Lichvar Alicia, Park Jeong M, Alvey Nicole, Feist Ashley, Pierce Dana R, Fredrick Stacy, Melaragno Jennifer I, Chandran Mary Moss, Sweiss Helen I, Harris Matt
Department of Pharmacy and Center of Transplantation, UC San Diego Health, La Jolla, CAUSA.
College of Pharmacy, University of Michigan, Ann Arbor, MI, USA.
Am J Health Syst Pharm. 2025 Apr 17;82(8):435-447. doi: 10.1093/ajhp/zxae306.
An assessment of workplace culture is needed to further elucidate the factors that contribute to solid organ transplant (SOT) pharmacist burnout and attrition. Therefore, the primary objective of this study was to describe the association between workplace climate and burnout of SOT pharmacists within the United States.
A 79-question survey was distributed to transplant pharmacy organization listservers from May 30 through July 25, 2023. Burnout was assessed with the Maslach Burnout Inventory Human Services Survey for Medical Personnel (MBI-HSS-MP) in 3 subscales: depersonalization, emotional exhaustion, and personal accomplishment. Scores on the Organizational Constraints Scale (OCS), Quantitative Workload Inventory Scale (QWIS), Interpersonal Conflict at Work Scale (ICAWS; repeated 3 times-once each for interactions with clinical pharmacists, pharmacy management/administration, and nonpharmacist members of the transplant team), and Utrecht Work Engagement Scale (UWES-9) were compared between those with and without burnout to assess the impact of workplace climate. The likelihood of respondents' leaving their current job was also measured. Univariate and multivariate logistic regression modeling was conducted to identify risk factors for burnout.
A total of 135 responses were received from 664 survey recipients (response rate, 20.3%). The mean age of survey participants was 36.2 years (SD, 7.2 years), and participants were predominantly Caucasian (86.7%), female (84.4%), and/or married/partnered (68.9%), with a median (IQR) of 7 (3-12) years posttraining practice experience. A total of 65.9% of responders met MBI-HSS-MP criteria for burnout. In univariate analysis, burnout was strongly associated with the intent to leave their current position (odds ratio [OR], 8.05, P = 0.001). The univariate analysis revealed that higher ICAWS scores were associated with higher risk of burnout in all 3 domain categories: pharmacy team (OR, 1.39; P = 0.001), pharmacy management (OR, 1.45; P = 0.002), and nonpharmacy SOT team members (OR, 1.24; P = 0.017). In multivariate analysis, higher OCS scores (OR, 1.21; P < 0.001) and higher QWIS scores (OR, 1.22; P = 0.003) were associated with a higher incidence of burnout, whereas higher UWES-9 scores (OR, 0.85; P < 0.001) were associated with a lower likelihood of burnout.
Burnout was observed in a majority of survey respondents, with different workplace climate factors serving as significant risk factors for its development. Burnout mitigation and prevention strategies within the workplace should be researched, trialed, and implemented to reduce the impact on individuals, to improve quality of life, and to prevent attrition of the SOT pharmacist workforce.
需要对工作场所文化进行评估，以进一步阐明导致实体器官移植（SOT）药剂师职业倦怠和人员流失的因素。因此，本研究的主要目的是描述美国工作场所氛围与SOT药剂师职业倦怠之间的关联。
2023年5月30日至7月25日，向移植药房组织的邮件列表服务器分发了一份包含79个问题的调查问卷。使用针对医务人员的马氏职业倦怠量表-人类服务调查（MBI-HSS-MP）在3个分量表中评估职业倦怠：去个性化、情感耗竭和个人成就感。比较有职业倦怠和无职业倦怠者在组织约束量表（OCS）、定量工作量量表（QWIS）、工作中的人际冲突量表（ICAWS；重复3次，分别用于与临床药剂师、药房管理/行政人员以及移植团队的非药剂师成员的互动）和乌得勒支工作投入量表（UWES-9）上的得分，以评估工作场所氛围的影响。还测量了受访者离开当前工作岗位的可能性。进行单因素和多因素逻辑回归建模以确定职业倦怠的风险因素。
664名调查对象共收到135份回复（回复率为20.3%）。调查参与者的平均年龄为36.2岁（标准差为7.2岁），参与者主要为白人（86.7%）、女性（84.4%）和/或已婚/有伴侣（68.9%），培训后实践经验的中位数（四分位间距）为7（3 - 12）年。共有65.9%的受访者符合MBI-HSS-MP职业倦怠标准。在单因素分析中，职业倦怠与离开当前岗位的意愿密切相关（优势比[OR]为8.05，P = 0.001）。单因素分析显示，在所有3个领域类别中，较高的ICAWS得分与较高的职业倦怠风险相关：药房团队（OR为1.39；P = 0.001）、药房管理（OR为1.45；P = 0.002）和非药房SOT团队成员（OR为1.24；P = 0.017）。在多因素分析中，较高的OCS得分（OR为1.21；P < 0.001）和较高的QWIS得分（OR为1.22；P = 0.003）与较高的职业倦怠发生率相关，而较高的UWES-9得分（OR为0.85；P < 0.001）与较低的职业倦怠可能性相关。
大多数调查对象存在职业倦怠，不同的工作场所氛围因素是其发生的重要风险因素。应研究、试验并实施工作场所内减轻和预防职业倦怠的策略，以减少对个人的影响，提高生活质量，并防止SOT药剂师队伍的人员流失。
