目的:了解护士职业倦怠感现状,为管理者和护士自身找出降低职业倦怠感的有效措施提供依据.方法:运用方便抽样的方法抽取安徽省6所三级医院的3497名护士进行职业倦怠测量.结果:6所三级医院的护士情感衰竭得分为(27.09±11.78)分,处于重度倦怠水平;去人格化得分为(7.88±6.67)分、个人成就感得分为(35.15±8.37)分,均处于中度倦怠水平;6所三级医院的护士职业倦怠感高于常模的水平(P<0.01).工作编制不同的护士职业倦怠感各维度得分比较差异有统计学意义(P<0.05),非事业编制的护士职业倦怠感较编制护士严重;不同科室护士情感衰竭和个人成就感得分比较差异有统计学意义(P<0.05);不同年龄段护士情感衰竭、去人格化、个人成就感得分比较差异均有统计学意义(P<0.05).结论:医疗相关政府部门、医疗机构和护理管理者应联合起来,积极发掘影响护士职业倦怠感的影响因素,采取针对性措施以降低护士职业倦怠感.%Objective:To understand the status of nurses′ job burnout and to find out the effective measures to reduce the sense of job burnout for the managers and nurses themselves. Methods:The measurement of job burnout of 3497 nurses in 6 top level hospitals in Anhui province was investigated by convenient sampling method. Results:6 top level hospitals′ nurses emotional exhaustion score(27. 09 ± 11. 78)means that they were in the severe burnout level;depersonalization score(7. 88 ± 6. 67)and personal achievement score(35. 15 ± 8. 37)mean that they were in the moderate level of burnout;6 top level hospitals′ nurses occupation burnout was significantly higher than the norm level(P < 0. 01). There was a statistically significant difference in each dimensional occupation burnout score of different job sta-tus(P < 0. 05). The burnout of non-career preparation nurses was significantly more serious than that of career preparation nurses. The scores of emotional exhaustion and personal accomplishment of nurses in different departments were statistically different(P < 0. 05),and the scores of emotional exhaustion,depersonalization and personal accomplishment of nurses in different age groups were statistically differ-ent(P < 0. 05). Conclusion:Medical related government departments,medical institutions and nursing administrators should unite together to explore the influencing factors of nurses′ burnout and take targeted measures to reduce nurses′ job burnout.
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