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山东大学学报 (医学版) ›› 2023, Vol. 61 ›› Issue (2): 102-109.doi: 10.6040/j.issn.1671-7554.0.2022.0664

• 医学心理学 • 上一篇    下一篇

疾控人员职业倦怠潜在剖面分析及与工作特征的关系

蒋莉莉1,2,吴柳柳1,徐新阳2,张晓荣2,曹枫林1,辛育恒3   

  1. 1.山东大学齐鲁医学院护理与康复学院健康心理研究所, 山东 济南 250012;2.山东大学齐鲁医学院口腔医学院·口腔医院医院感染管理部, 山东 济南 250012;3.济南市妇幼保健院医疗质量管理办公室, 山东 济南 250001
  • 发布日期:2023-02-17
  • 通讯作者: 曹枫林. E-mail:caofenglin2008@126.com;辛育恒. E-mail:13573152957@163.com
  • 基金资助:
    山东大学新冠肺炎应急攻关科研专项(2020XGD02)

Latent profile analysis of burnout and its relation with work characteristics among CDC staff

JIANG Lili1,2, WU Liuliu1, XU Xinyang2, ZHANG Xiaorong2, CAO Fenglin1, XIN Yuheng3   

  1. 1. Department of Health Psychology, School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan 250012, Shandong, China;
    2. Department of Healthcare-associated Infection Management, School and Hospital of Stomatology, Cheeloo College of Medicine, Shandong University, Jinan 250012, Shandong, China;
    3. Department of Medical Quality Management, Jinan Maternity and Child Care Hospital, Jinan 250001, Shandong, China
  • Published:2023-02-17

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摘要： 目的 通过对疾控(CDC)人员职业倦怠进行潜在剖面分析识别不同的职业倦怠类别,探讨工作特征各维度与职业倦怠类别间的独立效应。 方法 采用中文版职业倦怠量表(MBI-GS)、工作特征量表和自编一般资料调查表对943名疾控人员进行调查。使用潜在剖面分析方法识别疾控人员职业倦怠潜在类别,多分类Logistic回归分析探讨工作特征各维度与不同职业倦怠类别间的独立效应。 结果 疾控人员职业倦怠存在3种类别:低倦怠型(Ⅰ,54.7%)、高倦怠型(Ⅱ,24.1%)和成就感低落型(Ⅲ,21.2%)。高工作反馈、高工作意义是个体进入高倦怠型组的独立保护因素(OR=0.561;OR=0.612),高工作负荷、高工作对个体控制及情绪表达的要求是个体进入高倦怠型组的独立风险因素(OR=1.693;OR=1.770);高工作自主性是个体进入成就感低落型组的独立风险因素(OR=1.810),高工作对个体控制及情绪表达的要求是个体进入成就感低落型组的独立保护因素(OR=0.582)。 结论 疾控人员可区分出3种潜在职业倦怠类别,工作特征不同维度与潜在职业倦怠类别间存在独立效应。

关键词: 职业倦怠, 工作特征, 潜在剖面分析, 独立效应, 疾控人员

Abstract: Objective To identify different categories of job burnout among staff of Center for Disease Control and Prevention(CDC)based on latent profile analysis, and to explore the independent effects between dimensions of the work characteristics and latent categories of job burnout. Methods A total of 943 staff were surveyed with the Chinese Version of the Maslach Burnout Inventory-General Survey(MBI-GS), Work Characteristics Inventory, and a self-administered general questionnaire. Job burnout subtypes were identified with latent profile analysis, and the independent effects between dimensions of the work characteristics and subtypes of job burnout were analyzed with multivariable Logistic regression. Results The CDC staff burnout could be classified into 3 subtypes: low job burnout(Ⅰ, 54.7%), high job burnout(Ⅱ, 24.1%), and insufficient accomplishment job burnout(Ⅲ, 21.2%). Multivariable Logistic regression showed that high job feedback and high work significance were independent protective factors for high job burnout(OR=0.561; OR=0.612). High workload, high work demands on individual control and emotion expression were independent risk factors for high job burnout(OR=1.693; OR=1.770). High job autonomy was an independent risk factor for insufficient accomplishment job burnout(OR=1.810). High work demands on individual control and emotion expression was an independent protective factor for insufficient accomplishment job burnout (OR=0.582). Conclusion Three subtypes of job burnout are identified among CDC staff, and there are independent effects between different dimensions of the work characteristics and categories of job burnout.

Key words: Job burnout, Work characteristics, Latent profile analysis, Independent effect, CDC staff

中图分类号: 

  • R192.9
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