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目的进一步加强人本管理、改进工作作风,调动和保护职工干事创业积极性。方法以无记名问卷方式,运用MBI-GS量表(通用版)调查问卷,收集本血液中心189名在职职工的一般资料,进行职业倦怠问卷调查。结果工作状态良好人数为186,占统计人数的98.41%;需要自我心理调适人数为3人,占统计人数的1.59%;没有需要离岗休假调整和离职心理咨询的职工。分析发现,中心职工职业倦怠程度较低。在情绪衰竭方面不同年龄的职工有统计学意义(P﹤0.05),其中以>40岁人员较高,21-30岁人员较低。在玩世不恭方面不同文化程度的职工有统计学意义(P﹤0.05),其中,中专学历组最为明显,其次依次为专科、本科、研究生学历。不同工作性质的职工,采供血岗位人员较高,行政管理岗次之,科研和后勤岗较低。结论个人因素、组织因素和社会因素构成职业倦怠的影响因素,相应地应从个体、组织和社会层面采取应对措施进行积极防范和有效干预。
Objectives To further strengthen people-centered management, improve working style, mobilize and protect staff motivation. Methods Using the MBI-GS questionnaire, a general questionnaire was collected by using the form of secretarial questionnaire. The general information of 189 active workers in the blood center was collected and the job burnout questionnaire was investigated. Results The number of working people with good status was 186, accounting for 98.41% of the total number of statisticians. Three people needed self-psychological adjustment, accounting for 1.59% of the total number of employees. There was no staff who needed to leave their posts for leave adjustment and leave counseling. Analysis found that the level of occupational burnout workers at the center is low. Workers of different ages in emotional exhaustion were statistically significant (P <0.05), of whom were> 40 years old and 21-30 years old. There were statistically significant differences in cynicism (P0.05), among them, the secondary school education group was the most obvious, followed by college, undergraduate and postgraduate education. Workers of different working types have higher personnel of blood collection and delivery, posts of administrative management, lower research and logistics posts. Conclusions Personal factors, organizational factors and social factors constitute the influencing factors of job burnout. Correspondingly, we should take active measures to prevent and effectively intervene from the individual, organizational and social aspects.