Implementation context and burnout among Department of Veterans Affairs psychotherapists prior to and during the COVID-19 pandemic.
Implementation context and burnout among Department of Veterans Affairs psychotherapists prior to and during the COVID-19 pandemic.
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DOI：
10.1016/j.jad.2022.09.141
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发表时间：
2023-01-01
影响因子：
6.6
通讯作者：
Sayer, Nina A.
中科院分区：
文献类型：
--
作者：
Rosen, Craig S.;Kaplan, Adam N.;Nelson, David B.;La Bash, Heidi;Chard, Kathleen M.;Eftekhari, Afsoon;Kehle-Forbes, Shannon;Stirman, Shannon Wiltsey;Sayer, Nina A.
本研究的第一个目标是评估心理治疗师在 COVID-19 大流行之前 (T1) 和期间 (T2) 职业倦怠的纵向变化。第二个目标是评估工作要求、工作资源（包括对循证心理治疗（EBP）的组织支持）和流行病相关压力（仅限 T2）对倦怠的影响。美国退伍军人事务部 (VA) 机构中为创伤后应激障碍提供 EBP 的心理治疗师完成了调查，评估了 COVID-19 大流行之前（T1；n = 346）和期间（T2；n = 193）的倦怠、工作资源和工作要求。倦怠发生率从 T1 时的 40% 增加到 T2 时的 56% (p < .001)。在 T1，更强的实施氛围和实施领导力 (p < .001) 以及仅提供认知处理疗法（而不是使用长期暴露疗法或两种疗法；p < .05）可降低倦怠风险。 T2 倦怠的风险因素包括 T1 倦怠、流行病相关的压力、对何时以及如何提供 EBP 的控制能力较差、女性以及作为心理学家而不是社会工作者 (p < .02)。实施领导力并没有降低 T2 阶段的倦怠风险。这项研究涉及未直接参与治疗 COVID-19 的工作人员，他们所在的医疗保健系统准备向远程医疗服务过渡。对使用 EBP 的组织支持降低了大流行之前而非期间的倦怠风险。与大流行相关的压力，而不是工作要求的增加，导致了大流行期间的倦怠加剧。减少倦怠的综合方法必须解决工作要求和个人压力源的影响。
The first goal of this study was to assess longitudinal changes in burnout among psychotherapists prior to (T1) and during the COVID-19 pandemic (T2). The second objective was to assess the effects of job demands, job resources (including organizational support for evidence-based psychotherapies, or EBPs) and pandemic-related stress (T2 only) on burnout. Psychotherapists providing EBPs for posttraumatic stress disorder in U.S. Department of Veterans Affairs (VA) facilities completed surveys assessing burnout, job resources, and job demands prior to (T1; n = 346) and during (T2; n = 193) the COVID-19 pandemic. Burnout prevalence increased from 40 % at T1 to 56 % at T2 (p < .001). At T1, stronger implementation climate and implementation leadership (p < .001) and provision of only cognitive processing therapy (rather than use of prolonged exposure therapy or both treatments; p < .05) reduced burnout risk. Risk factors for burnout at T2 included T1 burnout, pandemic-related stress, less control over when and how to deliver EBPs, being female, and being a psychologist rather than social worker (p < .02). Implementation leadership did not reduce risk of burnout at T2. This study involved staff not directly involved in treating COVID-19, in a healthcare system poised to transition to telehealth delivery. Organizational support for using EBPs reduced burnout risk prior to but not during the pandemic. Pandemic related stress rather than increased work demands contributed to elevated burnout during the pandemic. A comprehensive approach to reducing burnout must address the effects of both work demands and personal stressors.
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DOI：
10.3390/ijerph18158172
发表时间：
2021-08-02
影响因子：
--
作者：
Gualano MR;Sinigaglia T;Lo Moro G;Rousset S;Cremona A;Bert F;Siliquini R
通讯作者：
Siliquini R
影响因子：
13.8
作者：
Frank E;Zhao Z;Fang Y;Rotenstein LS;Sen S;Guille C
通讯作者：
Guille C
DOI：
10.1186/s13012-017-0705-6
发表时间：
2018-01-08
期刊：
Implementation science : IS
影响因子：
--
作者：
Lyon AR;Cook CR;Brown EC;Locke J;Davis C;Ehrhart M;Aarons GA
通讯作者：
Aarons GA
影响因子：
1.5
作者：
Kim, Joanna J.;Brookman-Frazee, Lauren;Lau, Anna S.
通讯作者：
Lau, Anna S.
影响因子：
2.7
作者：
Bui THT;Tran TMD;Nguyen TNT;Vu TC;Ngo XD;Nguyen THP;Do TLH
通讯作者：
Do TLH