Soria Juan, Zervoulis Karyofyllis, Bolou Angeliki
The Royal London Hospital, Barts Health NHS Trust, Maternity Department, London, United Kingdom.
London Metropolitan University, London, United Kingdom.
Eur J Midwifery. 2024 Apr 2;8. doi: 10.18332/ejm/184208. eCollection 2024.
Besides the well-known negative effects on physical and psychological well-being, burnout has been associated with high attrition and absenteeism in the midwifery profession. This study explores whether burnout in midwifery can be explained by the midwives' type of personality and the sense of empowerment they experience at work. Moreover, the study identifies areas of improvement in relation to these topics and elements that can be conducive to strengthening the midwifery workforce.
A cross-sectional exploratory study design was used, including an online survey completed by 120 midwives working for an NHS Trust in London. The response rate was 24%. Three validated questionnaires were used: the Copenhagen Burnout Inventory (CBI), the Perception of Empowerment in Midwifery Scale (PEMS), and the Big Five Personality Trait Short Questionnaire (BFPTSQ).
A multiple linear regression analysis indicated empowerment and personality traits are significant predictors of levels of burnout. Furthermore, emotional stability was shown to partially mediate the relationship between empowerment and burnout. The study also examined the midwifery burnout levels of this NHS Trust, which were found to be significantly high and similar to a previous study conducted by the Royal College of Midwives.
The empowerment experienced by midwives and their personality traits significantly predict the levels of burnout in the midwifery workforce. Only empowerment and emotional stability were significant contributors to the regression model. Multiple strategies can be implemented to support midwives in these two areas. These interventions could also be of great help to reinforce the role of the midwife, making it more appealing to society and, in particular, younger generations with an interest in human-orientated professions.
除了对身心健康有众所周知的负面影响外，职业倦怠还与助产行业的高人员流失率和旷工率有关。本研究探讨助产士的职业倦怠是否可以通过其性格类型以及她们在工作中所体验到的赋能感来解释。此外，该研究还确定了与这些主题相关的改进领域以及有助于加强助产士队伍的因素。
采用横断面探索性研究设计，包括一项在线调查，由伦敦一家国民保健服务信托机构的120名助产士完成。回复率为24%。使用了三份经过验证的问卷：哥本哈根倦怠量表（CBI）、助产士赋能感知量表（PEMS）和大五人格特质简短问卷（BFPTSQ）。
多元线性回归分析表明，赋能和人格特质是职业倦怠水平的重要预测因素。此外，情绪稳定性被证明部分中介了赋能与职业倦怠之间的关系。该研究还考察了这家国民保健服务信托机构的助产士职业倦怠水平，发现其显著偏高，与皇家助产士学院之前进行的一项研究结果相似。
助产士所体验到的赋能及其人格特质显著预测了助产士队伍中的职业倦怠水平。只有赋能和情绪稳定性是回归模型的重要贡献因素。可以实施多种策略在这两个方面支持助产士。这些干预措施也可能对强化助产士的角色有很大帮助，使其对社会，特别是对那些对以人为本的职业感兴趣的年轻一代更具吸引力。
