巴林特小组对咨询师职业倦怠和自我效能感的作用

Effect of Balint group on job burnout and self-efficacy of consultants

目的:探索巴林特小组模式的团体案例督导对咨询师职业倦怠和自我效能感的作用。方法:按照知情同意的原则,选取39名有职业倦怠的咨询师作为研究对象,将其随机分成研究组、对照组和空白对照组3组,每组各13名。研究组接受2周1次、共10次的巴林特小组模式的案例督导,对照组接受同频次的常规案例督导。空白对照组暂不进行干预。采用职业倦怠问卷(MBI-GS)中文版、一般自我效能感问卷(GSES)分别对3组研究对象进行基线期评估和干预后评估。结果:干预前职业倦怠和自我效能感基线值3组间差异无统计学意义(P>0.05)。研究组干预后的职业倦怠各因子均低于基线值,自我效能感高于基线值,差异有统计学意义(P<0.05);对照组干预后的去人格化和个人低成就感因子低于干预前,差异有统计学意义(P<0.05),情绪衰竭和自我效能感前后差异无统计学意义。空白对照组职业倦怠各因子及自我效能感前后差异无统计学意义。20周后,3组组间的职业倦怠和自我效能感均有差异(P<0.05)。研究组和对照组比较,职业倦怠各因子均低于对照组,自我效能感高于对照组,差异有统计学意义;研究组职业倦怠各因子均低于空白对照组,自我效能感高于空白对照组,差异有统计学意义(P<0.05);对照组的情感衰竭低于空白对照组(P<0.05),去人格化、个人低成就感及自我效能感两组间差异无统计学意义(P>0.05)。结论:巴林特小组改善咨询师的职业倦怠,提高自我效能感的效果优于常规的案例督导。

Objective:To investigate the effect of Balint group oriented case supervision on the consultant's job burnout and self-efficacy.Methods:Thirty-nine consultants with job burnout were recruited by informed consent,and randomized into group of research,control and blank( n=13 for each).Participants in the research group received case supervision on Balint group model basis biweekly for 10 consecutive sessions,and those in the control group were given conventional case supervision as the frequencies in the research group.Intervention was free for the subjects in blank group.Maslach burnout inventory-general survey(MBI-GS) and general self-efficacy scale(GSES) were used to evaluate the status of job burnout and self-efficacy at baseline level and results following intervention for the 3 groups.Results:Job burnout and self-efficacy were insignificant for the three groups at baseline level( P> 0.05),yet individual factor on the job burnout was lower,and self-efficacy was significantly higher in the research group after intervention compared to the baseline level(P<0.05).The factors of depersonalization and personal accomplishment in the control group were lower following intervention than pre-intervention(P<0.05),yet the difference was insignificant concerning emotional exhaustion and self-efficacy.There was no difference on the three factors in job burnout and self-efficacy in the blank group.The difference was significant among the three group in job burnout and self-efficacy after 20 weeks of intervention (P<0.05).Participants in the research group had lower scores on individual factors on the job burnout,and higher scores on self-efficacy than those in the blank group(P<0.05).Subjects in the control group had lower emotional exhaustion than those in the blank group,however the difference was not significant regarding depersonalization,personal accomplishment and self-efficacy( P> 0.05).Conclusion:Case supervision based on Balint group can be superior to conventional case supervision in improving the job burnout and self-efficacy of consultants.