Taira Kazuya, Itaya Takahiro, Iwasaki Kana, Iwase Yumiko, Tabuchi Sayaka, Shiomi Misa
Human Health Sciences, Graduate School of Medicine, Kyoto University, Kyoto, Japan.
Department of Healthcare Epidemiology, Graduate School of Medicine and Public Health, Kyoto University, Kyoto, Japan.
Nihon Koshu Eisei Zasshi. 2025 Mar 26;72(3):208-217. doi: 10.11236/jph.24-076. Epub 2024 Dec 18.
Objective The coronavirus disease 2019 pandemic has imposed considerable stress on public health centers (PHCs) in Japan, raising concerns over staff burnout and intention to quit. Therefore, this study aimed to examine the relationship between burnout and job-quitting intention among PHC staff members and estimated the prevalence of burnout and job-quitting intentions among these staff members.Methods This study employed a cross-sectional design. Survey requests were sent to all 468 PHCs in Japan. For the centers that agreed to participate, we confirmed the number of distributed surveys and conducted them via mail. The prevalence of burnout and job-quitting intentions was calculated after adjusting for age, sex, department, and occupation. The Burnout Scale includes three subscales; exhaustion, cynicism, and efficacy. We calculated descriptive statistics for each burnout subscale and assessed the relationship between burnout and job-quitting intentions using generalized estimating equations.Results We received responses from 23.9% of PHCs (112/468) and 29.3% of staff (1754/5990). Adjusted prevalence was 48.0% (95% confidence interval [CI]; 45.8-50.2%) and 62.2% (95% CI; 59.4-64.9%) for burnout and job-quitting intentions, respectively. Notably, public health nurses demonstrated a pronounced adjusted prevalence of 51.7 (95% CI; 47.2-56.2) and 65.8 (95% CI; 61.7-69.9) for burnout and job-quitting intention, respectively. Of the three burnout domains, only exhaustion (median; 4.40 [interquartile range [IQR]; 3.00-5.80]) had a median score higher than the cut-off value, whereas cynicism (median; 3.40 [IQR; 2.20-5.00]) and efficacy (median; 3.17 [IQR; 2.33-4.33]) had moderate scores. Burnout was a significant predictor of high job-quitting intentions (adjusted relative risk; 1.54, 95% CI; 1.40-1.70).Conclusion The high prevalence of job-quitting intentions among PHC staff highlights the need for interventions to prevent or reduce burnout. Addressing burnout is essential to reduce job-quitting intentions among Japanese PHC staff members.
目的 2019年冠状病毒病大流行给日本的公共卫生中心（PHC）带来了巨大压力，引发了对员工倦怠和离职意愿的担忧。因此，本研究旨在探讨PHC工作人员倦怠与离职意愿之间的关系，并估计这些工作人员中倦怠和离职意愿的患病率。
方法 本研究采用横断面设计。向日本所有468家PHC发送了调查请求。对于同意参与的中心，我们确认了发放问卷的数量并通过邮件进行调查。在对年龄、性别、部门和职业进行调整后，计算倦怠和离职意愿的患病率。倦怠量表包括三个子量表：疲惫、玩世不恭和效能感。我们计算了每个倦怠子量表的描述性统计数据，并使用广义估计方程评估了倦怠与离职意愿之间的关系。
结果 我们收到了23.9%的PHC（112/468）和29.3%的工作人员（1754/5990）的回复。倦怠和离职意愿的调整患病率分别为48.0%（95%置信区间[CI]；45.8 - 50.2%）和62.2%（95%CI；59.4 - 64.9%）。值得注意的是，公共卫生护士的倦怠和离职意愿调整患病率分别显著为51.7（95%CI；47.2 - 56.2）和65.8（95%CI；61.7 - 69.9）。在三个倦怠领域中，只有疲惫（中位数；4.40[四分位间距[IQR]；3.00 - 5.80]）的中位数得分高于临界值，而玩世不恭（中位数；3.40[IQR；2.20 - 5.00]）和效能感（中位数；3.17[IQR；2.33 - 4.33]）得分中等。倦怠是高离职意愿的显著预测因素（调整相对风险；1.54，95%CI；1.40 - 1.70）。
结论 PHC工作人员中离职意愿的高患病率凸显了采取干预措施预防或减少倦怠的必要性。解决倦怠问题对于降低日本PHC工作人员的离职意愿至关重要。
