组织气候,工作满意度和护理人员的倦怠感
Mirian Cristina Dos Santos Almeida1, Vinicius Gomes Barros2, Silmar Maria da Silva3
1Departamento de Enfermagem, Universidade Federal de Tocantins, Palmas, TO, Brazil.
概括
积极的组织气候和工作满意度显著降低了护理人员的倦怠. 这些因素起到保护因素的作用,防止情绪疲和非个性化,改善整体幸福感和患者护理质量.
科学领域:
- 护理 护理 护理
- 职业健康 职业健康 职业健康
- 心理学 心理学 心理学
背景情况:
- 倦怠症候群,以情绪疲,非个性化和职业成就减少为特征,显著影响护理工作者的心理健康.
- 这种情况会对服务质量和患者安全产生不利影响.
研究的目的:
- 为了研究组织气候,工作满意度和护理专业人员的倦怠之间的关系.
- 确定护理劳动力的潜在保护因素,防止护理劳动力的倦怠.
主要方法:
- 一项涉及534名巴西护理工作者的横截面研究.
- 使用了卫生组织的组织气候尺度,工作满意度调查问卷 (S20/23) 和Maslach Burnout库存.
- 使用描述性分析和相关性测试来分析数据.
主要成果:
- 组织气候和工作满意度通常被评为正常.
- 燃烧表现为中度的情绪疲,低的非个性化和高的职业成就.
- 在工作满意度和组织气候之间观察到强烈的正相关性. 在情绪疲和组织气候和工作满意度之间,以及在非个性化和工作满意度之间,发现了中等的负相关性.
结论:
- 组织气候和工作满意度都显示出与倦怠程度的负相关性.
- 这些因素似乎可以作为护理专业人员防范倦怠的保护因素.
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