二胎政策下妇产科护理人员职业倦怠的原因分析及对策

Reason analysis and countermeasures of job burnout of obstetric and gynecological nursing staff under the two-child policy

目的探究二胎政策下妇产科护理人员职业倦怠的原因及对策。方法选取2017年5月至2019年3月我院40名妇产科护理人员作为研究对象,采用一般资料量表、护理人员压力源量表及马氏工作倦怠量表(MBI)进行问卷调查。结果不同年龄、文化水平、婚姻状况的妇产科护理人员压力源评分比较,差异无统计学意义(P>0.05)。不同工作时间、职称的妇产科护理人员压力源评分比较,差异有统计学意义(P<0.05)。妇产科护理人员职业倦怠量表各维度得分中,情感衰竭及去人格化2个维度以高分为主,分别占60.00%、45.00%,而个人成就感低落维度以低分为主,占55.00%。妇产科护理人员职业倦怠量表情感衰竭、去人格化2个维度的评分与压力源评分呈明显正相关性,个人成就感低落维度的评分与压力源评分呈明显负相关性(P<0.05)。结论二胎政策下妇产科护理人员的职业倦怠程度较严重,影响其职业倦怠的因素较多,院领导应使用有效的解决措施,消除妇产科护理人员的职业倦怠,提高护理工作质量及护理从业满意度。

Objective To investigate the reason analysis and countermeasures of job burnout of obstetric and gynecological nursing staff under the two-child policy. Methods Forty obstetric and gynecological nursing staff in our hospital from May 2017 to March 2019 were selected as the research objects, and questionnaire survey was conducted by using general information scale, nursing stress scale and Maslach burnout inventory (MBI). Results There were no significant differences in stress source scores among obstetric and gynecological nursing staff of different ages, educational levels and marital status (P>0.05). There were significant differences in stress source scores among obstetric and gynecological nursing staff with different work seniority and professional titles (P<0.05). Among all dimensions of job burnout scale for obstetric and gynecological nursing staff, high scores were found in emotional exhaustion and depersonalization, accounting for 60.00% and 45.00% respectively, while low scores were found in diminished personal accomplishment, accounting for 55.00%. The scores of emotional exhaustion and depersonalization in the job burnout scale of obstetric and gynecological nursing staff were positively correlated with the the stress source score, while the score of the diminished personal accomplishment dimension was negatively correlated with the stress source score (P<0.05). Conclusion Under the two-child policy, the degree of occupational burnout of obstetric and gynecological nursing staff is serious, and there are many factors affecting their job burnout. Hospital leaders should use effective measures to eliminate the job burnout of obstetric and gynecological nursing staff, and improve the quality of nursing work and nursing job satisfaction.