Burnout among employees in human service work: design and baseline findings of the PUMA study
Burnout among employees in human service work: design and baseline findings of the PUMA study
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DOI：
10.1080/14034940510032275
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发表时间：
2006-02-01
影响因子：
3.4
通讯作者：
Kristensen, TS
中科院分区：
文献类型：
--
作者：
Borritz, M;Rugulies, R;Kristensen, TS
目的：介绍丹麦第一项关于职业倦怠的决定因素和后果的研究的理论框架、设计、方法和基线研究结果，以及工作场所干预对人类服务工作组织的影响。方法：一项为期5年的前瞻性干预研究，包括来自社会保障办公室、精神病院、严重残疾机构、医院和家庭护理服务等不同机构的2391名员工。在基线和两次随访时收集数据。作者开发了一个新的职业倦怠工具（哥本哈根职业倦怠量表），涵盖了工作相关、客户相关和个人职业倦怠。该研究包括职业倦怠的潜在决定因素（如工作心理环境、工作之外的社会关系、生活方式因素和个性方面）和职业倦怠的后果（如健康状况不佳、工作满意度低、离职和缺勤）。在这里，重点是对研究人群基线的描述，包括工作倦怠与心理社会工作环境量表和缺勤的关系。结果：基线有效率为80.1%。助产士和家庭护理人员在工作和客户相关方面的倦怠程度都很高。监狱官员与客户相关的倦怠程度最高。主管和办公室助理在这两个量表上的水平都较低。工作倦怠与工作满意度（r=-0.51）、定量需求（r=0.48）、角色冲突（r=0.44）、情感需求（r=0.42）的相关性最高。在工作倦怠程度最高和最低四分之一的参与者中，病假天数分别为13.9天和6.0天。结论：研究结果表明，研究设计和方法足以对即将到来的职业倦怠的病因和后果以及工作场所干预的影响进行前瞻性分析。
Aim: To present the theoretical framework, design, methods, and baseline findings of the first Danish study on determinants and consequences of burnout, and the impact of workplace interventions in human service work organizations. Method: A 5-year prospective intervention study comprising 2,391 employees from different organizations in the human service sector: social security offices, psychiatric prison, institutions for severely disabled, hospitals, and homecare services. Data were collected at baseline and at two follow-ups. The authors developed a new burnout tool ( the Copenhagen Burnout Inventory) covering workrelated, client-related, and personal burnout. The study includes potential determinants of burnout ( e. g. the psychosocial work environment, social relations outside work, lifestyle factors, and personality aspects) and consequences of burnout ( e. g. poor health, low job satisfaction, turnover, and absenteeism). Here, the focus is on the description of the study population at baseline, including associations of work burnout with psychosocial work environment scales and absence. Results: Response rate at baseline was 80.1%. Midwives and homecare workers had high levels on both work- and client-related burnout. Prison officers had the highest level on client-related burnout. Supervisors and office assistants had low levels on both scales. Work burnout showed the highest correlations with job satisfaction ( r=-0.51), quantitative demands ( r=0.48), role-conflicts ( r=0.44), and emotional demands ( r=0.42). Sickness absence was 13.9 vs 6.0 days among participants in the highest and lowest work burnout quartile, respectively. Conclusion: The findings indicate that study design and methods are adequate for the upcoming prospective analyses of aetiology and consequences of burnout and of the impact of workplace interventions.