Shaw Rachel L, Butcher Isabelle, Webb Sarah, Duncan Heather P, Morrison Rachael
Institute of Health & Neurodevelopment, College of Health & Life Sciences, Aston University, Birmingham, UK.
Department of Psychiatry, University of Oxford, Oxford, UK.
Nurs Crit Care. 2025 Jul;30(4):e13228. doi: 10.1111/nicc.13228. Epub 2025 Jan 8.
Research has demonstrated that staff working in Paediatric Critical Care (PCC) experience high levels of burnout, post-traumatic stress and moral distress. There is very little evidence of how this problem could be addressed.
To develop evidence-based, psychologically informed interventions designed to improve PCC staff well-being that can be feasibility tested on a large scale.
The Behaviour Change Wheel (BCW) framework guided systematic development of the interventions. This process was informed by a review of existing well-being initiatives and a survey of PCC staff's awareness and uptake of initiatives identified.
Together with empirical evidence, the BCW process produced two bespoke 'SWell' (Staff Wellbeing) interventions tailored for delivery in UK PCC units. The two group-based interventions, Mad-Sad-Glad and Wellbeing Images involve the Behaviour Change Techniques (BCTs) of self-belief, social support, feedback and monitoring. These BCTs align closely with the psychological concepts of self-efficacy, self-regulation and the psychological theory of how to thrive.
Tailored, evidence-based, psychologically informed SWell (Staff Wellbeing) interventions are likely to be feasible and have the potential of making significant differences to individual staff members and the PCC workforce as a whole. Associated investments in the psychological health of the workforce and time to prioritize well-being interventions are required for change to occur and be maintained.
The SWell (Staff Wellbeing) interventions could impact directly on the well-being of PCC staff and their ability to thrive in the workplace. Indirectly, they could reduce staff attrition, sickness absence and improve patients' and families' experiences of care.
研究表明，从事儿科重症监护（PCC）工作的人员经历着高水平的职业倦怠、创伤后应激反应和道德困扰。几乎没有证据表明如何解决这一问题。
制定基于证据且有心理学依据的干预措施，旨在改善PCC工作人员的幸福感，并能进行大规模可行性测试。
行为改变轮（BCW）框架指导了干预措施的系统开发。这一过程参考了对现有幸福感倡议的审查以及对PCC工作人员对已确定倡议的认识和采用情况的调查。
结合实证证据，BCW过程产生了两项专门为英国PCC病房设计的“SWell”（工作人员幸福感）干预措施。这两项基于小组的干预措施，即“喜怒忧”和“幸福感意象”，涉及自我信念、社会支持、反馈和监测等行为改变技术（BCTs）。这些BCTs与自我效能感、自我调节以及关于如何茁壮成长的心理学理论等心理概念密切相关。
量身定制的、基于证据且有心理学依据的SWell（工作人员幸福感）干预措施可能是可行的，并且有可能对个别工作人员以及整个PCC员工队伍产生重大影响。要实现并维持变革，需要对员工的心理健康进行相关投资，并抽出时间优先开展幸福感干预措施。
SWell（工作人员幸福感）干预措施可能会直接影响PCC工作人员的幸福感及其在工作场所茁壮成长的能力。间接而言，它们可以减少员工流失、病假，并改善患者及其家属的护理体验。
