Frontiers in health services · 2026
More than a free snack: benefits of mobilized resources and socialization for pediatric healthcare workers.
СтатьяНазвание и аннотация: Перевод пока не подготовлен
Обработка статьи · этапы, ошибки и управление
Загрузка состояния…
Ошибки и ограничения
История · было → стало
Состояние обновляется каждые 5 секунд, пока блок открыт. Процент показывается только там, где известен объём работы. Пауза останавливает продолжение этапа; текущий запрос к источнику может завершиться.
Ayres Thomas B, Ray Kristin L, Hoflander Aimee M, Myers Angela L
Аннотация
INTRODUCTION: Addressing the burnout epidemic in the healthcare workforce is a primary concern of the modern healthcare organization and recognized across researchers and leaders of nations. This study aims to test whether a mobilized micro-break intervention, the Wellbeing on Wheels (WOW) Cart, improved health care worker (HCW) energy perceived organizational support and work engagement.
METHODOLOGY: This study was conducted at an independent children's hospital in the midwestern United States. Between August and September 2024. A total of 367 pediatric HCWs completed our survey. IBM's SPSS was used to analyze the data using t-tests, ANOVAs, linear regression, and polynomial regression to test our hypotheses and post-hoc analyses.
RESULTS: The results of this study show that energy (t = 32.35, p < .01, Cohen's D = 1.33), perceived organizational support (t = 17.40, p < .01, Cohen's D = .92), and work engagement (t = 20.56, p < .01, Cohen's D = 1.08) significantly increased following a visit by the WOW Cart. Further, we found that both changes in energy (β = .44, p < .01) and perceived organizational support (β = .32, p < .01) predicted increases in work engagement (R 2 = .35, p < .01). Our post-hoc analyses revealed nurses had a greater energy benefit [(F (2, 276) = 2.96, p < .05] compared to nurse practitioners (M diff = .82, p < .05) and physicians (M diff = .55, p < .05), but no difference between job roles for perceived organizational support [(F (3, 281) = .47, p = .71] and work engagement [(F (2, 283) = 1.77, p = .15]. Further, we found an exponential increasing benefit from the degree of change in energy for work engagement (coeff. = .53, t = 2.949, p < .05). Additionally, we found a linearly increasing benefit from the degree of changes in perceived organizational support for work engagement (coeff. = -1.88, t = -4.433, p < .01).
CONCLUSIONS: This study highlights that resource-based micro-breaks may be a viable option for effective HCW well-being intervention. Moreover, interventions can be brought to point-of-care areas. Additional research should determine how long these improvements last.
METHODOLOGY: This study was conducted at an independent children's hospital in the midwestern United States. Between August and September 2024. A total of 367 pediatric HCWs completed our survey. IBM's SPSS was used to analyze the data using t-tests, ANOVAs, linear regression, and polynomial regression to test our hypotheses and post-hoc analyses.
RESULTS: The results of this study show that energy (t = 32.35, p < .01, Cohen's D = 1.33), perceived organizational support (t = 17.40, p < .01, Cohen's D = .92), and work engagement (t = 20.56, p < .01, Cohen's D = 1.08) significantly increased following a visit by the WOW Cart. Further, we found that both changes in energy (β = .44, p < .01) and perceived organizational support (β = .32, p < .01) predicted increases in work engagement (R 2 = .35, p < .01). Our post-hoc analyses revealed nurses had a greater energy benefit [(F (2, 276) = 2.96, p < .05] compared to nurse practitioners (M diff = .82, p < .05) and physicians (M diff = .55, p < .05), but no difference between job roles for perceived organizational support [(F (3, 281) = .47, p = .71] and work engagement [(F (2, 283) = 1.77, p = .15]. Further, we found an exponential increasing benefit from the degree of change in energy for work engagement (coeff. = .53, t = 2.949, p < .05). Additionally, we found a linearly increasing benefit from the degree of changes in perceived organizational support for work engagement (coeff. = -1.88, t = -4.433, p < .01).
CONCLUSIONS: This study highlights that resource-based micro-breaks may be a viable option for effective HCW well-being intervention. Moreover, interventions can be brought to point-of-care areas. Additional research should determine how long these improvements last.