■医疗保健组织努力提高医生参与度,减少人员流失。然而,关于哪些特定的工作生活领域可能是提高医生参与度或保留率的目标知之甚少,特别是在COVID19激增等紧张事件之后。我们的目标是确定与增加医生参与度和减少儿科教师离职意愿最相关的人口统计学特征和工作生活领域。
■2020年9月,我们对某学院的教师进行了横断面调查,三级保健儿童医院。采用了方便和自愿的抽样方法。调查包括人口统计,Maslach倦怠指数-人类服务调查(MBI-HSS)和工作生活领域调查(AWS)。MBI-HSS用于衡量教师的参与度。AWS衡量六个工作环境领域的满意度(工作负载、control,奖励,公平,社区,值)。我们使用双变量分析来检查工作生活领域与敬业度之间以及工作生活领域与离开意图之间的关系。我们纳入了多变量逻辑回归模型,以检查与工作参与度增加和离职意愿降低最相关的工作生活领域。
■我们的反应率为41%(113/274名参与者)。在双变量分析中,敬业的教师报告说,在所有工作生活领域都有更高的满意度。在多变量分析中,对工作量的积极看法(比值比(OR)2.83;95%置信区间(CI),1.2-6.9),控制(或,3.24;95%CI1.4-7.3),和社区(或,6.07;95%CI1.9-18.7)与参与度相关。对价值观的积极看法(或,0.07;95%CI0.02-0.32)和社区(OR,0.19;95%CI0.05-0.78)与离职意向呈负相关。
■我们发现对工作量的积极看法,control,和社区与参与最相关。价值观的一致性和社区意识的增强与离开的意愿降低有关。我们的研究结果表明,特定的工作生活领域可能是为了提高教师的参与度和保留率。
UNASSIGNED: Healthcare organizations strive to increase physician engagement and decrease attrition. However, little is known about which specific worklife areas may be targeted to improve physician engagement or retention, especially after stressful events such as a COVID19 surge. Our objective was to identify demographic characteristics and worklife areas most associated with increased physician engagement and decreased intent to leave in pediatric faculty.
UNASSIGNED: In September 2020, we conducted a cross-sectional survey of faculty at an academic, tertiary-care children\'s hospital. A convenience and voluntary sampling approach was used. The survey included demographics, Maslach Burnout Index-Human Services Survey (MBI-HSS) and the Areas of Worklife Survey (AWS). The MBI-HSS was used to measure faculty engagement. The AWS measures satisfaction with six worklife areas (workload, control, reward, fairness, community, values). We used bivariate analyses to examine relationships between worklife areas and engagement and between worklife areas and intent to leave. We included multivariate logistic regression models to examine worklife areas most associated with increased work engagement and decreased intent to leave.
UNASSIGNED: Our response rate was 41% (113/274 participants). In bivariate analysis, engaged faculty reported higher satisfaction in all worklife areas. In multivariate analyses, positive perceptions of workload (odds ratio (OR) 2.83; 95% confidence interval (CI), 1.2-6.9), control (OR, 3.24; 95% CI 1.4-7.3), and community (OR, 6.07; 95% CI 1.9-18.7) were associated with engagement. Positive perceptions of values (OR, 0.07; 95% CI 0.02-0.32) and community (OR, 0.19; 95% CI 0.05-0.78) were negatively associated with intent to leave.
UNASSIGNED: We found that positive perceptions of workload, control, and community were most associated with engagement. Alignment of values and increased sense of community were associated with decreased intent to leave. Our findings suggest specific worklife areas may be targeted to increase faculty engagement and retention.