背景:提供者倦怠是一种与工作相关的综合症,认识不足,报告不足,并对个人产生负面影响,系统,和病人。这项研究调查了职业倦怠的发生率及其与健康特征的关系,如韧性,心理安全,以及对工作场所的看法,为未来的工作提供信息,以改善福祉。
方法:将电子调查发送给单机构外科的153名医生和高级实践提供者(APP)。调查主题包括人口统计,打算留下来,订婚,以及来自工作场所感知的验证措施的项目,包括工作节奏/压力(迷你Z),倦怠,心理安全,和韧性。描述性统计,双变量关联,和逻辑回归用于评估反应。
结果:总有效率为47%。大多数提供者报告感觉筋疲力尽(56%),48%的人表示他们可能会在三年内离开该组织。此外,61%的人表示对自己的工作感到满意,55%的人认为他们以最重视的方式(有意义的工作/参与)做出了专业贡献。职业倦怠的重要预测因素包括负面的工作环境感知(工作节奏/压力),低弹性,低意义的工作,和专业角色(医生vsAPP)。
结论:保持健康的劳动力需要调查支持工作场所幸福感的因素。倦怠的最强预测因素是工作节奏/压力。职业倦怠的保护因素为心理安全和心理弹性。促进心理安全的组织文化,以及工作场所的改进,以增强提供者的工作意义感,减少工作节奏和压力可能有助于预防倦怠和保留。
BACKGROUND: Provider burnout is a work-related syndrome that is under-recognized, under-reported, and has negative repercussions on the individual, system, and patients. This study investigated burnout incidence and its association with wellness characteristics such as resilience, psychological safety, and perceptions of the workplace to inform future work in improving well-being.
METHODS: Electronic surveys were sent to 153 physicians and advanced practice providers (APPs) in the department of surgery at a single institution. Survey topics included demographics, intention to stay, engagement, and items from validated measures for workplace perceptions including work pace/stress (Mini Z), burnout, psychological safety, and resilience. Descriptive statistics, bivariate associations, and logistic regression were used to evaluate responses.
RESULTS: Overall response rate was 47%. The majority of providers reported feeling burned out (56%), and 48% indicated they would probably leave the organization within three years. Additionally, 61% reported being satisfied with their job and 55% felt that they contributed professionally in the ways they value most (meaningful work/engagement). Significant predictors for burnout included negative work environment perceptions (work pace/stress), low resilience, low meaningful work, and professional role (physician vs APP).
CONCLUSIONS: Maintaining a healthy workforce requires investigation into the factors that support workplace well-being. The strongest predictors of burnout were work pace/stress. Protective factors against burnout were psychological safety and resilience. An organizational culture that promotes psychological safety, as well as workplace improvements to enhance providers\' sense of meaning in work, and decreasing work pace and stress may contribute to the prevention of burnout and the retention.