医务人员职业倦怠、工作满意度及离职意愿与隐性缺勤关系研究

Associations Analysis of Burnout, Job satisfaction and Turnover Intention with Presenteeism among Medical Staffs

目的:了解县级公立医院医务人员隐性缺勤的现状,探讨职业倦怠、工作满意度、离职意愿对隐性缺勤的影响。方法:分层抽取盐城市大丰人民医院300名医务人员进行问卷调查,调查内容包括个体基本特征、职业倦怠量表通用版、工作满意度、离职意愿及斯坦福隐性缺勤问卷(SPS-6),多因素分析用嵌套线性回归模型。结果:医务人员隐性缺勤得分的均数为16.32±3.88分,情感耗竭均数为2.61±1.23分,情感疏远2.20±1.25分,成就感低落为2.69±1.30分,57.75%的医护人员总体上自评工作满意,34.51%的有离职倾向。多因素回归分析表明,情感耗竭(β=0.79,P<0.001)、情感疏远(β=0.72,P<0.001)及成就感低落(β=0.66,P<0.001)与隐性缺勤正相关;工作满意度与隐性缺勤负相关(β=-1.22,P<0.001);离职意愿与隐性缺勤呈正相关(β=0.53,P<0.001);自评健康与隐性缺勤负相关(β=-0.80^-1.44,P<0.001)。结论:职业倦怠、工作满意度、离职意愿及自评健康是影响医务人员隐性缺勤的因素。医院应加强工作场所的干预,提高工作满意度,减少隐性缺勤。

Objective： To analyze the status of physicians＇ presenteeism at the county public hospital, and to analyze the associations of burnout, job satisfaction and turnover intention with presenteeism. Methods： 300 physicians and nurses stratified sampled from Yancheng Dafeng people＇ s hospital were investigated. The survey included individual characteristics, the Maslach Burnout Inventory, job satisfaction, turnover intention and the SPS-6 Scale. Hierarchical linear regression models were employed to identify the relationships among them. Results： The respondents were on average 16.32 ± 3.88 scores of absenteeism, 2.61 ± 1.23 scores of emotional exhaustion, 2.20 ± 1.25 scores of the alienation, 2.69 ± 1.30 scores of reduced personal accomplishment. 57.75% of respondents felt satisfied with their work status, and 34.51% had the intentions to withdraw from their present job. Hierarchical regression indicated that presenteeism had positive relationships with emotional exhaustion, cynicism, reduced personal accomplishment and the turnover intentions, but negatively correlated with job satisfaction, self-reported health. Conclusion ： Burnout, job satisfaction, the turnover intention and self-reported health are associated with presenteeism. Some interventions and organizational support should be strengthened to improve physicians＇ job satisfaction, so as to decrease their presenteeism.