Work stress associated cool down reactions among nurses and hospital physicians and their relation to burnout symptoms
Work stress associated cool down reactions among nurses and hospital physicians and their relation to burnout symptoms
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DOI：
10.1186/s12913-017-2445-3
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发表时间：
2017-08-10
影响因子：
2.8
通讯作者：
Poier, Desiree
中科院分区：
文献类型：
--
作者：
Buessing, Arndt;Falkenberg, Zarah;Poier, Desiree
背景资料：医院员工的工作压力很大，他们必须找到适应和应对的策略，当他们在持续的工作压力下感受到情绪疲惫和工作不满时，他们的反应之一可能是情绪退缩。这种情感上的距离可以被视为一种适应性策略，以保持工作中的“功能性”。这两种情绪衰竭和情绪距离的感知作为一种策略，可以操作为“冷静”。我们假设工作压力相关变量与冷静反应呈正相关，而内部和外部资源则呈负相关，可能会起到缓冲情绪距离的作用。此外，我们认为，护士和医生和妇女和男子之间的压力和工作负担的看法可能是不同的，但不是他们的冷静的反应作为一个strategy.Methods：匿名横断面调查标准化的工具，1384名医疗保健专业人员（66%的护士，34%的医院医生）。方差分析，相关分析和逐步回归分析，分析需求和资源对冷却反应的影响。结果：冷却指数（CDI），冷却反应的频率和强度没有显着差异，女性和男性之间，而女性和男性的倦怠症状，压力感知和感知的工作负担显着不同。在职业方面，冷静和压力知觉没有显著差异，但倦怠和工作负担。对于护士，“情绪衰竭”是最好的CDI预测因子（51%解释方差），而在医生中，它是“人格解体”（44%解释方差）。在可能缓冲冷却反应的假定资源中，只有团队满意度和情境意识有一定的影响，但没有自我效能expectation.Conclusion：护士和医生（以及女性和男性）的情绪衰竭和疏远的看法似乎是不同的，但不是他们的适应性冷却反应。数据将支持这样的概念，即结构性的支持方法首先需要控制和消除工作压力，其次是多方面的方法来加强和支持医院工作人员的资源和弹性。
Background: Hospital staff experience high level of work stress and they have to find strategies to adapt and react to it. When they perceive emotional exhaustion and job dissatisfaction in response to constant work stress, one reaction might be emotional withdrawal. This emotional distancing can be seen as an adaptive strategy to keep 'functionality' in the job. Both, perception of emotional exhaustion and emotional distancing as a strategy, can be operationalized as 'Cool Down'. We assume that work stress associated variables are positively associated with Cool Down reactions, while internal and external resources are negatively associated and might function as a buffer against emotional distancing. Moreover, we assume that the perception of stress and work burden might be different between nurses and physicians and women and men, but not their cool down reactions as a strategy.Methods: Anonymous cross-sectional survey with standardized instruments among 1384 health care professionals (66% nurses, 34% hospital physicians). Analyses of variance, correlation and also stepwise regression analyses were performed to analyze the influence of demands and resources on Cool Down reactions.Results: As measured with the Cool Down Index (CDI), frequency and strength of Cool Down reactions did not significantly differ between women and men, while women and men differ significantly for their burnout symptoms, stress perception and perceived work burden. With respect to profession, Cool Down and stress perception were not significantly different, but burnout and work burden. For nurses, "Emotional Exhaustion" was the best CDI predictor (51% explained variance), while in physicians it was "Depersonalization" (44% explained variance). Among putative resources which might buffer against Cool Down reactions, only team satisfaction and situational awareness had some influence, but not self-efficacy expectation.Conclusion: The perceptions of emotional exhaustion and distancing of nurses and physicians (and women and men) seems to be different, but not their adaptive Cool Down reactions. Data would support the notion that a structural approach of support would require first to control and eliminate work stressors, and second a multifaceted approach to strengthen and support hospital staff's resources and resilience.