背景:卫生专业人员的工作参与度会影响保留率,倦怠,工作满意度,患者满意度,和结果;然而,缺乏有利于健康专业工作参与的证据。因此,本研究旨在评估埃塞俄比亚西南部Bench-Sheko地区公共卫生机构卫生专业人员的工作投入和相关因素.
方法:基于设施的横断面研究于2021年3月29日至4月29日在605名卫生专业人员中进行。使用简单的随机抽样技术来选择参与者。使用自我管理问卷收集数据。拟合线性回归,将简单线性回归中p值<0.2的变量输入多元线性回归分析。使用95%CI和p值<0.05的未标准化β系数作为切点来确定与工作投入相关的因素。
结果:工作投入的平均得分百分比为71.8%。健康中心工作人员(β=0.31;95%CI:0.22,0.40),已婚专业人士(β=0.10;95%CI:0.005,0.17),同事支持(β=0.06;95%CI:0.004,0.11),作用清晰度(β=0.14;95%CI:0.07,0.21),奖励(β=0.10;95%CI:0.05,0.15),韧性(β=0.1495%;CI:0.07,0.21),自我效能(β=0.24;95%CI:0.16,0.31)和乐观(β=0.20;95%CI:0.15,0.26)与工作投入呈正相关。相反,认知需求(β=-0.06;95%CI:-0.11,-0.01)与工作投入呈负相关.
结论:在这项研究中,卫生专业人员的工作参与度中等。卫生设施应改善其同事支持文化,角色清晰,奖励,弹性,自我效能感,以及提高工作参与度的乐观态度。未来的研究人员将进行进一步的研究,以评估健康专业人员的认知需求与工作参与度之间的关系。
BACKGROUND: The level of health professional work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes; however, there is a paucity of evidence that benefit health professional work engagement. Therefore, this study aimed to assess work engagement and associated factors among health professionals at public health facilities in the Bench-Sheko zone in southwest Ethiopia.
METHODS: Facility-based cross-sectional study was conducted among 605 health professionals from 29 March to 29 April 2021. A simple random sampling technique was used to select the participants. Data were collected using a self-administered questionnaire. Linear regression was fitted and those variables with p-value < 0.2 in simple linear regression were entered into multiple linear regression analysis. Unstandardized β-coefficient with 95% CI and p-value < 0.05 were used as the cut of points to determine the factors associated with work engagement.
RESULTS: Mean score percentage of work engagement was 71.8%. Health center staff (β = 0.31; 95% CI: 0.22, 0.40), married professionals (β = 0.10; 95% CI: 0.005, 0.17), co-worker support (β = 0.06; 95% CI: 0.004, 0.11), role clarity (β = 0.14; 95% CI: 0.07, 0.21), reward (β = 0.10; 95% CI: 0.05, 0.15), resilience (β = 0.14 95%; CI: 0.07, 0.21), self-efficacy (β = 0.24; 95% CI: 0.16, 0.31) and optimism (β = 0.20; 95% CI: 0.15, 0.26) were positively associated with work engagement. On the contrary, cognitive demand (β= -0.06; 95% CI: -0.11, -0.01) was negatively associated with work engagement.
CONCLUSIONS: In this study, health professionals had a moderate level of work engagement. Health facilities shall improve their culture of co-worker support, role clarity, reward, resilience, self-efficacy, and optimism to enhance work engagement. Future researchers shall be done further studies to evaluate the relationship between cognitive demand and work engagement among health professionals.