肿瘤内科护士职业倦怠的分析及对策探析

Analysis on job burnout of nurses in oncology department and exploration on countermeasures

目的探讨肿瘤内科护士职业倦怠的原因以及对策研究。方法采取便利抽样法,选取上海市某三甲中医院的62名肿瘤内科护士作为研究对象,并选取了62名其他内科护士作为对照,采用中文版工作倦怠感量表(MBI-GS)和护士压力源量表进行分析研究。对肿瘤内科护士的情绪倦怠感维度、去人格化维度、个人成就感维度以及压力来源采用问卷调查的方式,进行统计分析。结果肿瘤内科护士在情绪倦怠感、去人格化、个人成就感3个维度的得分均显著高于其他内科护士(P<0.05)。肿瘤内科护士在情绪倦怠感、去人格化2个维度的得分均显著高于Maslach常模(P<0.05),而个人成就感的得分显著低于Maslach常模(P<0.05)。护士压力源状况调查结果显示,肿瘤内科护士在工作量及时间分配方面的得分高于其他内科护士(P<0.05),而在管理及人际方面的问题得分低于其他内科护士(P<0.05)。肿瘤内科护士在患者护理方面的问题的得分显著高于常模(P<0.05),而在护理专业及工作、工作量及时间分配、工作环境及资源方面的得分显著低于常模(P<0.05)。结论肿瘤内科护士职业倦怠感情况非常严重。肿瘤内科护士应该选择适宜方式和态度来缓解各种压力;医院方面也应该注重在员工交流,晋升管理,奖励等方面进行改革,为肿瘤内科护士的发展创造机会。

[ Objective] To discuss the causes of job bumout of the nurses in oncology department, explore the countermeasures. [Methods ] By using the easy sampling method, 62 nurses were collected from the oncology department of a traditional Chinese medicine hospital in Shanghai, and 62 nurses from other medicine departments were collected in the control group. MBI-GS and the nurse work pressure sources scale were applied. By means of questionnaire,the dimensions of emotional exhaustion,depersonaliza？tion, personal accomplishment, as well as the stress sources of nurses in the oncology department were analyzed statistically. [Results] The scores of the dimensions in emotional exhaustion,depersonalization,personal accomplishment of nurses in the oncol？ogy department were significantly higher than those in the control group （P 〈0.05）. The scores of the dimensions in emotional ex？haustion and depersonalization of nurses in the oncology department were significantly higher than Maslach norms （ P 〈 0. 05 ）, while the scores of personal accomplishment of nurses in the oncology department were significantly lower than Maslach norms （P 〈0.05 ）. The investigation result of pressure sources showed that the scores of workload and working time assignment of nurses in the oncology department were significantly higher than those in the control group （ F 〈 0. 05 ）,while the scores of management and person interaction were significantly lower than those in the control group （ P 〈0. 05）. The scores of patient nursing of nurses in the oncology department were significantly higher than norms （P 〈0. 05 ）,while the scores of nursing technique, workload and working time assignment,work environment and resources were significantly lower than norms （/5 〈 0. 05）. [ Conclusion ] The job bumout in nurses from the oncology department is extremely serious. On one hand, the nurses from the oncology department should choose the proper method and the right attitude to relieve the pressure from the work, the society and the life. On the other hand, the hospital management should improve the sides of the communication with employees,promotion management and award system to create the new development opportunities for all the nurses in the oncology department.