Yang Tianhao, Zhao Zihe, Zhu Jiawen, Huang Qianling, Zhu Yuanyuan, Zeng Zhi, Liu Yan
School of Health Economics and Management, Nanjing University of Chinese Medicine, Nanjing, China.
School of Nursing, Nanjing University of Chinese Medicine, Nanjing, China.
Medicine (Baltimore). 2025 May 30;104(22):e42598. doi: 10.1097/MD.0000000000042598.
This study investigates the relationships and underlying mechanisms among emotional labor, organizational identification, and job burnout in medical staff. A convenience sampling method was employed to conduct a questionnaire survey among 419 medical staff members. The Emotional Labor Scale, Organizational Identification Scale, and Maslach Burnout Inventory-General Survey were utilized for data collection. Statistical software SPSS 26.0 and AMOS 25.0 were used for data analysis, and a structural equation model with organizational identification as a mediator was ultimately constructed. The results revealed that the scores for surface acting, deep acting, organizational identification, and job burnout among medical staff were (16.15 ± 4.55), (10.94 ± 2.26), (25.80 ± 3.55), and (28.76 ± 9.12), respectively. Surface acting was negatively correlated with organizational identification (r = -0.43, P < .01) and positively correlated with job burnout (R = 0.49, P < .01). Deep acting was positively correlated with organizational identification (R = 0.38, P < .01) and negatively correlated with job burnout (r = -0.38, P < .01). Organizational identification was negatively correlated with job burnout (r = -0.67, P < .01). Organizational identification partially mediated the relationships between both surface acting and deep acting with job burnout by accounting for 40.82% and 52.20% of the total effects, respectively. Hospital managers can enhance the quality of medical services by developing effective strategies to reduce job burnout among medical staff through promoting their engagement in deep acting behaviors as well as fostering their sense of organizational identification. The study is constrained by its cross-sectional design, self-reported data bias, and regional sample limitations. Therefore, the generalizability of the findings requires further validation through multi-dimensional data.
本研究调查了医务人员情绪劳动、组织认同和职业倦怠之间的关系及潜在机制。采用便利抽样法对419名医务人员进行问卷调查。使用情绪劳动量表、组织认同量表和马氏职业倦怠通用问卷进行数据收集。运用统计软件SPSS 26.0和AMOS 25.0进行数据分析，最终构建了以组织认同为中介变量的结构方程模型。结果显示，医务人员的表层行为、深层行为、组织认同和职业倦怠得分分别为(16.15±4.55)、(10.94±2.26)、(25.80±3.55)和(28.76±9.12)。表层行为与组织认同呈负相关(r = -0.43，P <.01)，与职业倦怠呈正相关(R = 0.49，P <.01)。深层行为与组织认同呈正相关(R = 0.38，P <.01)，与职业倦怠呈负相关(r = -0.38，P <.01)。组织认同与职业倦怠呈负相关(r = -0.67，P <.01)。组织认同在表层行为和深层行为与职业倦怠的关系中均起到部分中介作用，分别占总效应的40.82%和52.20%。医院管理者可通过制定有效策略，促进医务人员参与深层行为并增强其组织认同感，从而降低职业倦怠，提高医疗服务质量，但本研究受限于横断面设计、自我报告数据偏差和区域样本局限性。因此，研究结果的普遍性需要通过多维度数据进一步验证。
