摩洛哥一家私营公司员工职业倦怠的影响因素及其流行程度

IF 1 Q4 PSYCHOLOGY
Samira Arji, Rabea Ziri, Youssef Aboussaleh, Fatima Zahra Azzaoui, Kamil Krupa, Ahmed O.T. Ahami
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引用次数: 0

摘要

职业倦怠或职业疲劳综合症是一种由长期工作压力引起的神经心理障碍。私营公司的员工由于每天工作时间长,工作负荷过重,因此极易受到这种风险的影响。因此,我们进行了一项研究,其目的是评估倦怠的患病率及其组成部分,以及研究员工中的社会专业决定因素。我们测试了102名年龄在22岁到60岁之间的员工,平均年龄为36.76岁到10.5岁。77%是男性,24%是女性。他们被要求自由和匿名地完成一份一般信息表和MBI问卷“马斯拉克倦怠量表”的法语版本,并进行语言改编。本研究包括22个项目,评估三个维度:情绪耗竭(EE)、人格解体(DP)和个人成就(PA)。根据国际公认的标准,计算一个分数,并对每个维度的严重程度(低、中、高)进行评级。分析结果显示,职业倦怠的发生率较高。统计分析显示,40岁以上员工的倦怠率为47.2%,而40岁以下员工的倦怠率仅为31.8%。同样,女性的倦怠率与男性大致相同(p=0.977)。情绪衰竭(EE)是疲惫受试者中最普遍的组成部分。调查发现,14.7%的员工有较高的抑郁情绪;而人格解体(DP)或高度玩世不恭只影响了3.9%的受试者。人格解体与性别和专业年资之间存在显著联系。在学校教育水平方面,随着学校教育水平的提高,职业倦怠率降低,但无显著性意义(p = 0.474)。执行型员工的倦怠率最高,其次是高级管理人员。然而,这种联系在统计上仍然不显著。在资历方面,我们注意到职业倦怠的患病率随着职业资历的增加而增加,甚至在无意义的职位上也是如此。我们还观察到,在公司工作不到10年的员工中,除了资历最老的员工之外,倦怠率更高,但没有任何意义。职业疲劳或职业倦怠在摩洛哥的公司中非常普遍。为了能够适应市场的快速发展及其日益增长的需求,企业领导者必须通过改善社会心理工作环境来预防这种病理。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
DETERMINANTSOF BURNOUT AND ITS PREVALENCE AMONG EMPLOYEES IN A MOROCCAN PRIVATE COMPANY
Burnout or occupational exhaustion syndrome is a neuropsychological disorder resulting from chronic stress at work. Employees of private companies are highly exposed to this risk because of the overload of work in addition to the long daily working hours. We have therefore conducted a study whose aim is to assess the prevalence of burnout and its components, as well as to study socio-professional determinants among employees.We tested 102 employees aged between 22 and 60 years with an average age of 36.76 years 10.5 years. 77% were men and 24% were women. They were asked to complete freely and anonymously a general information sheet and the MBI questionnaire “Maslach Burn-out Inventory” in its French version with language adaptation. This consists of 22 items, evaluating three dimensions: emotional exhaustion (EE), depersonalization (DP) and personal accomplishment (PA). A score was calculated and a rating in the degree of severity (low, moderate and high) was given for each of the dimensions, according to internationally accepted standards.The analysis of the results showed a high prevalence of burnout. Statistical analyses show that the rate of burnout in the age group over 40 equals 47.2% against 31.8% only among employees aged under 40. Similarly, the burnout rate among women is about the same as men (p=0.977). Emotional exhaustion (EE) is the most widespread component in exhausted subjects. It was found to be high for 14.7% of em- ployees; while depersonalization (DP) or high cynicism affects only 3.9% of subjects. Significant links between depersonalization and gender as well as professional seniority are obtained. Concerning the level of schooling, the rate of burnout decreases when the school level increases but without significance (p = 0.474). The rate of burnout is high among executing workers followed by senior managers. However, this link remains statistically insignificant. Concerning seniority, we note that the prevalence of burnout increases with professional seniority and even in the meaningless position. We also observe a higher rate of burnout among employees withcompany seniority of less than 10 years in addition to the oldest, but without any meaning.Professional exhaustion or burnout exists strongly in Moroccan compa- nies. In order to be able to adapt to the rapid development of the market and its increased demands, it is essential that business leaders prevent this pathology by improving the psychosocial work environment.
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