Boskma A C P, Oerbekke M S, Hooft L, Franx A, Schaufeli W, van der Laan M J
Department of Surgery, UMCG, Groningen, The Netherlands
Netherlands Federation of University Medical Centers, Utrecht, The Netherlands.
BMJ Open. 2025 Jul 18;15(7):e094939. doi: 10.1136/bmjopen-2024-094939.
Maintaining a healthy workforce is crucial for safe, high-quality care. To enhance well-being and engagement in Dutch university medical centres (UMCs), an overview of staff well-being and job perceptions is needed first. Surveys are widely used to improve working conditions, but varying questionnaires hinder a comprehensive view. This study aimed to evaluate the content of employee surveys currently used in UMCs in the Netherlands from a well-being perspective and to analyse the survey results at a national level.
All seven UMCs were approached to participate in the study and share employee survey data. The primary outcome of interest is work experience; a secondary analysis was conducted. Items were categorised following the Job Demands-Resources model. Descriptive statistics were presented as percentages, means and medians with IQRs.
Two UMCs participated and 31 862 completed surveys were included. Variation in survey items (eg, 15-18 subcategories, 21-33 question items), response options (eg, 1-5, 1-10), frequency (1-3 times per year) and timing were found. Scores on the following outcomes are presented: work overload, coworker support, job control, organisational justice, participation in decision-making, performance feedback, possibilities for learning and development, recognition, task variety, team atmosphere, team effectiveness, trust in leadership, other job resources, connecting/inspiring leadership, self-efficacy, goal-directiveness, boredom, burnout, job satisfaction, work engagement, other employee well-being, commitment organisation/team and work ability. Results should be interpreted with caution, and solely found for hospital A, for certain job control items, median scores of 2 or 3 were observed, whereas the majority of other question items revealed a median score of 4.
There is a significant lack of cohesion across employee surveys. As it stands, employee surveys in Dutch UMCs are not effective tools for monitoring the work experience or well-being of the healthcare workforce. While these surveys may support management decisions, this support is not reflected in interventions related to work and the work environment.
维持一支健康的员工队伍对于提供安全、高质量的医疗服务至关重要。为了提高荷兰大学医学中心（UMC）员工的幸福感和工作投入度，首先需要对员工的幸福感和工作认知进行全面了解。调查被广泛用于改善工作条件，但问卷的多样性阻碍了全面的了解。本研究旨在从幸福感的角度评估荷兰UMC目前使用的员工调查问卷的内容，并在国家层面分析调查结果。
研究联系了所有七家UMC参与研究并分享员工调查数据。主要关注的结果是工作体验；进行了二次分析。根据工作需求-资源模型对项目进行分类。描述性统计以百分比、均值和中位数以及四分位间距呈现。
两家UMC参与了研究，共纳入31862份完成的调查问卷。发现调查项目（如15 - 18个亚类、21 - 33个问题项）、回答选项（如1 - 5、1 - 10）、频率（每年1 - 3次）和时间安排存在差异。呈现了以下结果的得分：工作负荷过重、同事支持、工作控制、组织公平、参与决策、绩效反馈、学习与发展机会、认可、任务多样性、团队氛围、团队效能、对领导的信任、其他工作资源、连接/激励型领导、自我效能感、目标导向性、无聊感、倦怠、工作满意度、工作投入度、其他员工幸福感、对组织/团队的承诺以及工作能力。结果应谨慎解读，并且仅针对医院A，对于某些工作控制项目，观察到中位数得分为2或3，而大多数其他问题项的中位数得分为4。
员工调查之间存在严重缺乏一致性的问题。目前，荷兰UMC的员工调查并非监测医疗员工工作体验或幸福感的有效工具。虽然这些调查可能支持管理决策，但这种支持并未体现在与工作和工作环境相关的干预措施中。
