节点文献

护士工作倦怠的付出—获得不平衡模型研究

The Study on the Effort-Reward Imbalance Model of Job Burnout Among Nurses

  • 推荐 CAJ下载
  • PDF下载
  • 不支持迅雷等下载工具,请取消加速工具后下载。

【作者】 楚艳民刘利刘琴杨益民杨红君

【Author】 CHU Yan-min, YANG Hong-jun, YANG Yi-min, LIU Li, LIU Qin The Second Xiangya Hospital,Central South University,Changsha 410011, China

【机构】 中南大学湘雅二医院医学心理研究中心中南大学湘雅三医院妇产科

【摘要】 目的:验证护士工作倦怠的付出—获得不平衡模型。方法:以付出—获得不平衡量表中文版和Mashlash工作倦怠量表通用版对160名护理人员进行调查。结果:以情绪衰竭、去人格化为因变量进行2(高付出低获得、非高付出低获得)*2(过分负责、非过分负责)的多元方差分析,低成就感为因变量进行一元方差分析,结果发现:①高付出低获得和过分负责在情绪衰竭、去人格化上主效应显著,过分负责在低成就感上有主效应。高付出低获得和过分负责对工作倦怠的三维度的交互作用不显著。②高付出低获得组的护士更容易情绪衰竭,去人格化;过分负责高水平组的护士更容易情绪衰竭、去人格化和低成就感。结论:付出-获得不平衡模型能一定程度上解释工作倦怠。

【Abstract】 Objective: In order to examine the explanation of Effort-Reward Imbalance Model of job burnout. Methods: 160 nurses were recruited from three hospitals to complete Effort-Reward Imbalance Scale in the Chinese version and Mashlash Burnout Inventory-General Survey. Results: Those nurses who experienced an effort-reward imbalance reported higher levels on two of the three core dimensions of burnout (i.e. emotional exhaustion and depersonalization) than those who did not experience such an imbalance. Moreover, those nurses who were overcommitmented reported higher levels on the three core dimension of burnout. But interaction effects between ERI and overcommitment was not significant. Conclusion: To some extent, the Effort-Reward Imbalance Model can explain the job burnout process.

  • 【文献出处】 中国临床心理学杂志 ,Chinese Journal of Clinical Psychology , 编辑部邮箱 ,2008年06期
  • 【分类号】R47
  • 【被引频次】24
  • 【下载频次】411
节点文献中: 

本文链接的文献网络图示:

本文的引文网络