探究神经内科住院医师职业倦怠的现况及相关因素，并寻找可能的干预措施。

采用汉化的Maslach职业倦怠量表-通用版对2024年2月至2025年1月在北京大学第三医院和北京大学第六医院神经内科培训的神经内科住院医师的职业倦怠情况进行问卷调查。情感耗竭、去个性化、无效能感3个维度的判定界值分别为>12分、>7分、>18分，按高于界值的维度数判定倦怠程度，0个维度为无倦怠，1个维度为轻度倦怠，2个维度为中度倦怠，3个维度为重度倦怠。采用t检验、非参数检验、χ²检验或Fisher精确概率法检验比较重度倦怠组和非重度倦怠组在年龄、性别、培训身份、培训时长、工作岗位、是否有固定的业余活动时间、婚姻状况、工作时间、对收入是否满意、睡眠时间等特征的差异。

共26名神经内科住院医师参与了本项研究，其中4人（15.4%）无职业倦怠，22人存在不同程度职业倦怠，职业倦怠比例达到84.6%；其中有10人（38.5%）达到了重度倦怠。重度职业倦怠人群(10.0%)和非重度职业倦怠人群（56.3%）在是否有固定的业余活动时间上比较，差异有统计学意义（χ²=5.562，P=0.037）。共收集研究对象对于减少职业倦怠的建议17份，其中6人认为应该增加培训（35.3%），4人认为应该增加心理辅导（23.5%），3人认为应该增加团队建设活动（17.6%），2人认为应该简化工作流程（11.8%），1人认为应该涨薪（5.9%），1人认为应该增加人力资源（5.9%）。

神经内科住院医师的职业倦怠情况比较普遍，重度职业倦怠比例较高，通过增加培训、心理辅导、团队建设活动、简化工作流程、提高薪资水平和增加人力资源有助于减少和预防职业倦怠。

To investigate the current status, influencing factors, and potential interventions for job burnout among neurology residents.

A questionnaire survey on the job burnout status was conducted using the Chinese version of the Maslach Burnout Inventory-General Survey (MBI-GS) among neurology residents trained at Peking University Third Hospital and Peking University Sixth Hospital from February 2024 to January 2025. The cutoff scores for emotional exhaustion, depersonalization, and reduced personal accomplishment were >12, >7, and >18, respectively. Burnout severity was categorized as follows: 0 dimensions (no burnout), 1 dimension (mild), 2 dimensions (moderate), and 3 dimensions (severe). Differences between severe and non-severe burnout groups in age, gender, training status, duration, job position, leisure time availability, marital status, working hours, income satisfaction, and sleep duration were analyzed using t-tests, non-parametric tests, Chi-square tests, or Fisher's exact tests.

Among the 26 participants, 4 (15.4%) had no burnout, 22 (84.6%) had varying degrees of burnout, and 10 (38.5%) had severe burnout. A significant difference was observed in leisure time availability between the severe burnout group (10.0%) and non-severe group (56.3%, χ²=5.562, P=0.037). Seventeen suggestions for reducing burnout were collected: increased training (35.3%, 6/17), psychological counseling (23.5%, 4/17), team-building activities (17.6%, 3/17), simplified workflows (11.8%, 2/17), salary increases (5.9%, 1/17), and additional staffing (5.9%, 1/17).

Job burnout is prevalent among neurology residents, with a high proportion of severe cases. Interventions such as enhanced training, psychological support, team-building, workflow optimization, salary adjustments, and increased staffing may mitigate burnout.