工作地点决策中的自主性和行为健康提供者的倦怠:从COVID-19中吸取的教训
H Myra Kim1,2, Peter P Grau1,3, Rebecca K Sripada1,3
1Ann Arbor Department of Veterans Affairs Center for Clinical Management Research, Ann Arbor, MI 48105, USA.
Journal of affective disorders reports
|November 7, 2024
概括
在工作地点选择中的自主性,而不仅仅是远程工作,可能会减少行为健康提供者的倦怠. 对工作地点的更大控制与较低的就业倦怠率有关.
科学领域:
- 职业健康 职业健康 职业健康
- 精神病学是一个精神病学.
- 医疗保健服务研究 医疗服务研究
背景情况:
- 工作地点的灵活性可能会影响员工的倦怠.
- 对于医疗保健提供者来说,了解工作场所的自主性和倦怠之间的关系至关重要.
研究的目的:
- 评估工作地点决策中的自主性与行为健康提供者之间的倦怠之间的关联.
- 为了确定对工作地点的更大控制是否与减少倦怠相关.
主要方法:
- 利用了2020年退伍军人健康管理年度所有员工调查数据,来自129个医疗机构.
- 根据远程工作频率和COVID-19前和期间的原因,分类行为健康提供者成六组.
- 分析了燃烧率,调整了工作负载等共变量.
主要成果:
- 心理学家的燃烧率最高 (40.1%),其次是精神病医生 (35.6%) 和社会工作者 (31.0%).
- 在COVID-19期间新获批准远程工作的提供者与选择不远程工作的人相比,燃烧率更高.
- 选择面对面工作的提供者比以前无法远程工作的提供者报告的燃烧率更低.
结论:
- 在工作地点决策中的自主性在减少倦怠方面似乎比单独的远程工作能力更为重要.
- 赋予行为健康提供者更多对工作环境的控制权可能是缓解倦怠的关键.
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