以找到意义有关。争取资源、减少行政负担和增加受保护时间将提高项目主任的幸福感。最引人注目的是报告的歧视频率及其与职业倦怠的关系。各部门可能会受益于对政策、程序和培训进行仔细审查，以减少对女性、国际医学毕业生以及在医学项目主任中代表性不足的群体不利的工作环境。
