PDF(Pubmed)
Abstract：
BACKGROUND: Well-being at work can be defined as \"creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.\" In the health care context, well-being at work of nurses and doctors is important for good patient care. Moreover, it is strongly associated with individual- and organization-level consequences. Relevant literature presents models and concepts of physical, mental, and social well-being. This study uses the 6 elements of the job demands-resources (JD-R) model to interpret well-being at work (job demands, job resources, personal resources, leadership, well-being, and outcomes) as part of a Netherlands Federation of University Medical Hospitals program to find ways to improve and monitor health care professionals\' well-being in Dutch hospitals. Many instruments exist to measure well-being at work in terms of population, setting, and other aspects. An overview of available and eligible instruments assessing and monitoring the well-being of nurses and doctors is currently missing.
OBJECTIVE: We will perform a scoping review aiming to provide an overview of validated instruments assessing and monitoring the well-being of nurses and doctors at work.
METHODS: We will perform a search of published literature in the following databases: Medline, Embase, and CINAHL. Studies will be eligible if they (1) assess well-being at work of nurses and doctors employed in hospitals; (2) describe an evaluation of an instrument or review an instrument; (3) measure well-being at work or aspects of well-being at work according to the elements of the JD-R model, and (4) were published in English from 2011 onwards. Title/abstract screening according to the eligibility criteria will be followed by full-text screening. Data extraction of included studies will be conducted by 3 reviewers independently. Reviewers will use standardized data extraction forms that include study characteristics, sample characteristics, measurement instrument details, and psychometric properties. The analysis will be descriptive. When synthesizing the data, a distinction will be made between comprehensive instruments and common instruments.
RESULTS: This scoping review identifies instruments that have been developed and validated for monitoring the well-being of nurses and doctors at work. Studies were searched between September and December 2021 and screened between December 2021 and May 2022. A total of 739 studies were included.
CONCLUSIONS: Timely screening of well-being at work may be beneficial for individual health care workers, the organization, and patients. There is often a substantial gap and mismatch between employer perceptions of well-being and well-being interventions. It is important to develop and implement suitable interventions adapted to the needs of nurses and doctors and their health or other problems. Well-being screening should be timely to gain insight into these needs and problems. Moreover, to determine the effectiveness of well-being interventions, measurement is mandatory. The results will be critical for organizations to select a monitoring instrument that best fits the needs of employees and organizations.
UNASSIGNED: DERR1-10.2196/43692.
OBJECTIVE: We will perform a scoping review aiming to provide an overview of validated instruments assessing and monitoring the well-being of nurses and doctors at work.
METHODS: We will perform a search of published literature in the following databases: Medline, Embase, and CINAHL. Studies will be eligible if they (1) assess well-being at work of nurses and doctors employed in hospitals; (2) describe an evaluation of an instrument or review an instrument; (3) measure well-being at work or aspects of well-being at work according to the elements of the JD-R model, and (4) were published in English from 2011 onwards. Title/abstract screening according to the eligibility criteria will be followed by full-text screening. Data extraction of included studies will be conducted by 3 reviewers independently. Reviewers will use standardized data extraction forms that include study characteristics, sample characteristics, measurement instrument details, and psychometric properties. The analysis will be descriptive. When synthesizing the data, a distinction will be made between comprehensive instruments and common instruments.
RESULTS: This scoping review identifies instruments that have been developed and validated for monitoring the well-being of nurses and doctors at work. Studies were searched between September and December 2021 and screened between December 2021 and May 2022. A total of 739 studies were included.
CONCLUSIONS: Timely screening of well-being at work may be beneficial for individual health care workers, the organization, and patients. There is often a substantial gap and mismatch between employer perceptions of well-being and well-being interventions. It is important to develop and implement suitable interventions adapted to the needs of nurses and doctors and their health or other problems. Well-being screening should be timely to gain insight into these needs and problems. Moreover, to determine the effectiveness of well-being interventions, measurement is mandatory. The results will be critical for organizations to select a monitoring instrument that best fits the needs of employees and organizations.
UNASSIGNED: DERR1-10.2196/43692.
摘要：
背景：工作中的幸福感可以定义为“创造一种环境来促进一种满足感的状态，使员工能够蓬勃发展并充分发挥潜力，以造福自己和组织。“在医疗保健方面，护士和医生的健康工作对于良好的病人护理很重要。此外，它与个人和组织层面的后果密切相关。相关文献介绍了物理模型和概念，心理，和社会福祉。本研究使用工作需求-资源(JD-R)模型的6个要素来解释工作中的幸福感(工作需求，作业资源,个人资源,领导力,幸福,和结果）作为荷兰大学医学院联合会计划的一部分，该计划旨在寻找改善和监测荷兰医院医疗保健专业人员福祉的方法。有许多工具可以用人口来衡量工作中的幸福感，设置,和其他方面。目前缺少评估和监测护士和医生福祉的可用和合格工具的概述。
目的：我们将进行范围审查，旨在提供评估和监测护士和医生在工作中的健康状况的有效工具的概述。
方法：我们将在以下数据库中搜索已发表的文献：Medline，Embase,和CINAHL。如果研究（1）评估医院雇用的护士和医生的工作幸福感；（2）描述对仪器的评估或审查仪器；（3）根据JD-R模型的要素衡量工作中的幸福感或工作中的幸福感方面，和（4）从2011年起以英文出版。根据资格标准进行标题/摘要筛选后将进行全文筛选。纳入研究的数据提取将由3名评审员独立进行。评审员将使用包括研究特征的标准化数据提取表格，样本特征，测量仪器详细信息,和心理测量属性。分析将是描述性的。合成数据时，将区分综合文书和普通文书。
结果：本范围审查确定了已开发和验证的用于监测护士和医生工作状况的工具。研究在2021年9月至12月之间进行了搜索，并在2021年12月至2022年5月之间进行了筛选。共纳入739项研究。
结论：及时筛查工作中的幸福感可能对个人卫生保健工作者有益，组织,和病人。雇主对福祉的看法与福祉干预措施之间通常存在巨大的差距和不匹配。重要的是制定和实施适合护士和医生需求及其健康或其他问题的干预措施。幸福筛查应该是及时的，以了解这些需求和问题。此外，为了确定福祉干预措施的有效性，测量是强制性的。结果对于组织选择最适合员工和组织需求的监控工具至关重要。
■DERR1-10.2196/43692。
目的：我们将进行范围审查，旨在提供评估和监测护士和医生在工作中的健康状况的有效工具的概述。
方法：我们将在以下数据库中搜索已发表的文献：Medline，Embase,和CINAHL。如果研究（1）评估医院雇用的护士和医生的工作幸福感；（2）描述对仪器的评估或审查仪器；（3）根据JD-R模型的要素衡量工作中的幸福感或工作中的幸福感方面，和（4）从2011年起以英文出版。根据资格标准进行标题/摘要筛选后将进行全文筛选。纳入研究的数据提取将由3名评审员独立进行。评审员将使用包括研究特征的标准化数据提取表格，样本特征，测量仪器详细信息,和心理测量属性。分析将是描述性的。合成数据时，将区分综合文书和普通文书。
结果：本范围审查确定了已开发和验证的用于监测护士和医生工作状况的工具。研究在2021年9月至12月之间进行了搜索，并在2021年12月至2022年5月之间进行了筛选。共纳入739项研究。
结论：及时筛查工作中的幸福感可能对个人卫生保健工作者有益，组织,和病人。雇主对福祉的看法与福祉干预措施之间通常存在巨大的差距和不匹配。重要的是制定和实施适合护士和医生需求及其健康或其他问题的干预措施。幸福筛查应该是及时的，以了解这些需求和问题。此外，为了确定福祉干预措施的有效性，测量是强制性的。结果对于组织选择最适合员工和组织需求的监控工具至关重要。
■DERR1-10.2196/43692。
