Abstract：
OBJECTIVE: To examine which workplace factors contribute to health care leader well-being in rural settings.
METHODS: Working with two rurally focused organizations, we administered a Rural Leader Burnout survey to executive leaders. The survey contained 25 questions; 24 were closed-item multiple choice and 1 open-ended question. The survey was based on the Mini Z 10 item burnout survey with 5 additional items for leaders. Logistic regression and qualitative content analysis determined factors associated with job satisfaction, burnout, and intent to leave (ITL).
RESULTS: There were 288 respondents (response rate 22%). Of 272 with complete data, 61.4% were women and 51.8% had worked > 10 years. About 81% reported job satisfaction, 40.2% were burned out, and 49.8% intended to leave their administrative roles within 2 years. Factors statistically associated with satisfaction were work control (OR = 3.0), values alignment with leadership (OR = 2.1), and trust in organization (OR = 2.0). Work control (OR = 0.3), trust in organization (OR = 0.4), and stress (OR = 4.1) were associated with burnout. Trust in organization (OR = 0.5), feeling valued (OR = 0.6), and stress (OR = 1.8) associated with ITL. Qualitative data revealed three themes relevant to rural leaders: (1) industry challenges, (2) daily operational issues, and (3) difficult relationships.
CONCLUSIONS: These exploratory analyses demonstrate practical ways to improve work conditions to mitigate burnout and turnover in rural leaders. Promoting thriving in leaders would be an important step in maintaining the rural health care workforce.
METHODS: Working with two rurally focused organizations, we administered a Rural Leader Burnout survey to executive leaders. The survey contained 25 questions; 24 were closed-item multiple choice and 1 open-ended question. The survey was based on the Mini Z 10 item burnout survey with 5 additional items for leaders. Logistic regression and qualitative content analysis determined factors associated with job satisfaction, burnout, and intent to leave (ITL).
RESULTS: There were 288 respondents (response rate 22%). Of 272 with complete data, 61.4% were women and 51.8% had worked > 10 years. About 81% reported job satisfaction, 40.2% were burned out, and 49.8% intended to leave their administrative roles within 2 years. Factors statistically associated with satisfaction were work control (OR = 3.0), values alignment with leadership (OR = 2.1), and trust in organization (OR = 2.0). Work control (OR = 0.3), trust in organization (OR = 0.4), and stress (OR = 4.1) were associated with burnout. Trust in organization (OR = 0.5), feeling valued (OR = 0.6), and stress (OR = 1.8) associated with ITL. Qualitative data revealed three themes relevant to rural leaders: (1) industry challenges, (2) daily operational issues, and (3) difficult relationships.
CONCLUSIONS: These exploratory analyses demonstrate practical ways to improve work conditions to mitigate burnout and turnover in rural leaders. Promoting thriving in leaders would be an important step in maintaining the rural health care workforce.
摘要：
目标：研究哪些工作场所因素有助于农村地区卫生保健领导者的幸福感。
方法：与两个以农村为中心的组织合作，我们对执行领导者进行了一项农村领导者职业倦怠调查。调查包含25个问题；24个是封闭式多项选择，1个是开放式问题。该调查基于MiniZ10项目倦怠调查，并为领导者增加了5个项目。Logistic回归和定性内容分析确定了与工作满意度相关的因素，倦怠,并打算离开（ITL）。
结果：有288名受访者（应答率22%）。在有完整数据的272人中，61.4%是女性，51.8%的人工作超过10年。约81%的人报告工作满意度，40.2%被烧毁，49.8%的人打算在两年内离开他们的行政职位。与满意度统计相关的因素是工作控制(OR=3.0)，价值观与领导力的一致性(OR=2.1)，和对组织的信任(OR=2.0)。工作控制（OR=0.3），对组织的信任(OR=0.4)，应激(OR=4.1)与倦怠相关。对组织的信任(OR=0.5)，感觉值(OR=0.6)，与ITL相关的压力(OR=1.8)。定性数据揭示了与农村领导者相关的三个主题：(1)行业挑战，（2）日常业务问题，（3）困难的关系。
结论：这些探索性分析证明了改善工作条件以减轻农村领导者的职业倦怠和离职的实用方法。促进领导者的蓬勃发展将是维持农村医疗劳动力的重要一步。
方法：与两个以农村为中心的组织合作，我们对执行领导者进行了一项农村领导者职业倦怠调查。调查包含25个问题；24个是封闭式多项选择，1个是开放式问题。该调查基于MiniZ10项目倦怠调查，并为领导者增加了5个项目。Logistic回归和定性内容分析确定了与工作满意度相关的因素，倦怠,并打算离开（ITL）。
结果：有288名受访者（应答率22%）。在有完整数据的272人中，61.4%是女性，51.8%的人工作超过10年。约81%的人报告工作满意度，40.2%被烧毁，49.8%的人打算在两年内离开他们的行政职位。与满意度统计相关的因素是工作控制(OR=3.0)，价值观与领导力的一致性(OR=2.1)，和对组织的信任(OR=2.0)。工作控制（OR=0.3），对组织的信任(OR=0.4)，应激(OR=4.1)与倦怠相关。对组织的信任(OR=0.5)，感觉值(OR=0.6)，与ITL相关的压力(OR=1.8)。定性数据揭示了与农村领导者相关的三个主题：(1)行业挑战，（2）日常业务问题，（3）困难的关系。
结论：这些探索性分析证明了改善工作条件以减轻农村领导者的职业倦怠和离职的实用方法。促进领导者的蓬勃发展将是维持农村医疗劳动力的重要一步。
