摘要
目的调查研究医院行政管理人员职业倦怠的影响因素,以期为改善医院行政管理人员的职业倦怠提供指导依据。方法选择2021年3月—2022年3月受试者共122例,均为深圳市职业病防治院行政管理人员。采用职业倦怠量表对所有受试者均开展问卷调查,以描述性统计分析方式对量表中的情绪耗竭、人格解体以及成就感降低等维度实施评价分析。并通过单因素、多因素Logistic回归分析明确医院行政管理人员职业倦怠的影响因素。此外,采用职业认同感量表对所有受试者职业认同感进行评估,分析医院行政管理人员职业倦怠与职业认同感的关系。结果经单因素分析发现:不同年龄、婚姻状况、文化程度、工作年限、职级以及月收入均和医院行政管理人员职业倦怠评分差异有统计学意义(均P<0.05),而不同性别医院行政管理人员职业倦怠评分差异无统计学意义(P>0.05)。以医院行政管理人员职业倦怠评分为因变量,赋值为原值输入。以年龄、婚姻状况、文化程度、工作年限、职级以及月收入为自变量,赋值如下:年龄≤30岁=1,31~40岁=2,≥41岁=3;已婚=1,未婚=2;文化程度本科及以下=1,硕士=2,博士=3;工作年限≤5年=1,6~10年=2,≥11年=3;职级初级=1,中级=2,高级=3;月收入≤5000元=1,5001~10000元=2,>10000元=3。经多因素Logistic回归分析发现:年龄≥41岁、已婚、文化程度本科及以下、工作年限≥11年、职级为中级以及月收入≤5000元均为医院行政管理人员职业倦怠危险因素(均P<0.05)。无职业倦怠医院行政管理人员职业情感、职业期望、职业能力以及职业价值观评分分别为(18.04±1.41)分、(20.47±1.39)分、(21.09±2.33)分、(17.52±1.75)分,相较于有职业倦怠人员的(15.12±2.56)分、(16.62±2.58)分、(17.04±2.61)分、(15.08±2.34)分更高(均P<0.05)。结论医院行政管理人员职业倦怠情况不容乐观,应予以重点关注,并通过相关管理制度减少职业倦怠的发生。
Objective To investigate the influencing factors of job burnout of hospital administrative staff,so as to provide guidance for improving the job burnout of hospital administrative staff.Methods A total of 122 subjects from March 2021 to March 2022 were selected,all of whom were Shenzhen Prevention and Treatment Center for Oecupational Diseases administrators.All subjects were investigated with the Job burnout scale,and the dimensions of emotional exhaustion,depersonalization and decreased sense of accomplishment in the scale were evaluated and analyzed by descriptive statistical analysis.Univariate and multivariate Logistic regression analysis was used to identify the influencing factors of job burnout of hospital administrative staff.In addition,the professional identity scale was used to evaluate the professional identity of all subjects,and the relationship between job burnout and professional identity of hospital administrative staff was analyzed.Results The univariate analysis showed that there were differences in the burnout scores of hospital administrative personnel with different ages,marital status,educational level,working years,rank and monthly income(all P<0.05),while there were no differences in the burnout scores of hospital administrative personnel with different genders(P>0.05).The job burnout score of hospital administrative personnel was taken as the dependent variable,and the assigned value was the original value input.With age,marital status,education level,working years,rank and monthly income as independent variables,the values were as follows:age≤30 years=1,31-40 years=2,≥41 years=3;married=1,unmarried=2;bachelor degree or below=1,master degree=2,doctor degree=3;working years≤5 years=1,6-10 years=2,≥11 years=3;primary title=1,intermediate=2,advanced=3;monthly income≤5000 yuan=1,5001-10000 yuan=2,>10000 yuan=3.Multivariate Logistic regression analysis showed that age≥41 years old,married,bachelor degree or below,working years≥11 years,intermediate rank and monthly income≤5000 yuan were risk factors for job burnout of hospital administrative staff(all P<0.05).The scores of occupational emotion,occupational expectation,occupational ability and occupational values of hospital administrative staff without job burnout were(18.04±1.41)points,(20.47±1.39)points,(21.09±2.33)points and(17.52±1.75)points respectively,compared with those with job burnout(15.12±2.56)points,(16.62±2.58)points,(17.04±2.61)points,(15.08±2.34)points were higher(all P<0.05).Conclusion The job burnout of hospital administrative staff is not optimistic,we should pay more attention to it,and reduce the occurrence of job burnout through relevant management system.
作者
张曼华
罗军
张清标
肖舜华
戴逢春
庄新耘
郭正清
李玉晶
ZHANG Manhua;LUO Jun;ZHANG Qingbiao;XIAO Shunhua;DAI Fengchun;ZHUANG Xinyun;GUO Zhengqing;LI Yujing(Department of Medical,Shenzhen Prevention and Treatment Center for Oecupational Diseases,Shenzhen Guangdong 518000,China)
出处
《中国卫生标准管理》
2023年第10期5-9,共5页
China Health Standard Management
