评估影响长期护理人员情绪症状的可修改环境工作因素
Kelly Doran1, Douglas Gyamfi1, Lauren Anderson1
1From University of Maryland Baltimore, School of Nursing.
Journal of gerontological nursing
|September 15, 2025
概括
组织正义显著减少了长期护理 (LTC) 工作者的情绪症状,解释了15%的差异. 这一发现对于制定改善员工福祉和减少员工流动的干预措施至关重要.
科学领域:
- 职业健康 职业健康 职业健康
- 心理学 心理学 心理学
- 社会学 社会学 社会学
背景情况:
- 长期护理 (LTC) 工作者面临着重要的工作场所压力因素.
- 在LTC的高周转率与不良情绪症状有关.
- 识别可修改的环境因素是提高员工福祉的关键.
研究的目的:
- 调查影响LTC工作人员情绪症状的环境工作因素.
- 为旨在减少情绪症状和周转的干预措施奠定基础.
- 探索组织正义在LTC员工心理健康中的作用.
主要方法:
- 一项描述性研究,利用6个工作场所的112名LTC工人的基线数据.
- 自我报告的调查使用抑郁焦虑和压力尺度 (DASS-21) 评估情绪症状.
- 环境因素,包括工作需求,决策权力,工作职责,社会支持和组织正义,都使用了"工作压力模型"来衡量.
主要成果:
- 发现组织正义是情绪症状的重要预测因素.
- 在控制年龄后,组织正义解释了情绪症状变异的15% (β = 0.361,p ≤ 0.001).
- 其他测量因素在控制年龄和组织正义后没有显著的影响.
结论:
- 加强组织正义可能成为LTC员工对情绪症状的保护因素.
- 这些发现为寻求开发有针对性的干预措施的管理者和研究人员提供了宝贵的见解.
- 改善工作场所环境,特别是关注组织正义,可以减轻情绪障碍,并可能减少长期护理部门的员工流动.
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