高年资护士工作压力源与工作疲溃感调查研究及对策

Survey and strategies on the job stressors and burnout of senior nurses

目的：了解高年资护士的工作压力源与工作疲溃感现状，探讨减轻其压力的针对性措施,以降低高年资护士的流失率。方法采用便利抽样与整群抽样相结合的方法，应用护士工作压力源量表和工作疲溃感量表对230名护士长和高年资护士进行问卷调查。结果高年资护士及护士长的工作压力源分别为（2.62±0.56）、（2.45±0.47）分，2组比较差异有统计学意义（t=-2.465， P＜0.05）；高年资护士的情绪疲溃感、工作冷漠感和工作无成就感得分分别为（30.01±11.86）、（8.01±5.74）、（35.35±9.57）分，护士长的得分分别为（21.65±10.39）、（5.14±3.37）、（38.81±8.45）分，2组比较差异有统计学意义（t=-5.261、-4.705、2.691，均P＜0.05）；高年资护士和护士长的工作压力源与工作疲溃感的相关性分别为r=0.521、0.432，高年资护士高于护士长。结论高年资护士的工作压力源和工作疲溃感较高，护士长由于高控制性而导致工作压力源与工作疲溃感的相关性低于高年资护士，应基于磁性医院的相关理念降低高年资护士的工作疲溃感，稳定护理队伍，吸引和留住优秀专业护理人才。

Objective To investigate the job stressors and burnout of senior nurses, and explore the possible strategies for alleviating stress and reduction of demission rate of senior nurses. Methods Two hundred and thirty head nurses and senior nurses were included in this study. Nurse Job Stressors Inventory (NJSI) and Maslach Burnout Inventory (MBI) were applied to evaluate the burnout and work-related stress of nurses with the combination of convenience sampling and cluster sampling. Results The NJSI scores of senior nurses and head nurses were (2.62 ± 0.56) points, (2.45 ± 0.47) points, the two scores were significantly different (t=-2.465,P<0.05); the scores of three dimensions of MBI in senior nurses were (30.01±11.86) points, (8.01±5.74) points, (35.35±9.57) points, while the scores in head nurses were (21.65±10.39) points, (5.14±3.37) points, (38.81±8.45) points. Statistically significant difference was seen between the two groups (t=-5.261,-4.705, 2.691,P<0.05). There was a higher positive correlation between job stressors and burnout of senior nurses (r=0.521) than head nurses (r=0.432). Conclusions The level of job burnout is higher in senior nurses than head nurses, attributing to the higher controllability of head nurses. It is suggested to reduce the job burnout of senior nurses and to keep senior nurses in the profession fields, based on the theory of magnetic hospital.