Department of Medicine, Emory University, Atlanta, Georgia.
National Association of Nephrology Technicians/Technologists, Dayton, Ohio.
Am J Kidney Dis. 2023 Jul;82(1):22-32.e1. doi: 10.1053/j.ajkd.2022.12.017. Epub 2023 Mar 9.
RATIONALE & OBJECTIVE: High professional fulfillment and low burnout and staff turnover are necessary for a stable dialysis workforce. We explored professional fulfillment, burnout, and turnover intention among US dialysis patient care technicians (PCTs).
Cross-sectional national survey.
SETTING & PARTICIPANTS: National Association of Nephrology Technicians/Technologists (NANT) members in March-May 2022 (N=228; 42.6% aged 35-49 years, 83.9% female, 64.6% White, 85.3% non-Hispanic).
Likert-scale items (range, 0-4) related to professional fulfillment and 2 domains of burnout (work exhaustion and interpersonal disengagement) and dichotomous items related to turnover intention.
Summary statistics (percentages, means, medians) were calculated for individual items and average domain scores. Burnout was defined by combined work exhaustion and interpersonal disengagement scores of≥1.3 and professional fulfillment by a score≥3.0.
Most respondents (72.8%) worked ≥40 hours per week. Overall scores for work exhaustion, interpersonal disengagement, and professional fulfillment (median [IQR]) were 2.3 (1.3-3.0), 1.0 (0.3-1.8), and 2.6 (2.0-3.2), respectively; 57.5% reported burnout, and 37.3% reported professional fulfillment. Important contributors to burnout and professional fulfillment included salary (66.5%), supervisor support (64.0%), respect from other dialysis staff (57.8%), sense of purpose about work (54.5%), and hours worked per week (52.9%). Only 52.6% reported that they plan to be working as a dialysis PCT in 3 years. Free text responses reinforced perceived excessive work burden and lack of respect.
Limited generalizability to all US dialysis PCTs.
More than half of dialysis PCTs reported burnout, driven by work exhaustion; only about one-third reported professional fulfillment. Even among this relatively engaged group of dialysis PCTs, only half intended to continue working as PCTs. Because of the critical, frontline role of dialysis PCTs in the care of patient receiving in-center hemodialysis, strategies to improve morale and reduce turnover are imperative.
对于稳定的透析劳动力而言，高度的专业满足感、低倦怠率和低员工流动率是必要的。我们探讨了美国透析患者护理技术员（PCT）的专业满足感、倦怠和离职意向。
横断面全国性调查。
2022 年 3 月至 5 月期间，全国肾脏病技术员/技师协会（NANT）成员（N=228；42.6%年龄在 35-49 岁之间，83.9%为女性，64.6%为白人，85.3%为非西班牙裔）。
与专业满足感以及倦怠的两个领域（工作倦怠和人际疏离）相关的李克特量表项目（范围，0-4），以及与离职意向相关的二分项目。
对个体项目和平均域得分进行了描述性统计（百分比、平均值、中位数）。倦怠定义为工作倦怠和人际疏离得分总和≥1.3，专业满足感定义为得分≥3.0。
大多数受访者（72.8%）每周工作≥40 小时。工作倦怠、人际疏离和专业满足感的总体得分（中位数[IQR]）分别为 2.3（1.3-3.0）、1.0（0.3-1.8）和 2.6（2.0-3.2）；57.5%报告存在倦怠，37.3%报告存在专业满足感。导致倦怠和专业满足感的重要因素包括薪酬（66.5%）、主管支持（64.0%）、其他透析工作人员的尊重（57.8%）、工作意义感（54.5%）和每周工作时间（52.9%）。只有 52.6%的人报告他们计划在 3 年内继续担任透析 PCT。自由文本回复强调了感知到的工作负担过重和缺乏尊重。
对所有美国透析 PCT 的代表性有限。
超过一半的透析 PCT 报告存在倦怠，主要是由工作倦怠引起的；只有约三分之一的人报告了专业满足感。即使在这群相对投入的透析 PCT 中，也只有一半人打算继续担任 PCT。由于透析 PCT 在中心血液透析患者护理中扮演着至关重要的前线角色，因此，采取策略来提高士气和降低离职率至关重要。
