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在学术护理环境中探索倦怠和领导力缓解计划

Jennifer Saylor¹, Jennifer Evans, Dawn Goodolf

¹Author Affiliations: School of Nursing, University of Delaware, Newark, Delaware (Dr Saylor); University of Southern Indiana, Evansville, Indiana (Dr Evans); Helen S. Breidegam School of Nursing and Public Health, Moravian University, Bethlehem, Pennsylvania (Dr Goodolf); Loma Linda University School of Nursing, Loma Linda, California (Dr Martin); Samuel Merritt University College of Nursing, Oakland, California (Dr Martin); and AltaMed Institute for Health Equity (AIHE), Los Angeles, California (Dr Martinez-Hollingsworth).

|December 13, 2024

概括

学术护士领导者认识到员工倦怠是一个重大挑战,往往导致辞职. 然而,很少有护理学校实施有效的减轻倦怠策略,这突出了解决教师和员工福祉问题的关键差距.

科学领域:

护理教育护理教育
学术领导力学术领导力
组织心理学组织心理学

背景情况:

员工倦怠对高等教育护理部门的运营能力构成风险.
关于在护理学院和学校内燃烧的具体挑战和表现的研究有限.

研究的目的:

调查学术护士领导者对护理高等教育中员工倦怠的看法.
确定大学和护理学校使用的被认为是减轻倦怠的策略.

主要方法:

使用了一种描述性,横截面的调查设计.
这项研究调查了副院长,商务官员和组织领导网络成员 (n=105).
该调查的重点是确定倦怠的流行率和当前的缓解策略.

主要成果:

超过57%的学术领导者将员工倦怠视为一个主要或显著的挑战.
倦怠的最常见表现包括员工辞职 (56.86%) 和填补职位的困难 (54.90%).
一小部分机构报告了教师 (13.33%) 和工作人员 (6.67%) 积极的倦怠缓解策略.

结论:

承认倦怠是一个关键问题和实施有针对性的缓解策略之间存在重大差异.
创造支持性的工作环境和促进专业发展是减少倦怠的关键领导力行动.
解决倦怠问题对于提高护理教育中员工整体福利和部门功能至关重要.

关键词:

学术护士领导者,护士领导者健康的工作环境健康的工作环境.护理学院护理学院护理学校的学校的护理.工作与生活的平衡.

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