The Research On Job Burnout Of Basic Public Health Service Staff In Chenggong District

Objectives:Through investigating the job burnout of basic public health service personnel in Chenggong District,assessing the current status of job burnout of basic public health service personnel,analyzing the influencing factors of job burnout,and proposing targeted countermeasures to improve the job burnout of basic public health service personnel.Methods:Adopt quantitative and qualitative research methods.Quantitative research adopts cluster sampling,using general situation questionnaire and Markov Job Burnout Inventory(MBI-GS)to conduct on-site questionnaire surveys.The survey content includes general demographic data of basic public health service personnel and current status of job burnout.Use Epidata 3.1 to enter the data,and use SPSS 26.0 to analyze the data.Normally distributed measurement data is used x±s for description,using t-test and analysis of variance for single factor analysis;non-normally distributed measurement data is described by M(P25,P75),and rank sum test is used for single factor analysis;counting the data is described by relative numbers,the comparison of rates is by chi-square test;Logistics regression is used to analyze the influencing factors of job burnout.The difference was statistically significant with P<0.05;the qualitative study used on-site interviews,one-on-one,and face-to-face methods to further collect data.The content of the interview included the experience of the basic public health service personnel,employment pressure,occupational burnout,and causes,etc.The interview data was summarized using the 7 steps of Claizzi phenomenological research data analysis.Results:54.10%of the basic public health service personnel in Chenggong District suffer from job burnout.Among them,people with mild burnout accounted for the largest proportion at 40.57%;moderate burnout took the second place with 11.89%;and severe burnout was 1.64%.Among the various dimensions of occupational burnout,the proportions of people who belong to the emotional exhaustion dimension are mild,moderate,and severe are 76.23%,15.98%,and 7.79%,respectively;the proportions of people who belong to the depersonalization dimension are mild,moderate,and severe,respectively They are 63.93%,13.53%,and 22.54%;the proportions of people whose personal sense of accomplishment is mild,moderate,and severe are 43.85%,17.22%,and 38.93%,respectively.Single factor analysis shows that the factors that affect the job burnout of basic public health service personnel include:annual income,salary satisfaction,professional skill training frequency,frequency of cultural and sports activities,promotion space,honors,satisfaction with work environment,humanistic care,Self-employment requirements,professional preference,quitting thoughts,health status evaluation,frequency of pressure relief methods,housing conditions,life pressure,and time-consuming journey to work.Multi-factor analysis shows that the factors that affect the job burnout of basic public health service personnel include:annual income,honors in the unit,quitting thoughts,and health status;factors that affect the dimensions of emotional exhaustion include:continuing education,salary satisfaction The factors that affect the depersonalization dimension include:skill training frequency,working years,salary satisfaction;factors that affect the low dimension of personal accomplishment include:continuing education,the presence or absence of resignation ideas,the size of the unit’s promotion space,State of health.The interview results show that the factors that affect the job burnout of basic public health service personnel include:the service target does not cooperate and understand;the grassroots promotion space is small and the work and career are not open;the organization does not rationally divide the labor and clarify the duties of the personnel;,Employees’ contributions are not proportional to their returns;basic public health service personnel have a heavy workload;relevant departments do not pay enough attention to basic public health services;personnel pressure cannot be alleviated,and family support is lacking.Conclusions:1.In this survey,most of the job burnouts are at mild to moderate levels,and the severity of job burnout is not high,which is a critical period for effective intervention;in all dimensions of job burnout,the degree of burnout accounts for the largest proportion,The basic public health service personnel in Chenggong District are in good condition in all dimensions.There are differences in occupational burnout among basic public health service personnel with different characteristics,and the influencing factors are also different.2.The risk of occupational burnout for people in the "36,000-60,000" group and">60,000" group is 0.479 and 0.422 times that of the "≤36,000" group,respectively.High income is occupation The protective factor of burnout.Recommendations:Further improve the performance appraisal system of grassroots public health institutions and improve the salary system;units need to pay more attention to low-income personnel,provide professional training to them,improve their own ability to respond to positions,and increase their own income through promotion of professional titles;adhere to "efficiency" Based on the principle of "priority and fairness",the income of employees is strictly linked to the attendance rate and performance of job duties.3.The risk of job burnout for those who have not won honors in the unit is 2.994 times that of those who have won honors.Recommendations:Community health service centers and other units need to further improve the reward and punishment system in their work;in terms of honor setting,managers should achieve "higher grades of awards and coverage of small rewards".4.The risk of job burnout for employees who have no thoughts of resignation is 0.456 times that of employees who have thoughts of resignation.Recommendations:Institutions need to meet the low-level needs of employees by increasing direct salary levels,as well as other indirect benefits and benefits;to stabilize the talent team by providing employees with a good training platform and a good development platform.5.Employees with better health are less-risky of job burnout.Recommendations:Establish the concept of "big health,big health" and integrate health into all policies and the formulation process;relevant departments need to strengthen communication and collaboration to form a joint force to promote health,truly popularize healthy life,and ensure employees’ diet,drinking water sanitation,and working environment Health status.