Mheir Abdulaziz, Khan Zohare, Hernandez Franklin, Mohamed Alaa, Mitra Chandan
University of Central Florida College of Medicine, Orlando, Florida.
HCA Florida Ocala Hospital, Ocala, Florida.
HCA Healthc J Med. 2025 Apr 1;6(2):131-137. doi: 10.36518/2689-0216.1883. eCollection 2025.
Over the last 2 decades, there has been a cultural shift in the graduate medical education (GME) space, focusing on an important facet: physician burnout. Burnout is defined as a combination of emotional exhaustion, depersonalization, and a lack of personal accomplishment. With increasing awareness of physician burnout, various wellness initiatives have begun to be implemented throughout training programs, and their results have been measured for effectiveness in reducing burnout rates. Due to the increasing rates of burnout emerging throughout GME programs, an initiative to evaluate our internal medicine (IM) residency on this matter was discussed with all residents at forums and yielded several areas where improvement could help reduce burnout. This project aimed to measure the burnout rates among our IM resident physicians using the Maslach Burnout Inventory (MBI) self-assessment tool after implementing new wellness initiatives in the GME program.
We sought to actively address the physician burnout phenomenon using a multi-factorial approach that involved several stakeholders and focused on aspects our IM residents outlined during held forums, which included education, financial, physical, mental, and social wellness. Once areas of improvement were identified, steps to improve each field were implemented. The MBI Survey 1 was the primary assessment tool used to measure the rates of burnout after interventions. Survey data were collected, and burnout rates were averaged across postgraduate year (PGY) 1, 2, and 3 residents.
Depersonalization was significantly reduced ( = .0224) for PGY1 residents following intervention. Emotional exhaustion ( = .0014) and depersonalization ( = .0345) were significantly lower for PGY3 residents following interventions. There were no significant changes for PGY2 residents.
Based on preliminary data showing improved outcomes following interventions in various aspects, we aim to grow our wellness initiative using data to guide our efforts to reduce burnout and improve the overall well-being of our residents.
在过去20年里，毕业后医学教育（GME）领域发生了文化转变，重点关注一个重要方面：医生职业倦怠。职业倦怠被定义为情感耗竭、去个性化和个人成就感缺失的综合表现。随着对医生职业倦怠的认识不断提高，各种健康促进举措已开始在整个培训项目中实施，并对其在降低倦怠率方面的效果进行了评估。由于GME项目中职业倦怠率不断上升，我们在论坛上与所有住院医师讨论了一项评估我们内科（IM）住院医师培训项目在这方面情况的举措，并得出了几个可以通过改进来帮助降低倦怠的领域。本项目旨在通过在GME项目中实施新的健康促进举措后，使用马氏职业倦怠量表（MBI）自我评估工具来测量我们IM住院医师的倦怠率。
我们试图采用多因素方法积极应对医生职业倦怠现象，该方法涉及多个利益相关者，并关注我们IM住院医师在举行的论坛上概述的各个方面，包括教育、财务、身体、心理和社交健康。一旦确定了改进领域，就实施了改进每个领域的步骤。MBI调查问卷1是用于测量干预后倦怠率的主要评估工具。收集了调查数据，并计算了研究生一年级（PGY）、二年级和三年级住院医师的倦怠率平均值。
干预后，PGY1住院医师的去个性化程度显著降低（P = 0.0224）。干预后，PGY3住院医师的情感耗竭（P = 0.0014）和去个性化（P = 0.0345）显著降低。PGY2住院医师没有显著变化。
基于初步数据显示在各个方面进行干预后取得了更好的结果，我们旨在利用数据来指导我们减少倦怠和改善住院医师整体幸福感的努力，从而扩大我们的健康促进举措。
