COVID-related work changes, burnout, and turnover intentions in mental health providers: A moderated mediation analysis.
COVID-related work changes, burnout, and turnover intentions in mental health providers: A moderated mediation analysis.
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精神卫生提供者与covid相关的工作变化、倦怠和离职意向：一项有调节的中介分析
DOI：
10.1037/prj0000480
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发表时间：
2021-09
影响因子：
1.9
通讯作者：
Aarons GA
中科院分区：
文献类型：
--
作者：
Sklar M;Ehrhart MG;Aarons GA
新型冠状病毒病（COVID-19）严重影响了精神卫生服务的提供。要求供应商作出重大改变，可能导致工作倦怠加剧，进而增加离职意向。本研究通过工作需求-资源（JD-R）模型，研究了COVID-19背景下精神卫生服务提供者的职业倦怠。我们研究了工作变化对倦怠和随后的离职意向的影响，以及工作和个人资源如何缓冲COVID-19导致的工作变化对倦怠的影响程度。美国中西部一个州的6个社区精神卫生中心（CMHCs）的服务提供者（n=93）完成了调查，作为实施循证做法的服务合同的一部分。通径分析通过职业倦怠检验了工作变化与离职意向之间的无条件间接关系。有调节的中介决定了工作变化通过倦怠对离职意向的间接影响是否因工作和个人资源的不同而强度不同。工作变化通过倦怠对离职意向有显著的间接影响（= 0.140,95% CI= 0.072, 0.217）。这种间接效应随着两种工作资源——组织信任和感知组织支持的作用而变化。只有当工作变化少、工作资源水平高时，倦怠感才相对较低。当工作变化很大时，不同层次的工作资源的倦怠程度也同样很高。为了最大限度地减少职业倦怠，组织应该尽可能地限制任务、环境和团队相关工作的变化。
The novel coronavirus disease (COVID-19) has drastically impacted the provision of mental health services. Changes required of providers were substantial and could lead to increased burnout and, subsequently, increased turnover intentions. This study examined burnout experienced by mental health services providers in the context of COVID-19 and through the lens of the job demands-resources (JD-R) model. We examined the effects of work changes on burnout and subsequent turnover intentions, and how job and personal resources may have buffered the extent to which work changes due to COVID-19 impacted burnout. Service providers (n=93) from 6 community mental health centers (CMHCs) in one Midwestern state in the United States completed surveys as part of service contracts to implement evidence-based practices. Path analysis tested the unconditional indirect relations between work changes and turnover intentions through burnout. Moderated mediation determined whether the indirect effect of work changes on turnover intentions via burnout varied in strength by job and personal resources. Work changes had a significant indirect effect on turnover intentions through burnout (=.140, 95% CI=.072, .217). This indirect effect varied as a function of two job resources, organizational trust and perceived organizational support. Burnout was relatively low only when work changes were low and job resources levels high. When work changes were high, burnout was similarly high across levels of job resources. To minimize burnout, organizations should limit task, setting, and team-related work changes to the extent possible.
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影响因子：
2
作者：
Kath, Lisa M.;Stichler, Jaynelle F.;Ehrhart, Mark G.
通讯作者：
Ehrhart, Mark G.
影响因子：
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影响因子：
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作者：
Demerouti, E;Bakker, AB;Schaufeli, WB
通讯作者：
Schaufeli, WB
影响因子：
9.9
作者：
EISENBERGER, R;HUNTINGTON, R;SOWA, D
通讯作者：
SOWA, D