Abstract：
OBJECTIVE: This study aimed to analyze the trend in job burnout among nurses in Shanghai, China.
BACKGROUND: The nursing profession globally faces a significant challenge due to aging populations, causing a human resources crisis. Job burnout notably impacts nurses\' enthusiasm for work and their overall well-being. Understanding the trends in job burnout among nurses is crucial for addressing this issue.
METHODS: A cross-sectional study involving 799 nurses from a tertiary-care hospital and 11 community health service centers in Pudong New Area South, Shanghai, was conducted using convenience sampling. Data were collected through a general information questionnaire and the Maslach Burnout Inventory scale, to assess job burnout levels. These data were compared with the established Maslach and Hangzhou norms in China.
RESULTS: 74.6% of the participants experienced job burnout. The emotional exhaustion dimension had an average score of 27.27 ± 13.93, indicating high levels of burnout; the depersonalization dimension had an average score of 7.83 ± 6.68, showing moderate levels of fatigue; and the personal achievement dimension had an average score of 26.75 ± 10.26, also indicating moderate fatigue. Notably, nurses aged 32-33 years with 11-12 years of professional experience were the most affected. The findings suggest that job burnout is a significant issue in Pudong New Area South, Shanghai, with a notable increase in severe burnout cases over the past decade.
CONCLUSIONS: Nurses, particularly during the COVID-19 pandemic, face high rates of burnout, with emotional exhaustion being particularly prevalent. To support and retain the nursing workforce, hospital administrators must implement external reward mechanisms and develop policies that encourage personal growth, career development, and a humanistic approach to care.
CONCLUSIONS: From our review of the literature, we identified instances where burnout standards are either not assessed or lack uniformity in their application. Therefore, it is imperative to adopt a standardized occupational burnout scale for a nationwide survey, encompassing nurse populations across various levels, including province, region, city, and institution. This approach will facilitate the establishment of a practical norm for occupational burnout within China. This norm would enable conducting regular assessments and comparisons to understand the evolving trends of job burnout among nurses, which could pave the way for the creation of targeted support interventions for the nursing profession.
BACKGROUND: The nursing profession globally faces a significant challenge due to aging populations, causing a human resources crisis. Job burnout notably impacts nurses\' enthusiasm for work and their overall well-being. Understanding the trends in job burnout among nurses is crucial for addressing this issue.
METHODS: A cross-sectional study involving 799 nurses from a tertiary-care hospital and 11 community health service centers in Pudong New Area South, Shanghai, was conducted using convenience sampling. Data were collected through a general information questionnaire and the Maslach Burnout Inventory scale, to assess job burnout levels. These data were compared with the established Maslach and Hangzhou norms in China.
RESULTS: 74.6% of the participants experienced job burnout. The emotional exhaustion dimension had an average score of 27.27 ± 13.93, indicating high levels of burnout; the depersonalization dimension had an average score of 7.83 ± 6.68, showing moderate levels of fatigue; and the personal achievement dimension had an average score of 26.75 ± 10.26, also indicating moderate fatigue. Notably, nurses aged 32-33 years with 11-12 years of professional experience were the most affected. The findings suggest that job burnout is a significant issue in Pudong New Area South, Shanghai, with a notable increase in severe burnout cases over the past decade.
CONCLUSIONS: Nurses, particularly during the COVID-19 pandemic, face high rates of burnout, with emotional exhaustion being particularly prevalent. To support and retain the nursing workforce, hospital administrators must implement external reward mechanisms and develop policies that encourage personal growth, career development, and a humanistic approach to care.
CONCLUSIONS: From our review of the literature, we identified instances where burnout standards are either not assessed or lack uniformity in their application. Therefore, it is imperative to adopt a standardized occupational burnout scale for a nationwide survey, encompassing nurse populations across various levels, including province, region, city, and institution. This approach will facilitate the establishment of a practical norm for occupational burnout within China. This norm would enable conducting regular assessments and comparisons to understand the evolving trends of job burnout among nurses, which could pave the way for the creation of targeted support interventions for the nursing profession.
摘要：
目的：本研究旨在分析上海市护士职业倦怠的变化趋势。中国。
背景：由于人口老龄化，全球护理行业面临着重大挑战，造成人力资源危机。职业倦怠尤其会影响护士的工作热情和整体幸福感。了解护士职业倦怠的趋势对于解决这一问题至关重要。
方法：一项横断面研究，涉及浦东新区南部某三级医院和11个社区卫生服务中心的799名护士，上海,采用方便抽样进行。数据通过一般信息问卷和Maslach倦怠量表收集，评估工作倦怠水平。将这些数据与中国既定的Maslach和杭州规范进行了比较。
结果：74.6%的参与者经历了工作倦怠。情绪衰竭维度平均得分为27.27±13.93，表示职业倦怠程度较高；去人格化维度平均得分为7.83±6.68，表现为中度疲劳；个人成就维度平均得分为26.75±10.26，也表示中度疲劳。值得注意的是,年龄在32-33岁、有11-12年专业经验的护士受影响最大.研究结果表明，职业倦怠是浦东新区南部地区的一个重要问题，上海,在过去的十年中，严重的倦怠病例显着增加。
结论：护士，特别是在COVID-19大流行期间，面对高的倦怠率，情绪疲惫尤其普遍。为了支持和留住护理人员，医院管理者必须实施外部奖励机制，制定鼓励个人成长的政策，职业发展,和人文关怀的方法。
结论：从我们对文献的回顾来看，我们确定了未评估倦怠标准或其应用缺乏统一性的情况。因此,必须采用标准化的职业倦怠量表进行全国调查，涵盖各级护士人群，包括省,区域,城市,和机构。这种方法将有助于在中国建立实用的职业倦怠规范。这一规范将能够进行定期评估和比较，以了解护士职业倦怠的发展趋势，这可以为为护理行业创建有针对性的支持干预措施铺平道路。
背景：由于人口老龄化，全球护理行业面临着重大挑战，造成人力资源危机。职业倦怠尤其会影响护士的工作热情和整体幸福感。了解护士职业倦怠的趋势对于解决这一问题至关重要。
方法：一项横断面研究，涉及浦东新区南部某三级医院和11个社区卫生服务中心的799名护士，上海,采用方便抽样进行。数据通过一般信息问卷和Maslach倦怠量表收集，评估工作倦怠水平。将这些数据与中国既定的Maslach和杭州规范进行了比较。
结果：74.6%的参与者经历了工作倦怠。情绪衰竭维度平均得分为27.27±13.93，表示职业倦怠程度较高；去人格化维度平均得分为7.83±6.68，表现为中度疲劳；个人成就维度平均得分为26.75±10.26，也表示中度疲劳。值得注意的是,年龄在32-33岁、有11-12年专业经验的护士受影响最大.研究结果表明，职业倦怠是浦东新区南部地区的一个重要问题，上海,在过去的十年中，严重的倦怠病例显着增加。
结论：护士，特别是在COVID-19大流行期间，面对高的倦怠率，情绪疲惫尤其普遍。为了支持和留住护理人员，医院管理者必须实施外部奖励机制，制定鼓励个人成长的政策，职业发展,和人文关怀的方法。
结论：从我们对文献的回顾来看，我们确定了未评估倦怠标准或其应用缺乏统一性的情况。因此,必须采用标准化的职业倦怠量表进行全国调查，涵盖各级护士人群，包括省,区域,城市,和机构。这种方法将有助于在中国建立实用的职业倦怠规范。这一规范将能够进行定期评估和比较，以了解护士职业倦怠的发展趋势，这可以为为护理行业创建有针对性的支持干预措施铺平道路。
