Department of Anesthesiology & Critical Care, Memorial Sloan Kettering Cancer Center, New York, New York.
Department of Anesthesiology, New York-Presbyterian, Weill Cornell Medicine, New York, New York.
Anesthesiology. 2024 Jan 1;140(1):38-51. doi: 10.1097/ALN.0000000000004784.
Anesthesiologists are experiencing unprecedented levels of workplace stress and staffing shortages. This analysis aims to assess how U.S. attending anesthesiologist burnout changed since the onset of the COVID-19 pandemic and target well-being efforts.
The authors surveyed the American Society of Anesthesiologists' U.S. attending anesthesiologist members in November 2022. Burnout was assessed using the Maslach Burnout Inventory Human Services Survey with additional questions relating to workplace and demographic factors. Burnout was categorized as high risk for burnout (exhibiting emotional exhaustion and/or depersonalization) or burnout syndrome (demonstrating all three burnout dimensions concurrently). The association of burnout with U.S. attending anesthesiologist retention plans was analyzed, and associated factors were identified.
Of 24,680 individuals contacted, 2,698 (10.9%) completed the survey, with 67.7% (1,827 of 2,698) at high risk for burnout and 18.9% (510 of 2,698) with burnout syndrome. Most (78.4%, n = 2,115) respondents have experienced recent staffing shortages, and many (36.0%, n = 970) were likely to leave their job within the next 2 yr. Those likely to leave their job in the next 2 yr had higher prevalence of high risk for burnout (78.5% [760 of 970] vs. 55.7% [651 of 1,169], P < 0.001) and burnout syndrome (24.3% [236 of 970] vs. 13.3% [156 of 1,169], P < 0.001) compared to those unlikely to leave. On multivariable analysis, perceived lack of support at work (odds ratio, 9.2; 95% CI, 7.0 to 12.1), and staffing shortages (odds ratio, 1.96; 95% CI, 1.57 to 2.43) were most strongly associated with high risk for burnout. Perceived lack of support at work (odds ratio, 6.3; 95% CI, 3.81 to 10.4) was the factor most strongly associated with burnout syndrome.
Burnout is more prevalent in anesthesiology since early 2020, with workplace factors of perceived support and staffing being the predominant associated variables. Interventions focused on the drivers of burnout are needed to improve well-being among U.S. attending anesthesiologists.
麻醉师正经历着前所未有的工作场所压力和人员短缺。本分析旨在评估自 COVID-19 大流行开始以来，美国主治麻醉师的倦怠程度如何变化，并针对幸福感做出努力。
作者于 2022 年 11 月调查了美国麻醉师协会的美国主治麻醉师成员。使用 Maslach 倦怠量表人力服务调查评估倦怠情况，并增加了与工作场所和人口统计学因素相关的问题。倦怠分为高风险倦怠（表现出情绪疲惫和/或人格解体）或倦怠综合征（同时表现出所有三个倦怠维度）。分析了倦怠与美国主治麻醉师保留计划的关联，并确定了相关因素。
在联系的 24680 人中，有 2698 人（10.9%）完成了调查，其中 67.7%（1827/2698）有高风险倦怠，18.9%（510/2698）有倦怠综合征。大多数（78.4%，n=2115）受访者经历了最近的人员短缺，许多人（36.0%，n=970）可能在未来 2 年内离职。在未来 2 年内可能离职的人，高风险倦怠的患病率更高（78.5%[760/970]比 55.7%[651/1169]，P<0.001）和倦怠综合征（24.3%[236/970]比 13.3%[156/1169]，P<0.001）比不太可能离职的人。多变量分析显示，工作中缺乏支持感（比值比，9.2；95%CI，7.0 至 12.1）和人员短缺（比值比，1.96；95%CI，1.57 至 2.43）与高风险倦怠的关系最密切。工作中缺乏支持感（比值比，6.3；95%CI，3.81 至 10.4）是与倦怠综合征关系最密切的因素。
自 2020 年初以来，麻醉学中的倦怠更为普遍，工作场所中感知到的支持和人员配备等因素是主要相关变量。需要针对倦怠的驱动因素进行干预，以提高美国主治麻醉师的幸福感。
