Association of well-being-centered leadership with burnout and professional fulfillment among physicians: mediating effects of autonomy support and self-valuation.

IF 1.7 Q3 HEALTH POLICY & SERVICES
Anthony C Waddimba, Jamile Ashmore, Megan E Douglas, Linda M Thompson, Colleen Parro, J Michael DiMaio, Tait D Shanafelt
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引用次数: 0

Abstract

Purpose: This study aims to investigate autonomy support and self-valuation as potential mechanisms by which supportive leadership improves physician well-being. Supportive leadership is one of the strongest predictors of physician well-being. However, mechanisms by which leadership behavior influences well-being remain unknown. The authors hypothesized that autonomy support and self-valuation mediate this relationship.

Design/methodology/approach: This was a cross-sectional survey-based study of physicians in a tri-hospital cardiovascular health system in southwestern USA. An anonymized multidimensional questionnaire comprising standardized and pre-validated measures of leadership behavior, self-valuation, autonomy support, fulfillment and burnout was e-mailed to 815 eligible physicians in February 2024. Hypothesized multivariable pathways were investigated via structural equation modeling.

Findings: In total, 122 participants answered the survey, 99 providing complete responses. Respondents were 75.76% male, 54.54% aged 41 to < 65 years, 44.44% white, 21.21% Asian and 52.52% in practice for ≥ 15 years. Reliabilities of ordinal scales were all ≥ 0.700, and univariate correlations were in expected directions. Fully, 24.24% of respondents were burned out, 63.64% professionally fulfilled, 70.71% had high autonomy support and 55.56% high self-valuation. Indirect effects of leadership support on fulfillment and burnout, mediated via autonomy support and self-valuation, were more significant than direct effects. Findings supported the study hypothesis that leadership support improves fulfillment and reduces burnout among physicians partly by fostering autonomy and self-valuation.

Originality/value: Autonomy support and self-valuation within physician teams are highlighted as factors whose improvement well-being-centered leadership training programs specifically should target.

医生幸福感中心领导与职业倦怠和职业成就感的关系:自主支持和自我评价的中介作用。
目的:本研究旨在探讨自主支持和自我评价作为支持性领导改善医生幸福感的潜在机制。支持性领导是医生幸福感最强的预测因素之一。然而,领导行为影响幸福感的机制仍然未知。作者假设自主支持和自我评价在这种关系中起中介作用。设计/方法/方法:这是一项基于横断面调查的研究,研究对象是美国西南部三医院心血管健康系统的医生。研究人员于2024年2月通过电子邮件向815名符合条件的医生发送了一份匿名多维问卷,包括标准化和预先验证的领导行为、自我评估、自主支持、成就感和倦怠。通过结构方程模型研究了假设的多变量路径。调查结果:共有122名参与者回答了调查,99人提供了完整的回复。受访者中男性占75.76%,41 ~ < 65岁占54.54%,白人占44.44%,亚裔占21.21%,实习≥15年占52.52%。各量表的信度均≥0.700,单变量相关性呈预期方向。24.24%的被调查者有倦怠感,63.64%的被调查者有职业成就感,70.71%的被调查者有高自主性支持,55.56%的被调查者有高自我评价。在自主性支持和自我评价的中介作用下,领导支持对成就感和倦怠的间接影响比直接影响更显著。研究结果支持了该研究的假设,即领导支持在一定程度上通过培养自主性和自我评价来提高医生的成就感和减少倦怠。独创性/价值:医生团队中的自主性支持和自我评价被强调为以幸福为中心的领导力培训项目的改进特别应该针对的因素。
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来源期刊
Leadership in Health Services
Leadership in Health Services HEALTH POLICY & SERVICES-
CiteScore
2.90
自引率
17.60%
发文量
51
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