Objective

To explore the relationship between immediate supervisor leadership behaviors and burnout and professional satisfaction of health care employees.

Participants and Methods

From October 2 to 20, 2017, we surveyed nonphysician health care employees. The survey included 2 items from the Maslach Burnout Inventory and items on their immediate supervisor leadership behaviors. Logistic regression was performed to evaluate the relationship between the leadership score and the prevalence of burnout and satisfaction after adjusting for age, sex, duration of employment, and job category. Sensitivity analysis was performed using mixed models with a random intercept for work unit to assess the impact of the correlation within work units on burnout and satisfaction with the organization.

Results

Of the 57,414 employees surveyed, 39,896 (69.5%) responded and answered the leadership questions. Supervisor scores in each dimension and composite leadership scores correlated with burnout and satisfaction of employees (P<.001 for all). In logistic regression, each 1-point increase in leadership score was associated with a 7% decrease in odds of burnout and an 11% increase in odds of satisfaction (P<.001 for both) of employees. The mean composite leadership score rating of each immediate supervisor correlated with rate of burnout (r=−0.247; P<.001) and the satisfaction with the organization (r=0.416; P<.001) at the work unit level.

Conclusion

Leadership qualities of immediate supervisors relate to burnout and satisfaction of nonphysician health care employees working in a large organization. Further studies are needed to determine whether strategies to monitor and improve supervisor leadership scores result in reduction in burnout and improved satisfaction among health care employees.

中文翻译：

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组织领导力与卫生保健员工的倦怠和满意度之间的关系。

目的

探讨直接的主管领导行为与健康护理人员的倦怠和专业满意度之间的关系。

参加者和方法

从2017年10月2日至20日，我们对非医师保健员工进行了调查。该调查包括Maslach工作倦怠清单中的2项内容以及有关其直接主管领导行为的内容。校正年龄，性别，就业时间和工作类别后，进行逻辑回归分析以评估领导力得分与倦怠和满意度之间的关系。使用带有随机截距的混合模型对工作单位进行敏感性分析，以评估工作单位内相关性对工作倦怠和对组织满意度的影响。

结果

在接受调查的57,414名员工中，有39,896名（69.5％）回答并回答了领导问题。每个维度的主管得分和综合领导得分与员工的倦怠和满意度相关（所有P均＜0.001）。在逻辑回归中，领导力得分每提高1点，员工的倦怠几率降低7％，满意度的几率提高11％（两者均为P <.001）。每个直属上司的平均领导综合评分等级与工作单位级别的倦怠率（r = -0.247; P <.001）和对组织的满意度（r = 0.416; P <.001）相关。

结论

直属上司的领导素质与在大型组织中工作的非医师医疗保健人员的倦怠和满意度有关。需要进行进一步的研究以确定监测和改善主管领导评分的策略是否可以减少职业倦怠并提高医疗保健员工的满意度。