Boskma Amber, van der Braak Kim, Ansari Neda, Hooft Lotty, Wietasch Götz, Franx Arie, van der Laan Maarten
Department of Surgery, University Medical Center Groningen, Groningen, Netherlands.
Netherlands Federation of University Medical Centres, Utrecht, Netherlands.
JMIR Res Protoc. 2023 Aug 25;12:e43692. doi: 10.2196/43692.
Well-being at work can be defined as "creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation." In the health care context, well-being at work of nurses and doctors is important for good patient care. Moreover, it is strongly associated with individual- and organization-level consequences. Relevant literature presents models and concepts of physical, mental, and social well-being. This study uses the 6 elements of the job demands-resources (JD-R) model to interpret well-being at work (job demands, job resources, personal resources, leadership, well-being, and outcomes) as part of a Netherlands Federation of University Medical Hospitals program to find ways to improve and monitor health care professionals' well-being in Dutch hospitals. Many instruments exist to measure well-being at work in terms of population, setting, and other aspects. An overview of available and eligible instruments assessing and monitoring the well-being of nurses and doctors is currently missing.
We will perform a scoping review aiming to provide an overview of validated instruments assessing and monitoring the well-being of nurses and doctors at work.
We will perform a search of published literature in the following databases: Medline, Embase, and CINAHL. Studies will be eligible if they (1) assess well-being at work of nurses and doctors employed in hospitals; (2) describe an evaluation of an instrument or review an instrument; (3) measure well-being at work or aspects of well-being at work according to the elements of the JD-R model, and (4) were published in English from 2011 onwards. Title/abstract screening according to the eligibility criteria will be followed by full-text screening. Data extraction of included studies will be conducted by 3 reviewers independently. Reviewers will use standardized data extraction forms that include study characteristics, sample characteristics, measurement instrument details, and psychometric properties. The analysis will be descriptive. When synthesizing the data, a distinction will be made between comprehensive instruments and common instruments.
This scoping review identifies instruments that have been developed and validated for monitoring the well-being of nurses and doctors at work. Studies were searched between September and December 2021 and screened between December 2021 and May 2022. A total of 739 studies were included.
Timely screening of well-being at work may be beneficial for individual health care workers, the organization, and patients. There is often a substantial gap and mismatch between employer perceptions of well-being and well-being interventions. It is important to develop and implement suitable interventions adapted to the needs of nurses and doctors and their health or other problems. Well-being screening should be timely to gain insight into these needs and problems. Moreover, to determine the effectiveness of well-being interventions, measurement is mandatory. The results will be critical for organizations to select a monitoring instrument that best fits the needs of employees and organizations.
INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID): DERR1-10.2196/43692.
工作幸福感可定义为“营造一种环境，以促进一种满足状态，使员工能够蓬勃发展并充分发挥其潜力，从而造福自身及其所在组织”。在医疗环境中，护士和医生的工作幸福感对于提供优质的患者护理至关重要。此外，它与个人和组织层面的结果密切相关。相关文献提出了身体、心理和社会幸福感的模型和概念。本研究使用工作需求-资源（JD-R）模型的6个要素来解释工作幸福感（工作需求、工作资源、个人资源、领导力、幸福感和结果），这是荷兰大学医学中心联合会项目的一部分，旨在寻找改善和监测荷兰医院医护人员幸福感的方法。现有许多工具可从人群、环境和其他方面衡量工作幸福感。目前缺少对评估和监测护士及医生幸福感的可用且合格工具的综述。
我们将进行一项范围综述，旨在概述用于评估和监测护士及医生工作幸福感的经过验证的工具。
我们将在以下数据库中检索已发表的文献：Medline、Embase和CINAHL。如果研究符合以下条件则 eligible：（1）评估医院聘用的护士和医生的工作幸福感；（2）描述对一种工具的评估或对一种工具进行综述；（3）根据JD-R模型的要素衡量工作幸福感或工作幸福感的各个方面；（4）2011年起以英文发表。根据纳入标准进行标题/摘要筛选，随后进行全文筛选。由3名评审员独立对纳入研究进行数据提取。评审员将使用标准化的数据提取表，其中包括研究特征、样本特征、测量工具细节和心理测量特性。分析将是描述性的。在综合数据时，将区分综合工具和常用工具。
本范围综述确定了已开发并验证用于监测护士和医生工作幸福感的工具。在2021年9月至12月期间检索研究，并在从2021年12月至2022年5月期间进行筛选。共纳入739项研究。
及时筛查工作幸福感可能对个体医护人员、组织和患者有益。雇主对幸福感的认知与幸福感干预措施之间往往存在很大差距和不匹配。开发和实施适合护士和医生需求及其健康状况或其他问题的适当干预措施很重要。幸福感筛查应及时进行，以深入了解这些需求和问题。此外，为了确定幸福感干预措施的有效性，测量是必不可少的。这些结果对于组织选择最符合员工和组织需求的监测工具至关重要。
国际注册报告识别码（IRRID）：DERR1-10.2196/43692 。
