From the Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zurich, Switzerland.
J Occup Environ Med. 2024 Feb 1;66(2):128-134. doi: 10.1097/JOM.0000000000003005. Epub 2023 Oct 24.
The aim of the study is to explore common risk and protective factors of burnout and disengagement at work among healthcare workers.
Cross-sectional survey data of 1232 health professionals and employees of five public hospitals and rehabilitation clinics collected in 2015/16 in German-speaking Switzerland were used and analyzed. Different stress measures and job resources were studied as predictors of burnout and work engagement.
Burnout was found to be largely explained by work stress (β = 0.22) and particularly by general stress (β = 0.54) whereas work engagement was only marginally determined by these stress indicators. Job autonomy or supervisor support on the other hand had no protective effect on burnout at all but a fairly strong predictive effect on work engagement (β = 0.27/0.23).
Burnout turned out to be mainly stress-induced whereas work engagement emerged largely as a result of job autonomy and supervisor support.
本研究旨在探讨医护人员工作倦怠和离职的常见风险和保护因素。
使用并分析了 2015/16 年在瑞士德语区五家公立医院和康复诊所收集的 1232 名卫生专业人员和员工的横断面调查数据。不同的压力测量和工作资源被研究为倦怠和工作投入的预测因素。
倦怠主要由工作压力（β=0.22），特别是一般压力（β=0.54）解释，而工作投入仅由这些压力指标略有决定。另一方面，工作自主性或主管支持对倦怠根本没有保护作用，但对工作投入有相当强的预测作用（β=0.27/0.23）。
倦怠主要是由压力引起的，而工作投入主要是由于工作自主性和主管支持的结果。
