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Article(id=1322609076614316285, tenantId=1146029695717560320, journalId=1227665162245664772, issueId=1322609030938346427, articleNumber=null, orderNo=null, doi=10.20043/j.cnki.MPM.202506060, pmid=null, cstr=null, oa=null, hot=null, price=null, onlineType=0, articleFormat=0, articleType=null, articleTypeStr=null, receivedDate=1748966400000, receivedDateStr=2025-06-04, revisedDate=null, revisedDateStr=null, acceptedDate=null, acceptedDateStr=null, onlineDate=1793264176753, onlineDateStr=2026-10-29, pubDate=1764000000000, pubDateStr=2025-11-25, doiRegisterDate=null, doiRegisterDateStr=null, onlineIssueDate=1793264176753, onlineIssueDateStr=2026-10-29, onlineJustAcceptDate=null, onlineJustAcceptDateStr=null, onlineFirstDate=null, onlineFirstDateStr=null, sourceXml=null, magXml=null, createTime=1793264176753, creator=13701087609, updateTime=1793264176753, updator=13701087609, issue=Issue{id=1322609030938346427, tenantId=1146029695717560320, journalId=1227665162245664772, year='2025', volume='52', issue='22', pageStart='4033', pageEnd='4224', issueExtLink='null', onlineDate='null', pubDate='1764000000000', pubDateStr='2025-11-25', beforeIssueId=null, nextIssueId=null, price=null, status=1, issueComplete=1, articleOrder=1, issueType=-1, specialIssue=null, createTime=1793264165863, creator='13701087609', updateTime=1793264299902, updator='13701087609', preIssue=null, nextIssue=null, articleTotal=null, ext={EN=IssueExt(id=1322609593264489401, tenantId=1146029695717560320, journalId=1227665162245664772, issueId=1322609030938346427, language=EN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=), CN=IssueExt(id=1322609593264489402, tenantId=1146029695717560320, journalId=1227665162245664772, issueId=1322609030938346427, language=CN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=)}, issueFiles=null, downloadFileDto=null}, startPage=4072, endPage=4077, ext={EN=ArticleExt(id=1322609076819837182, articleId=1322609076614316285, tenantId=1146029695717560320, journalId=1227665162245664772, language=EN, title=Analysis of job burnout level differences and influencing factors among female employees at the Centers for Disease Control and Prevention, Yunnan, columnId=1228016570660745413, journalTitle=Modern Preventive Medicine, columnName=Environmental and Occupational Health, runingTitle=null, highlight=null, articleAbstract=
Objective

To explore the differences in job burnout among female employees at different levels of the Centers for Disease Control and Prevention（CDCs）in Yunnan Province, along with its influencing factors, to provide information for reducing the prevalence of job burnout among female CDC employees, and stabilizing the CDC workforce.

Methods

A combination of stratified and random sampling methods was employed to survey female employees of all CDCs in Yunnan Province. The survey was conducted from March to April 2024 using the Maslach Burnout Inventory-General Survey（MBI-GS）. Using Chi-square test, binary logistic regression, and Fairlie decomposition methods, this study analyzed the influencing factors, level differences, and their main causes of job burnout among female CDC employees.

Results

The overall job burnout rate among 4 257 female CDC employees was 83.58%. Specifically, the burnout rate was 81.09% among those employees at provincial and prefectural levels and 84.39% among county-level, with the difference being statistically significant（χ2=6.279, P=0.012）. Regression results indicated that age 45-54 years（OR=0.521, 95% CI: 0.278-0.977）, intermediate or senior professional titles（OR=1.907, 95% CI: 1.123-3.237; OR=2.219, 95% CI: 1.183-4.166）, workload（OR=1.833, 95% CI: 1.312-2.562）, and general sleep quality（OR=0.618, 95% CI: 0.420-0.910）were identified as factors influencing job burnout among female employees at provincial and prefectural levels CDC; Age groups（OR=0.645, 95% CI: 0.471-0.883; OR=0.526, 95% CI: 0.364-0.762; OR=0.306, 95% CI: 0.159-0.589）, welfare levels（OR=0.635, 95% CI: 0.501-0.806; OR=0.365, 95% CI: 0.262-0.508）, workload（OR=1.320, 95% CI: 1.075-1.621）, attention to CDC reforms（OR=0.613, 95% CI: 0.477-0.786）, and sleep quality（OR=0.563, 95% CI: 0.440-0.720; OR=0.353, 95% CI: 0.261-0.477）were identified as factors influencing job burnout among female employees at county-level CDC. The Fairlie decomposition results indicated that 58.37% of the level differences in job burnout were caused by the characteristic effect and 41.63% by the coefficient effect.

Conclusion

Female CDC employees in Yunnan Province exhibit a relatively high rate of job burnout, with significant variations observed across different levels of CDCs. And welfare levels are identified as the primary factor contributing to these disparities. It is recommended that the relevant departments pay attention to the issue of job burnout among female CDC employees. Stratified and differentiated interventions should be developed and implemented to alleviate burnout and reduce disparities in burnout levels among female CDC employees across different levels.

, authors=Yi-xuan CHEN1, Han-lin NIE2, Wan-jin YANG2, Xue-feng SHI1, authorsList=Yi-xuan CHEN, Han-lin NIE, Wan-jin YANG, Xue-feng SHI, authorCompany=null, correspAuthors=Xue-feng SHI, authorNote=null, correspAuthorsNote=null, copyrightStatement=null, copyrightOwner=null, extLink=null, articleAbsUrl=null, sourceXml=null, magXml=null, pdfUrl=null, pdf=null, pdfFileSize=null, pdfExtLink=null, richHtmlUrl=null, mobilePdfUrl=null, reviewReport=null, pdfFirstPage=null, abstractGraph=null, abstractGraphContent=null, abstractVideo=null, citation=null, cebUrl=null, magXmlContent=null, mapNumber=null, fund=null), CN=ArticleExt(id=1322609078040379657, articleId=1322609076614316285, tenantId=1146029695717560320, journalId=1227665162245664772, language=CN, title=云南省疾病预防控制中心女性员工职业倦怠级别差异及影响因素研究, columnId=1228016571273113811, journalTitle=现代预防医学, columnName=环境与职业卫生, runingTitle=null, highlight=null, articleAbstract=
目的

探讨云南省不同级别疾控中心女性员工的职业倦怠差异及其影响因素，为降低女性员工职业倦怠率，稳定疾控队伍提供参考。

方法

采用分层抽样与随机抽样相结合的方法，于2024年3月—4月应用《职业倦怠量表-通用版》（MBI-GS）对云南省各级疾控中心的女性员工进行调查。利用卡方检验、二元logistic回归和Fairlie分解方法分析疾控中心女性员工职业倦怠的影响因素、级别差异及其主要成因。

结果

4 257名疾控中心女性员工的总职业倦怠率为83.58%。其中，省市级员工职业倦怠率为81.09%，区县级员工职业倦怠率为84.39%，差异具有统计学意义（χ2=6.279，P=0.012）。回归结果显示，年龄45岁~54岁（OR=0.521，95% CI：0.278~0.977）、职称中级及以上（OR=1.907，95% CI：1.123~3.237；OR=2.219，95% CI：1.183~4.166）、工作量（OR=1.833，95% CI：1.312~2.562）和睡眠质量一般（OR=0.618，95% CI：0.420~0.910）是省市级疾控中心女性员工职业倦怠的影响因素；年龄（OR=0.645，95% CI：0.471~0.883；OR=0.526，95% CI：0.364~0.762；OR=0.306，95% CI：0.159~0.589）、福利（OR=0.635，95% CI：0.501~0.806；OR=0.365，95% CI：0.262~0.508）、工作量（OR=1.320，95% CI：1.075~1.621）、疾控改革关注度（OR=0.613，95% CI：0.477~0.786）和睡眠质量（OR=0.563，95% CI：0.440~0.720；OR=0.353，95% CI：0.261~0.477）是区县级疾控中心女性员工职业倦怠的影响因素。Fairlie分解结果显示，职业倦怠的级别差异中，有58.37%是由特征效应引起的，41.63%是由系数效应引起的。

结论

云南省疾控中心女性员工的职业倦怠率较高，且不同级别疾控中心存在显著差异，福利是引起该差异最主要的因素。建议相关部门重视疾控中心女性员工的职业倦怠问题，采取分层化、差异化的干预措施，以缓解其职业倦怠状况，缩小疾控中心女性员工职业倦怠的级别差异。

, authors=陈亦萱1, 聂瀚林2, 杨万金2, 石学峰1, authorsList=陈亦萱, 聂瀚林, 杨万金, 石学峰, authorCompany=null, correspAuthors=石学峰, authorNote=

陈亦萱（2000—），女，硕士在读，研究方向：卫生财经与卫生政策

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石学峰，E-mail:
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陈亦萱（2000—），女，硕士在读，研究方向：卫生财经与卫生政策

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Variable assignment

, figureFileSmall=null, figureFileBig=null, tableContent=
类型变量名赋值
因变量职业倦怠职业倦怠阴性=0，职业倦怠阳性=1
自变量年龄35岁以下=1，35岁~44岁=2，45岁~54岁=3，55岁及以上=4
婚姻未婚=0，已婚=1
职称无职称=0，初级=1，中级=2，高级=3
职称晋升年限（距离最近一次晋升）5年以下=1，5年~10年=2，10年以上=3
福利差=1，一般=2，好=3
工作量少和一般=0，多=1
夜班无=0，有=1
培训无=0，有=1
疾控改革关注度不太关注=0，比较关注=1
睡眠质量差=1，一般=2，好=3
锻炼习惯无=0，有=1
), ArticleFig(id=1322609085468492080, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=CN, label=表1, caption=

变量赋值表

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类型变量名赋值
因变量职业倦怠职业倦怠阴性=0，职业倦怠阳性=1
自变量年龄35岁以下=1，35岁~44岁=2，45岁~54岁=3，55岁及以上=4
婚姻未婚=0，已婚=1
职称无职称=0，初级=1，中级=2，高级=3
职称晋升年限（距离最近一次晋升）5年以下=1，5年~10年=2，10年以上=3
福利差=1，一般=2，好=3
工作量少和一般=0，多=1
夜班无=0，有=1
培训无=0，有=1
疾控改革关注度不太关注=0，比较关注=1
睡眠质量差=1，一般=2，好=3
锻炼习惯无=0，有=1
), ArticleFig(id=1322609085694984497, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=EN, label=Table 2, caption=

Comparison of burnout rates of female CDC employees at different levels of service

, figureFileSmall=null, figureFileBig=null, tableContent=
单位级别总人数职业倦怠阳性χ2值P
n%
省市级1 04784981.096.2790.012
区县级3 2102 70984.39
总计4 2573 55883.58--
), ArticleFig(id=1322609085804036402, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=CN, label=表2, caption=

不同级别疾控中心女性员工职业倦怠率比较

, figureFileSmall=null, figureFileBig=null, tableContent=
单位级别总人数职业倦怠阳性χ2值P
n%
省市级1 04784981.096.2790.012
区县级3 2102 70984.39
总计4 2573 55883.58--
), ArticleFig(id=1322609086110220595, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=EN, label=Table 3, caption=

Distribution of female employee characteristics at different levels of the CDC

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变量总人数（n）省市级区县级χ2P
n%n%
年龄（岁）14.8340.002
<351 80541339.451 39243.36
35~441 16732931.4283826.11
45~541 18627426.1791228.41
≥5599312.96682.12
婚姻1.7350.188
已婚3 33980676.982 53378.91
未婚91824123.0267721.09
职称38.167<0.001
无职称76616615.8560018.69
初级1 62833732.191 29140.22
中级1 11632731.2378924.58
高级74721720.7353016.51
职称晋升年限（年）10.3020.006
<52 84366663.612 17767.82
5~1089322521.4966820.81
>1052115614.9036511.37
福利76.509<0.001
差1 32622621.591 10034.27
一般2 38463060.171 75454.64
好54719118.2435611.09
工作量7.9850.005
少和一般1 68045243.171 22838.26
多2 57759556.831 98261.74
每月夜班6.4990.011
无3 23482678.892 40875.02
有1 02322121.1180224.98
培训1.7060.191
无74817016.2457818.01
有3 50987783.762 63281.99
疾控改革关注度0.7330.392
不太关注1 06725224.0781525.39
比较关注3 19079575.932 39574.61
睡眠质量7.5830.023
差1 44834633.051 10234.33
一般2 15451248.901 64251.15
好65518918.0546614.52
锻炼习惯1.1800.277
无398898.503099.63
有3 85995891.502 90190.37
), ArticleFig(id=1322609086210883892, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=CN, label=表3, caption=

不同级别疾控中心女性员工特征分布情况

, figureFileSmall=null, figureFileBig=null, tableContent=
变量总人数（n）省市级区县级χ2P
n%n%
年龄（岁）14.8340.002
<351 80541339.451 39243.36
35~441 16732931.4283826.11
45~541 18627426.1791228.41
≥5599312.96682.12
婚姻1.7350.188
已婚3 33980676.982 53378.91
未婚91824123.0267721.09
职称38.167<0.001
无职称76616615.8560018.69
初级1 62833732.191 29140.22
中级1 11632731.2378924.58
高级74721720.7353016.51
职称晋升年限（年）10.3020.006
<52 84366663.612 17767.82
5~1089322521.4966820.81
>1052115614.9036511.37
福利76.509<0.001
差1 32622621.591 10034.27
一般2 38463060.171 75454.64
好54719118.2435611.09
工作量7.9850.005
少和一般1 68045243.171 22838.26
多2 57759556.831 98261.74
每月夜班6.4990.011
无3 23482678.892 40875.02
有1 02322121.1180224.98
培训1.7060.191
无74817016.2457818.01
有3 50987783.762 63281.99
疾控改革关注度0.7330.392
不太关注1 06725224.0781525.39
比较关注3 19079575.932 39574.61
睡眠质量7.5830.023
差1 44834633.051 10234.33
一般2 15451248.901 64251.15
好65518918.0546614.52
锻炼习惯1.1800.277
无398898.503099.63
有3 85995891.502 90190.37
), ArticleFig(id=1322609086521262389, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=EN, label=Table 4, caption=

Multifactorial logistic regression analysis of burnout status of female employees at different levels of the CDC

, figureFileSmall=null, figureFileBig=null, tableContent=
变量参照组省市级区县级
βOR（95% CI）PβOR（95% CI）P
年龄（岁）
35~44<35-0.4430.642（0.379~1.087）0.099-0.4390.645（0.471~0.883）0.006
45~54-0.6520.521（0.278~0.977）0.042-0.6420.526（0.364~0.762）0.001
≥55-0.3190.727（0.245~2.153）0.565-1.1850.306（0.159~0.589）<0.001
婚姻
已婚未婚-0.2610.770（0.456~1.300）0.328-0.1820.833（0.599~1.159）0.279
职称
初级无职称0.3691.447（0.889~2.353）0.1370.1501.162（0.869~1.554）0.312
中级0.6451.907（1.123~3.237）0.0170.1261.134（0.808~1.590）0.467
高级0.7972.219（1.183~4.166）0.013-0.1470.863（0.585~1.274）0.459
职称晋升年限（年）
5~10<5-0.2540.776（0.496~1.212）0.265-0.0540.947（0.726~1.236）0.691
>10-0.5220.593（0.347~1.016）0.057-0.2620.769（0.538~1.100）0.150
福利
一般差-0.1790.836（0.543~1.288）0.417-0.4540.635（0.501~0.806）<0.001
好-0.3540.702（0.406~1.212）0.204-1.0090.365（0.262~0.508）<0.001
工作量
多少和一般0.6061.833（1.312~2.562）<0.0010.2781.320（1.075~1.621）0.008
每月夜班
有无-0.1120.894（0.600~1.334）0.5830.1721.188（0.932~1.515）0.164
培训
有无-0.1160.890（0.571~1.389）0.609-0.0350.966（0.739~1.262）0.800
疾控改革关注度
比较关注不太关注-0.1120.894（0.608~1.313）0.567-0.4900.613（0.477~0.786）<0.001
睡眠质量
一般差-0.4810.618（0.420~0.910）0.015-0.5750.563（0.440~0.720）<0.001
好-0.4380.645（0.398~1.044）0.075-1.0430.353（0.261~0.477）<0.001
锻炼习惯
有无-0.5920.553（0.267~1.146）0.111-0.0500.952（0.650~1.393）0.799
), ArticleFig(id=1322609086600954166, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=CN, label=表4, caption=

不同级别疾控中心女性员工职业倦怠状况的多因素logistic回归分析

, figureFileSmall=null, figureFileBig=null, tableContent=
变量参照组省市级区县级
βOR（95% CI）PβOR（95% CI）P
年龄（岁）
35~44<35-0.4430.642（0.379~1.087）0.099-0.4390.645（0.471~0.883）0.006
45~54-0.6520.521（0.278~0.977）0.042-0.6420.526（0.364~0.762）0.001
≥55-0.3190.727（0.245~2.153）0.565-1.1850.306（0.159~0.589）<0.001
婚姻
已婚未婚-0.2610.770（0.456~1.300）0.328-0.1820.833（0.599~1.159）0.279
职称
初级无职称0.3691.447（0.889~2.353）0.1370.1501.162（0.869~1.554）0.312
中级0.6451.907（1.123~3.237）0.0170.1261.134（0.808~1.590）0.467
高级0.7972.219（1.183~4.166）0.013-0.1470.863（0.585~1.274）0.459
职称晋升年限（年）
5~10<5-0.2540.776（0.496~1.212）0.265-0.0540.947（0.726~1.236）0.691
>10-0.5220.593（0.347~1.016）0.057-0.2620.769（0.538~1.100）0.150
福利
一般差-0.1790.836（0.543~1.288）0.417-0.4540.635（0.501~0.806）<0.001
好-0.3540.702（0.406~1.212）0.204-1.0090.365（0.262~0.508）<0.001
工作量
多少和一般0.6061.833（1.312~2.562）<0.0010.2781.320（1.075~1.621）0.008
每月夜班
有无-0.1120.894（0.600~1.334）0.5830.1721.188（0.932~1.515）0.164
培训
有无-0.1160.890（0.571~1.389）0.609-0.0350.966（0.739~1.262）0.800
疾控改革关注度
比较关注不太关注-0.1120.894（0.608~1.313）0.567-0.4900.613（0.477~0.786）<0.001
睡眠质量
一般差-0.4810.618（0.420~0.910）0.015-0.5750.563（0.440~0.720）<0.001
好-0.4380.645（0.398~1.044）0.075-1.0430.353（0.261~0.477）<0.001
锻炼习惯
有无-0.5920.553（0.267~1.146）0.111-0.0500.952（0.650~1.393）0.799
), ArticleFig(id=1322609086668063031, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=EN, label=Table 5, caption=

Fairlie decomposition of differences in burnout levels among female CDC employees

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变量β贡献率
（%）		排序P值
总差异-0.033 0100.00--
不可解释差异（系数效应）-0.013 841.63--
可解释差异（特征效应）-0.019 358.37--
福利-0.010 431.621<0.001
睡眠质量-0.003 29.7820.001
工作量-0.002 88.5030.001
职称晋升年限-0.001 75.2440.129
年龄-0.001 75.0650.282
疾控改革关注度-0.000 61.7660.214
每月夜班-0.000 41.1670.403
锻炼-0.000 20.7480.377
有无年度培训-0.000 10.4090.692
婚姻0.000 7-2.12100.370
职称0.001 1-3.45110.413
), ArticleFig(id=1322609087007801656, tenantId=1146029695717560320, journalId=1227665162245664772, articleId=1322609076614316285, language=CN, label=表5, caption=

疾控中心女性员工职业倦怠级别差异的Fairlie分解

, figureFileSmall=null, figureFileBig=null, tableContent=
变量β贡献率
（%）		排序P值
总差异-0.033 0100.00--
不可解释差异（系数效应）-0.013 841.63--
可解释差异（特征效应）-0.019 358.37--
福利-0.010 431.621<0.001
睡眠质量-0.003 29.7820.001
工作量-0.002 88.5030.001
职称晋升年限-0.001 75.2440.129
年龄-0.001 75.0650.282
疾控改革关注度-0.000 61.7660.214
每月夜班-0.000 41.1670.403
锻炼-0.000 20.7480.377
有无年度培训-0.000 10.4090.692
婚姻0.000 7-2.12100.370
职称0.001 1-3.45110.413
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云南省疾病预防控制中心女性员工职业倦怠级别差异及影响因素研究
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陈亦萱 1 , 聂瀚林 2 , 杨万金 2 , 石学峰 1
现代预防医学 | 环境与职业卫生 2025,52(22): 4072-4077
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现代预防医学 |环境与职业卫生 2025 , 52 (22) : 4072 -4077
云南省疾病预防控制中心女性员工职业倦怠级别差异及影响因素研究
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陈亦萱1, 聂瀚林2, 杨万金2, 石学峰1
作者信息
  • 1.北京中医药大学管理学院，北京　100029
  • 2.北京中医药大学中医学院
通讯作者:
石学峰，E-mail:
作者简介:

陈亦萱（2000—），女，硕士在读，研究方向：卫生财经与卫生政策

Analysis of job burnout level differences and influencing factors among female employees at the Centers for Disease Control and Prevention, Yunnan
Yi-xuan CHEN1, Han-lin NIE2, Wan-jin YANG2, Xue-feng SHI1
Affiliations
  • School of Management, Beijing University of Chinese Medicine, Beijing 100029, China
出版时间: 2025-11-25 doi: 10.20043/j.cnki.MPM.202506060
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摘要
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目的

探讨云南省不同级别疾控中心女性员工的职业倦怠差异及其影响因素，为降低女性员工职业倦怠率，稳定疾控队伍提供参考。

方法

采用分层抽样与随机抽样相结合的方法，于2024年3月—4月应用《职业倦怠量表-通用版》（MBI-GS）对云南省各级疾控中心的女性员工进行调查。利用卡方检验、二元logistic回归和Fairlie分解方法分析疾控中心女性员工职业倦怠的影响因素、级别差异及其主要成因。

结果

4 257名疾控中心女性员工的总职业倦怠率为83.58%。其中，省市级员工职业倦怠率为81.09%，区县级员工职业倦怠率为84.39%，差异具有统计学意义（χ2=6.279，P=0.012）。回归结果显示，年龄45岁~54岁（OR=0.521，95% CI：0.278~0.977）、职称中级及以上（OR=1.907，95% CI：1.123~3.237；OR=2.219，95% CI：1.183~4.166）、工作量（OR=1.833，95% CI：1.312~2.562）和睡眠质量一般（OR=0.618，95% CI：0.420~0.910）是省市级疾控中心女性员工职业倦怠的影响因素；年龄（OR=0.645，95% CI：0.471~0.883；OR=0.526，95% CI：0.364~0.762；OR=0.306，95% CI：0.159~0.589）、福利（OR=0.635，95% CI：0.501~0.806；OR=0.365，95% CI：0.262~0.508）、工作量（OR=1.320，95% CI：1.075~1.621）、疾控改革关注度（OR=0.613，95% CI：0.477~0.786）和睡眠质量（OR=0.563，95% CI：0.440~0.720；OR=0.353，95% CI：0.261~0.477）是区县级疾控中心女性员工职业倦怠的影响因素。Fairlie分解结果显示，职业倦怠的级别差异中，有58.37%是由特征效应引起的，41.63%是由系数效应引起的。

结论

云南省疾控中心女性员工的职业倦怠率较高，且不同级别疾控中心存在显著差异，福利是引起该差异最主要的因素。建议相关部门重视疾控中心女性员工的职业倦怠问题，采取分层化、差异化的干预措施，以缓解其职业倦怠状况，缩小疾控中心女性员工职业倦怠的级别差异。

疾病预防控制中心  /  女性  /  职业倦怠  /  Fairlie分解  /  差异
Objective

To explore the differences in job burnout among female employees at different levels of the Centers for Disease Control and Prevention（CDCs）in Yunnan Province, along with its influencing factors, to provide information for reducing the prevalence of job burnout among female CDC employees, and stabilizing the CDC workforce.

Methods

A combination of stratified and random sampling methods was employed to survey female employees of all CDCs in Yunnan Province. The survey was conducted from March to April 2024 using the Maslach Burnout Inventory-General Survey（MBI-GS）. Using Chi-square test, binary logistic regression, and Fairlie decomposition methods, this study analyzed the influencing factors, level differences, and their main causes of job burnout among female CDC employees.

Results

The overall job burnout rate among 4 257 female CDC employees was 83.58%. Specifically, the burnout rate was 81.09% among those employees at provincial and prefectural levels and 84.39% among county-level, with the difference being statistically significant（χ2=6.279, P=0.012）. Regression results indicated that age 45-54 years（OR=0.521, 95% CI: 0.278-0.977）, intermediate or senior professional titles（OR=1.907, 95% CI: 1.123-3.237; OR=2.219, 95% CI: 1.183-4.166）, workload（OR=1.833, 95% CI: 1.312-2.562）, and general sleep quality（OR=0.618, 95% CI: 0.420-0.910）were identified as factors influencing job burnout among female employees at provincial and prefectural levels CDC; Age groups（OR=0.645, 95% CI: 0.471-0.883; OR=0.526, 95% CI: 0.364-0.762; OR=0.306, 95% CI: 0.159-0.589）, welfare levels（OR=0.635, 95% CI: 0.501-0.806; OR=0.365, 95% CI: 0.262-0.508）, workload（OR=1.320, 95% CI: 1.075-1.621）, attention to CDC reforms（OR=0.613, 95% CI: 0.477-0.786）, and sleep quality（OR=0.563, 95% CI: 0.440-0.720; OR=0.353, 95% CI: 0.261-0.477）were identified as factors influencing job burnout among female employees at county-level CDC. The Fairlie decomposition results indicated that 58.37% of the level differences in job burnout were caused by the characteristic effect and 41.63% by the coefficient effect.

Conclusion

Female CDC employees in Yunnan Province exhibit a relatively high rate of job burnout, with significant variations observed across different levels of CDCs. And welfare levels are identified as the primary factor contributing to these disparities. It is recommended that the relevant departments pay attention to the issue of job burnout among female CDC employees. Stratified and differentiated interventions should be developed and implemented to alleviate burnout and reduce disparities in burnout levels among female CDC employees across different levels.

CDC  /  Females  /  Job burnout  /  Fairlie decomposition  /  Difference
陈亦萱, 聂瀚林, 杨万金, 石学峰. 云南省疾病预防控制中心女性员工职业倦怠级别差异及影响因素研究. 现代预防医学, 2025 , 52 (22) : 4072 -4077 . DOI: 10.20043/j.cnki.MPM.202506060
Yi-xuan CHEN, Han-lin NIE, Wan-jin YANG, Xue-feng SHI. Analysis of job burnout level differences and influencing factors among female employees at the Centers for Disease Control and Prevention, Yunnan[J]. Modern Preventive Medicine, 2025 , 52 (22) : 4072 -4077 . DOI: 10.20043/j.cnki.MPM.202506060
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职业倦怠是指在长期高压工作环境中，个体发生的情绪衰竭、去人性化和成就感下降的心理状态[1]。疾病预防控制中心（简称“疾控中心”）作为公共卫生体系的核心，承担着疾病防控、健康危险因素监测和干预、突发公共卫生事件应急处置等重要职责，是人民健康和公共卫生安全的重要保障。近年来，随着公共卫生事件频发，疾控中心工作人员成为职业倦怠的高发人群[2]。既有研究表明，职业倦怠不仅危及员工的身心健康，降低工作效率和质量，也会增加其离职倾向，对人员队伍的稳定性构成威胁[3]。根据2022年《中国卫生健康统计年鉴》，疾控中心中女性员工占比达58.7%。相比于疾控中心男性员工，女性员工的职业倦怠的问题更为突出[4]。女性在面对工作压力的同时，往往还需承担更多的家庭责任，这可能使得她们的职业倦怠水平相对较高。调查数据显示，疾控中心女性员工的职业倦怠得分平均为4.50分，显著高于男性员工的3.65分[5]。因此，女性员工的职业倦怠问题尤为值得关注。
考虑到不同级别疾控人员在职责及管理方式上的差异，省市级人员通常负责辖区内公共卫生方案的制定、宏观管理和指导，而区县级人员则更侧重于方案执行和公共卫生信息的收集。这可能导致职业倦怠表现的不同，但现有文献尚未对此进行深入探讨。基于此，本研究旨在识别并分析疾控中心女性员工职业倦怠的级别差异及其影响因素，为提升疾控中心女性员工的职业健康水平，缩小职业倦怠的层级差异提供参考，助力公共卫生事业的高质量发展。
1　对象与方法
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1.1　研究对象
于2024年3月—4月采用分层抽样与随机抽样相结合的方法，对云南省各级疾控中心工作人员进行线上问卷调研。首先，以疾控中心的行政管理层级为分类依据，将云南省全部疾控中心划分为省级（1家）、地市级（16家）和区县级（129家）三个层级，以实现不同层级疾控中心的全面覆盖。在此基础上，由云南省疾控中心统筹协调，联系各级疾控中心，充分说明本次调查的目的、意义及问卷填写要求。各中心由指定负责人负责组织问卷发放，并在本单位内部通过随机抽样的方式确定受访对象。为确保样本规模与数据质量，要求每家机构需回收不少于30份有效问卷。此外，为避免重复填写，后台设置每个IP地址只能作答1次的限制。研究共有4 896名女性受访者参与，剔除填写时间异常、错填、漏填及一致性检验未通过的无效样本后，纳入4 257份有效问卷，问卷有效率为86.95%。本研究获得北京中医药大学伦理委员会审核批准（NO.2024BZYLL0303）。
1.2　变量设置
本研究的因变量为省市级和区县级疾控中心女性员工的职业倦怠状况，采用《职业倦怠量表-通用版》（MBI-GS）对其进行测量[6]。该量表由项目组专家基于疾控中心工作人员特点，对MBI-GS进行翻译、汉化，并经三轮论证后形成。量表包含情感衰竭、去人格化、成就感低落3个维度，共16个条目。采用Likert 7级计分法，赋值范围为0分（从来没有）~6分（每天都有），其中成就感低落维度为反向计分。量表总的Cronbach α系数为0.833。综合得分依据[0.4×情感衰竭+0.3×去人格化+0.3×成就感低落]计算得出，以综合得分<1.5分判定为职业倦怠阴性，≥1.5分判定为职业倦怠阳性[7]。
基于已有研究文献，本研究选取以下因素作为自变量，进行疾控中心女性员工职业倦怠差异及影响因素的探究。具体变量赋值情况见表1。
1.3　统计分析方法
使用SPSS 25.0软件和Stata 17.0软件进行数据分析。主要统计学方法包括描述性分析、卡方检验和二元logistic回归分析。采用Fairlie分解模型探究疾控中心女性员工职业倦怠的级别差异及其成因。检验水准为α=0.05。首先，分别建立省市级和区县级疾控中心女性员工职业倦怠状况的二元logistic回归模型：
其次，根据Fairlie分解原理，可将差异分解为：
其中，和分别代表省市级与区县级疾控中心女性员工职业倦怠二元结果的平均概率。公式（3）中前半部分为可解释部分，是由研究中观察到的变量所引起的差异，亦称为特征效应；后半部分为不可解释部分，即由级别固有属性造成的差异，亦称为系数效应[8]。同时，为减少变量排序对于贡献估计结果的影响，将以变量随机排序1 000次的平均结果作为研究最终结果。
2　结果
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2.1　基本情况
纳入分析的4 257名女性员工中，共有3 558人存在职业倦怠状况，总职业倦怠率为83.58%。其中，省市级疾控中心女性员工的职业倦怠率为81.09%，低于区县级员工的职业倦怠率（84.39%），差异具有统计学意义（χ2=6.279，P=0.012）。见表2。
2.2　不同级别疾控中心女性员工特征分布情况
卡方检验结果显示，年龄、职称、职称晋升年限、福利、工作量、夜班和睡眠质量等因素在省市级和区县级疾控中心女性人群中的分布存在统计学差异（P<0.05）。与省市级相比，区县级疾控中心女性员工的特点是中高级职称人员更少、福利待遇相对更差、工作量更多、值夜班率更高和睡眠质量更差。见表3。
2.3　不同级别疾控中心女性员工职业倦怠状况的多因素logistic回归分析
回归结果如表4所示，年龄45岁~54岁、职称为中级及以上、工作量和睡眠质量一般是省市级疾控中心女性员工职业倦怠的影响因素（P<0.05）；年龄、福利、工作量、关注疾控改革和睡眠质量是区县级疾控中心女性员工职业倦怠的影响因素（P<0.05）。与区县级员工相比，省市级员工表现出对职称的敏感性；与省市级员工相比，区县级员工表现出对福利和疾控改革关注度的敏感性。
2.4　疾控中心女性员工职业倦怠级别差异的Fairlie分解
Fairlie分解结果显示，不同级别疾控中心女性员工职业倦怠的总差异中，可解释部分和不可解释部分占比分别为58.37%和41.63%。从可解释部分的分解结果来看，福利、工作量和睡眠质量对不同级别疾控中心女性员工职业倦怠差异的贡献有统计学意义（P<0.05），贡献率依次为31.62%、9.78%和8.50%，且贡献率均为正值，说明这些因素在不同级别间的差异性扩大了疾控中心女性员工职业倦怠的级别差异。其余变量对职业倦怠级别差异的贡献无统计学意义。见表5。
3　讨论
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3.1　疾控中心女性员工职业倦怠率较高且存在级别差异
被调查的疾控中心女性员工的总职业倦怠率为83.58%，高于刘亚军等[9]针对成都市基层疾控人员（73.0%）的调查结果，提示疾控中心女性员工的职业倦怠率相对较高。已有研究显示，疾控工作任务繁重且伴随较高的风险，具有高强度、高压力的特性[10]。女性在面对压力时，更倾向于采用以情绪为中心的应对策略，导致情绪耗竭程度更高[11]。同时，受传统社会性别角色的影响，女性还面临着更为严重的家庭-工作冲突[12]，这也可能导致其职业倦怠的高发。此外，本研究发现，区县级疾控中心女性员工职业倦怠率高于省市级员工，差异具有统计学意义（χ2=6.279，P=0.012），提示疾控中心女性员工职业倦怠状况存在级别差异，且区县级员工的职业倦怠问题更为突出。
3.2　年龄、工作量和睡眠质量是影响不同级别疾控中心女性员工职业倦怠的共同因素
研究结果显示，年龄、工作量和睡眠质量对省市级和区县级疾控中心女性员工的职业倦怠均有显著影响。年龄较小的员工，容易发生职业倦怠。这可能是由于她们通常入职时间较短，实践技能和工作经验相对不足，易在处理复杂或突发性公共卫生事件时遇到困难，出现沮丧、气馁等负面情绪，导致职业倦怠的发生[13]。这提示疾控中心应为年轻员工提供系统化的职业培训，帮助其提升专业能力，增强应对复杂任务的信心。工作量越多的疾控中心女性员工，越容易发生职业倦怠。研究表明，当疾控人员体力、时间等不足以应对超负荷工作时，容易引发职业倦怠[14]。而女性员工由于生理特性以及花费在家庭上的时间更多[15]，更易出现体力、时间不足的情况，加剧其职业倦怠风险。此外，睡眠质量差的疾控中心女性员工也面临较高的职业倦怠风险。睡眠质量差更容易引发高情绪衰竭、高去人格化和低成就感[16]，从而导致职业倦怠。因此，建议通过合理分配工作量、实行弹性排班制度、增加工作自主性等方式[17-18]，减轻员工工作负荷，降低工作-家庭冲突，确保其有足够的休息时间。同时，可以设立心理咨询室，提供压力调适培训等，为员工营造支持性的工作环境，以降低职业倦怠的发生风险。
3.3　不同级别疾控中心女性员工职业倦怠的影响因素存在差异
本研究发现，中级及以上职称的省市级疾控中心女性员工发生职业倦怠的风险较高。这可能由于她们通常承担着方案实施、任务组织等核心职责，工作内容复杂且管理责任较大，容易导致情绪疲惫和心理压力的积累，从而产生倦怠感。福利越好、对疾控改革关注度越高的区县级疾控中心女性员工，发生职业倦怠的风险越低。分析其原因，区县级疾控人员的收入相对较低[19]，且女性在薪酬方面通常处于劣势地位[20]。鉴于收入因素的限制，福利作为除工资之外的非货币经济待遇，对于基层人员同样具有重要的经济激励作用。因此，较好的福利能够对区县级疾控中心女性员工产生较强的激励和补偿效应，从而缓解其职业倦怠。此外，更关注疾控改革的区县级疾控中心女性员工对改革带来的政策支持和发展机会有更为清晰的认知，增强了她们对行业未来的积极预期和对自身发展的信心，有助于降低其倦怠风险。
这提示相关机构在关注共同影响因素的同时，还应充分考虑不同级别疾控中心女性员工的差异化需求，实行分层化干预策略。针对省市级中级职称及以上员工，建议结合职称与岗位职责差异，建立责任分担机制，以减轻其工作负荷。针对区县级员工，一方面，应着力优化基层福利政策，切实提升基层福利待遇水平；另一方面，应加大对改革政策的宣传力度，增强其职业认同感和成就感，从而有效缓解其职业倦怠情况。
3.4　福利是导致疾控中心女性员工职业倦怠级别差异的主要因素，其次是工作量与睡眠质量
Fairlie模型的分解结果显示，疾控中心女性员工职业倦怠的级别差异中，有58.37%的差异是由可观测因素引起的，其中福利、工作量和睡眠质量对疾控中心女性员工职业倦怠级别差异的贡献具有统计学意义（P<0.05）。福利的贡献率最高，为31.62%，表明福利是造成疾控中心女性员工职业倦怠级别差异的主要因素。本研究发现，区县级疾控中心女性员工在福利差的比例显著高于省市级员工（P<0.05），这种福利的差异可能导致区县级疾控中心女性员工处于付出-回报失衡状态，引发工作中的负面情绪，从而表现出更高的职业倦怠率[21]。工作量和睡眠质量的差距也会扩大疾控中心女性员工职业倦怠的级别差异，贡献率分别为9.78%和8.50%。本研究表明，区县级疾控中心女性员工在工作量多和睡眠质量差的比例上均显著高于省市级人员（P<0.05）。区县级员工承担着大量基层数据收集、现场调查任务，工作负荷相对较高。同时，高工作量也往往会影响休息和睡眠。根据logistic回归分析结果，工作量多和睡眠质量差均会显著增加职业倦怠的发生风险，这导致区县级员工职业倦怠发生率更高，加剧了职业倦怠的级别差异。
因此，为缩小疾控中心女性员工职业倦怠的级别差异，建议相关部门应加大对区县级疾控中心的投入力度，重点加强基层疾控人才队伍建设与培养，优化基层人员配置，提高福利待遇的可及性与公平性。此外，建议进一步增加不同级别疾控中心人员交流、轮岗和互派机会，以缓解级别固有属性导致的职业倦怠差异。
基金
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  • 中国疾病预防控制中心资助项目(90020671720092)
文献
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2025年第52卷第22期
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doi: 10.20043/j.cnki.MPM.202506060
  • 接收时间：2025-06-04
  • 首发时间：2026-10-29
  • 出版时间：2025-11-25
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  • 收稿日期：2025-06-04
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中国疾病预防控制中心资助项目(90020671720092)
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    1.北京中医药大学管理学院，北京　100029
    2.北京中医药大学中医学院

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石学峰，E-mail:
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2种不同金属材料的力学参数
科
Family		 属数
Number of
genus		 种数
Number of
species		 占总种数比例
Percentage of
total species (%)		 属
Genus		 种数
Number of
species		 占总种数比例
Percentage of total
species (%)
鹅膏菌科Amanitaceae 2 11 5.26 鹅膏菌属 Amanita 10 4.78
小菇科 Mycenaceae 2 12 5.74 丝盖伞属 Inocybe 5 2.39
多孔菌科 Polyporaceae 8 14 6.70 蜡蘑属 Laccaria 5 2.39
红菇科 Russulaceae 3 23 11.00 小皮伞属 Marasmius 6 2.87
小菇属 Mycena 11 5.26
光柄菇属 Pluteus 5 2.39
红菇属 Russula 17 8.13
栓菌属 Trametes 5 2.39
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