Introduction: Mental conditions for work among workers are related to clinical performance and influenced by colleagues within the same workplace. The aim of study was to examine the work engagement and burnout of sta...Introduction: Mental conditions for work among workers are related to clinical performance and influenced by colleagues within the same workplace. The aim of study was to examine the work engagement and burnout of staff midwives working on maternity and labor wards and to determine the factors related to high work engagement of staff midwives, including their immediate superiors’ work engagement and burnout. Methods: A cross-sectional questionnaire survey was employed in Japan. Questionnaires were distributed to 452 midwives/nurses working on maternity and labor wards of 20 hospitals and responses from 96 staff midwives and 17 of their immediate superiors were analyzed. Work engagement and burnout (exhaustion, cynicism, and professional efficacy) were assessed by the Utrecht Work Engagement Scale and the Maslach Burnout Inventory-General Survey, respectively. To examine the association of work engagement among staff midwives with their ages, marital status and work engagement and burnout of their superiors, logistic regression analysis was conducted. Results: Immediate superiors showed significantly higher level of work engagement than staff midwives, while there was no difference in the burnout. High work engagement of staff midwives was significantly correlated with the professional efficacy (AOR 1.93, 95% CI 1.12 - 3.33) and cynicism (AOR 2.01, 95% CI, 1.04 - 3.90) of their immediate superiors. There was no correlation of work engagement between them. Conclusions: High work engagement of staff midwives was correlated to high professional efficacy and cynicism of their immediate superiors, suggesting that there might be crossover effects on mental conditions for work between staff midwives and their immediate superiors.展开更多
<strong>Introduction:</strong> Burnout syndrome is one of the many forms of suffering at work that affects healthcare professionals. It is still little diagnosed in Benin. <strong>Objectives:</str...<strong>Introduction:</strong> Burnout syndrome is one of the many forms of suffering at work that affects healthcare professionals. It is still little diagnosed in Benin. <strong>Objectives:</strong> the objective was to assess the prevalence of burnout among the nursing staff of a Zone Hospital (HZ) in Cotonou. <strong>Study Methods:</strong> This was a descriptive and analytical cross-sectional study, which took place from September to October 2019 and included all personnel assigned to care. This has been submitted to the Malasch Burnout Inventory (MBI). The data collected was analyzed using STATA software version 15. A logistic regression made it possible to identify those associated with burnout. The significance level was 5%. <strong>Result: </strong>A total of 173 caregivers were included, including 118 women, for a sex ratio of 0.47. The mean age was 39 ± 10.1 years. The study population consisted of 33.5% nursing assistants, 24.3% nurses, 24.2% physicians, 7.5% midwives, and 8.6% other health professionals. The prevalence of burnout was 30.6% of which 2.3% were severe cases. As a result of burnout, 33% of officers and 19.08% experienced depersonalization and 10.4% experienced a sense of low personal achievement. The associated factors identified were female sex (p < 0.0001), lack of time devoted to her family (p = 0.04), receiving negative remarks on this lack of availability towards her family (p = 0.04), and work in a poor professional climate (p = 0.03). <strong>Conclusion:</strong> the prevalence of burnout among caregivers is high. Improving the professional climate and family relations are avenues for prevention.展开更多
目的评价激励化管理对护理人员工作质量的影响。方法回顾性分析2021年1—12月山东大学附属儿童医院儿科实施常规管理的13名护理人员作为对照组,2022年1—12月山东大学附属儿童医院儿科实施激励化管理的12名护理人员作为观察组。比较不...目的评价激励化管理对护理人员工作质量的影响。方法回顾性分析2021年1—12月山东大学附属儿童医院儿科实施常规管理的13名护理人员作为对照组,2022年1—12月山东大学附属儿童医院儿科实施激励化管理的12名护理人员作为观察组。比较不同管理模式对2组护理人员工作质量的影响。结果观察组个人成就感评分为(39.87±4.12)分,高于对照组的(33.37±3.90)分;观察组情感耗竭、去人格化评分分别为(23.34±3.86)分、(9.12±1.34)分,低于对照组的(30.96±5.17)分、(14.40±1.32)分,差异有统计学意义(P<0.05)。观察组工作投入量表(utrecht work engagement scale,UWES)评分高于对照组,差异有统计学意义(P<0.05)。观察组职业获益感评分高于对照组,差异有统计学意义(P<0.05)。观察组护理水平评分高于对照组,差异有统计学意义(P<0.05)。观察组核心胜任力评分高于对照组,差异有统计学意义(P<0.05)。结论激励化管理对护理人员工作质量提高具有积极影响,可减轻护理人员职业倦怠感,提升工作投入状况、职业获益感及护理水平。展开更多
文摘Introduction: Mental conditions for work among workers are related to clinical performance and influenced by colleagues within the same workplace. The aim of study was to examine the work engagement and burnout of staff midwives working on maternity and labor wards and to determine the factors related to high work engagement of staff midwives, including their immediate superiors’ work engagement and burnout. Methods: A cross-sectional questionnaire survey was employed in Japan. Questionnaires were distributed to 452 midwives/nurses working on maternity and labor wards of 20 hospitals and responses from 96 staff midwives and 17 of their immediate superiors were analyzed. Work engagement and burnout (exhaustion, cynicism, and professional efficacy) were assessed by the Utrecht Work Engagement Scale and the Maslach Burnout Inventory-General Survey, respectively. To examine the association of work engagement among staff midwives with their ages, marital status and work engagement and burnout of their superiors, logistic regression analysis was conducted. Results: Immediate superiors showed significantly higher level of work engagement than staff midwives, while there was no difference in the burnout. High work engagement of staff midwives was significantly correlated with the professional efficacy (AOR 1.93, 95% CI 1.12 - 3.33) and cynicism (AOR 2.01, 95% CI, 1.04 - 3.90) of their immediate superiors. There was no correlation of work engagement between them. Conclusions: High work engagement of staff midwives was correlated to high professional efficacy and cynicism of their immediate superiors, suggesting that there might be crossover effects on mental conditions for work between staff midwives and their immediate superiors.
文摘<strong>Introduction:</strong> Burnout syndrome is one of the many forms of suffering at work that affects healthcare professionals. It is still little diagnosed in Benin. <strong>Objectives:</strong> the objective was to assess the prevalence of burnout among the nursing staff of a Zone Hospital (HZ) in Cotonou. <strong>Study Methods:</strong> This was a descriptive and analytical cross-sectional study, which took place from September to October 2019 and included all personnel assigned to care. This has been submitted to the Malasch Burnout Inventory (MBI). The data collected was analyzed using STATA software version 15. A logistic regression made it possible to identify those associated with burnout. The significance level was 5%. <strong>Result: </strong>A total of 173 caregivers were included, including 118 women, for a sex ratio of 0.47. The mean age was 39 ± 10.1 years. The study population consisted of 33.5% nursing assistants, 24.3% nurses, 24.2% physicians, 7.5% midwives, and 8.6% other health professionals. The prevalence of burnout was 30.6% of which 2.3% were severe cases. As a result of burnout, 33% of officers and 19.08% experienced depersonalization and 10.4% experienced a sense of low personal achievement. The associated factors identified were female sex (p < 0.0001), lack of time devoted to her family (p = 0.04), receiving negative remarks on this lack of availability towards her family (p = 0.04), and work in a poor professional climate (p = 0.03). <strong>Conclusion:</strong> the prevalence of burnout among caregivers is high. Improving the professional climate and family relations are avenues for prevention.
文摘目的评价激励化管理对护理人员工作质量的影响。方法回顾性分析2021年1—12月山东大学附属儿童医院儿科实施常规管理的13名护理人员作为对照组,2022年1—12月山东大学附属儿童医院儿科实施激励化管理的12名护理人员作为观察组。比较不同管理模式对2组护理人员工作质量的影响。结果观察组个人成就感评分为(39.87±4.12)分,高于对照组的(33.37±3.90)分;观察组情感耗竭、去人格化评分分别为(23.34±3.86)分、(9.12±1.34)分,低于对照组的(30.96±5.17)分、(14.40±1.32)分,差异有统计学意义(P<0.05)。观察组工作投入量表(utrecht work engagement scale,UWES)评分高于对照组,差异有统计学意义(P<0.05)。观察组职业获益感评分高于对照组,差异有统计学意义(P<0.05)。观察组护理水平评分高于对照组,差异有统计学意义(P<0.05)。观察组核心胜任力评分高于对照组,差异有统计学意义(P<0.05)。结论激励化管理对护理人员工作质量提高具有积极影响,可减轻护理人员职业倦怠感,提升工作投入状况、职业获益感及护理水平。
