This document discusses burnout among social workers and proposes ways to address it. It begins by defining burnout and explaining how it negatively impacts employees, employers, and clients. Common factors that can lead to burnout are then reviewed, such as low autonomy, role ambiguity, caseload demands, and lack of support. Preventative measures are discussed, like flexible schedules, social support, training, and employee assistance programs. The document argues that while burnout poses serious problems, increased resources for social workers could help lower turnover and improve effectiveness.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' job performance.
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
The corretaltion between stress and productivityAli YILMAZ
Stress exists in all workplaces and negatively impacts productivity. While some stress can increase performance, too much leads to lower productivity through increased absenteeism, decreased job satisfaction and role conflicts. Common causes of workplace stress include heavy workloads, lack of job security and unclear expectations. Both individual-focused solutions like time management and organization-focused ones like improved communication can help address stress. Future research could measure stress and productivity in specific professions to better understand their relationship.
Workplace stress can be identified and addressed through a Stress Risk Management Audit, sometimes referred to as a Stress Risk Management Assessment. In a number of Australian States, and in the UK through the Safety Executive (UK), workplace stress risk factors have been identified and considered in a risk assessment process. This powerpoint is intended to fit into recommended practices rather be considered as an alternative. It also aligns with other Organisational Health methodologies, such as the Organisational Health Audit and Complaints Management, by using an underlying Human Activity System model. This allows for the identification stress risk factors to be identified when addressing other workplace issues.
Human resource is the key element of healthcare services in a globalizing world and business is the
most important resource in order to provide effective and efficient healthcare services. In the provision of health
services, employees in the healthcare enterprise serve patients with physical and mental capacity
This document reviews the literature on supports for managing work and family responsibilities. It defines three experiences of work-family management: work-family conflict, work-family enrichment, and work-family balance. It then examines the evidence on informal supports like social relationships and formal organizational policies. Informal support, especially from supervisors and spouses, is consistently linked to lower work-family conflict and higher work-family enrichment. However, the effectiveness of formal policies is more mixed, with small or negligible associations with work-family outcomes. Support is generally most effective when it allows and promotes the use of resources within a supportive environment.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' job performance.
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
The corretaltion between stress and productivityAli YILMAZ
Stress exists in all workplaces and negatively impacts productivity. While some stress can increase performance, too much leads to lower productivity through increased absenteeism, decreased job satisfaction and role conflicts. Common causes of workplace stress include heavy workloads, lack of job security and unclear expectations. Both individual-focused solutions like time management and organization-focused ones like improved communication can help address stress. Future research could measure stress and productivity in specific professions to better understand their relationship.
Workplace stress can be identified and addressed through a Stress Risk Management Audit, sometimes referred to as a Stress Risk Management Assessment. In a number of Australian States, and in the UK through the Safety Executive (UK), workplace stress risk factors have been identified and considered in a risk assessment process. This powerpoint is intended to fit into recommended practices rather be considered as an alternative. It also aligns with other Organisational Health methodologies, such as the Organisational Health Audit and Complaints Management, by using an underlying Human Activity System model. This allows for the identification stress risk factors to be identified when addressing other workplace issues.
Human resource is the key element of healthcare services in a globalizing world and business is the
most important resource in order to provide effective and efficient healthcare services. In the provision of health
services, employees in the healthcare enterprise serve patients with physical and mental capacity
This document reviews the literature on supports for managing work and family responsibilities. It defines three experiences of work-family management: work-family conflict, work-family enrichment, and work-family balance. It then examines the evidence on informal supports like social relationships and formal organizational policies. Informal support, especially from supervisors and spouses, is consistently linked to lower work-family conflict and higher work-family enrichment. However, the effectiveness of formal policies is more mixed, with small or negligible associations with work-family outcomes. Support is generally most effective when it allows and promotes the use of resources within a supportive environment.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
This document summarizes a research paper that explored factors influencing perceptions of work-life balance among owners of copreneurial firms, or couples who jointly own and manage a business. The researchers surveyed 210 copreneurial couples about their perceptions of work-life balance, work-life conflict, job characteristics, communication practices, and spousal support. They found that work-life conflict was negatively related to perceptions of work-life balance, while job involvement, flexibility at work, and open communication positively influenced perceptions of work-life balance. Interestingly, spousal support directly influenced perceptions of work-life balance but not perceptions of life-work balance.
The Impact of Occupational Injury on Familiestoniharrington
This document discusses the impact that occupational injuries and illnesses can have on workers' families. It provides one case study of a man who developed depression and left his job due to struggles managing demands at home and caring for his wife who has a disability. The document outlines various ways that families can be affected, including financially, in terms of domestic roles and relationships, and emotionally. It calls for more research on this topic and provides some strategies to help mitigate adverse consequences for injured workers' families.
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
Distortions in performance appraisals and employee perceptions of fairness in...Shantanu Basu
This document discusses distortions in performance appraisals and their impact on employee motivation. It puts forth 5 main propositions:
1) Intrinsic motivation is generally a stronger driver for public employees than extrinsic rewards.
2) For extrinsic motivators to be effective, there needs to be a transparent link between performance and outcomes.
3) Managerial biases like favoritism and personal factors can negatively impact performance evaluations.
4) Incentives are often used as organizational control mechanisms and exacerbate existing biases.
5) Perceptions of unfair treatment have a greater impact on motivation than distributive or procedural unfairness.
The document uses research data and examples to support each proposition
Workplace stress costs US businesses up to $300 billion yearly. 83% of US workers suffer from work-related stress, especially those aged 30-49. Women are more stressed than men. In 2019, 94% of American workers reported experiencing stress at work, with 80% attributing it to ineffective company communication. The top stressors were bosses (35%) and stress affecting home life (54%). Stress can be either helpful or harmful, depending on whether it is moderate or excessive. Common causes of stress include workload, lack of training or appreciation, unclear roles or responsibilities, and poor relationships or communication at work. Managing stress involves becoming aware of stressors, taking breaks, improving time management, balancing work and personal life,
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document discusses employee burnout, its causes and negative consequences, and potential solutions. It notes that burnout can result from lack of support, poor training, heavy workloads, and role confusion. This leads to problems like illness, poor performance, and high turnover. The document then proposes a four-part solution: semi-annual workshops on coping skills, quarterly collaboration activities, on-site representatives, and virtual aid stations. The goal is to increase awareness, provide learning opportunities, and help employees manage stress and prevent burnout.
Building Resilience Into the Child Protection WorkforceBASPCAN
1) The document discusses building resilience in the child protection workforce. High turnover rates pose risks to children's well-being as it leads to staff shortages and high caseloads.
2) Relationships, particularly with managers, play a key role in workers' resilience. Positive relationships with managers and coworkers can help prevent burnout, while negative or unsupported relationships can contribute to workers leaving their jobs.
3) The quality of management strongly influences organizational culture, staff retention, and the ability to support new workers. Poor management that does not provide supervision or support to workers can negatively impact practice quality and service users.
1) Workplace policies and procedures for handling bullying complaints need to balance a no-blame approach with clear sanctions. They should allow for multiple access points and types of interventions to resolve issues in a cooperative manner.
2) Organizational cultures that clearly communicate expectations of respectful behavior and demonstrate fairness in handling complaints can help prevent and address bullying.
3) Effective policies address the needs of targets, bystanders, and alleged perpetrators to encourage resilience and recovery from bullying incidents.
Changing Work and Work-Family Conflict: Evidence from the Work, Family, and H...Bianca Weiler
This document summarizes a study that evaluates the effects of a workplace intervention called STAR, which aimed to increase employees' schedule control and supervisor support for family/personal life at an IT division of a large company. The study utilizes a group-randomized trial where some work units received the STAR intervention while others continued as usual. The intervention involved training supervisors to support employees' personal lives and prompting employees to reconsider their work schedules. The study assesses the intervention's impact on schedule control, supervisor support, work-family conflict, and related outcomes. It represents a rigorous test of whether deliberately changing organizational practices and social structures can improve work resources and reduce work-family interference.
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
1) The document discusses how work alienation, specifically feelings of powerlessness and meaninglessness, are negatively related to passive and active job performance. It hypothesizes that work alienation will be negatively related to organizational commitment (passive performance) and work effort (active performance).
2) It also analyzes whether work alienation influences work-to-family enrichment, hypothesizing that work alienation will negatively impact life outside of work.
3) Finally, it discusses how work alienation can lead to consequences like anomia, withdrawal, and even workplace sabotage or deviance, which can damage organizational performance and productivity.
Team Awareness for Mental Well-Being in the Workplace: Original Theoretical A...Joel Bennett
This interactive slide deck (from 1999) walks through the grounded theory behind our original Team Awareness program.
The deck is a supplement to our 2000 article:
Bennett, J. B., Lehman, W. E., & Reynolds, G. S. (2000). Team awareness for workplace substance abuse prevention: The empirical and conceptual development of a training program. Prevention Science, 1(3), 157-172. https://link.springer.com/article/10.1023/A:1010025306547;
This paper examines how satisfying an employee's basic psychological need for autonomy impacts job satisfaction. It discusses how autonomy, competence, and relatedness are basic psychological needs according to self-determination theory. When these needs are met, employees are less likely to experience burnout and more likely to be engaged. The paper analyzes how factors like workplace bullying, leadership support, and coworker relationships can influence an individual's perceived level of autonomy. Research shows increased autonomy is linked to greater productivity, job satisfaction, and positive psychological health outcomes for employees.
This chapter reviews literature on factors that affect the performance of nursing staff. It discusses individual factors like motivation, perceptions and work experience. Organizational factors include management support, communication, and working conditions. Social factors involve community expectations and cultural values. Theoretical frameworks identify these factors and their influence on performance. The review forms a performance model to guide the study in developing strategies to enhance nursing staff performance.
This document defines work-family conflict and outlines its direction, types, factors, outcomes, and techniques for reducing it. Work-family conflict occurs when the demands of one role (work or family) are incompatible with the demands of the other. There are two directions of conflict: work interfering with family, and family interfering with work. Conflict can be time-based, strain-based, or behavior-based. Factors include work demands, family responsibilities, and lack of support. Outcomes include decreased job and life satisfaction, absenteeism, and health issues. Techniques to reduce conflict involve flexible schedules, proper time management, family-friendly benefits, counseling, and open communication.
The survey found that association executives are significantly more optimistic about the economic impact in 2011 compared to 2010. While membership trends still show the effects of the recession, concerns over core business lines like sponsorship and advertising have dramatically decreased from 2010. Associations also report accessing reserves less in 2010 compared to 2009 and using funds more for new initiatives than operating expenses. Budget outlooks indicate austerity measures are down across areas like staffing reductions and budget cuts. In summary, the survey shows associations have turned a corner towards greater financial stability and recovery from the recession.
This document provides an overview of the literature on employee burnout and work engagement. It defines burnout as a negative psychological state comprising physical fatigue, emotional exhaustion, and loss of motivation. Burnout is characterized by three dimensions - exhaustion, cynicism, and reduced professional efficacy. It is most commonly measured using the Maslach Burnout Inventory. Work engagement is defined as a positive, fulfilling work-related state of mind characterized by vigor, dedication, and absorption. The relationship between burnout and work engagement and how they impact employee well-being is also discussed.
Professional Emotion or Legitimate Differences__Research PaperMatthew MacKay
This document summarizes a research paper that examines the relationship between emotions and gender roles in the workplace. It provides background on previous research examining emotions and gender separately in organizational settings. The study aims to combine these areas to analyze whether emotions are affected by gender roles or vice versa. It describes the methodology used, including surveys administered to 30 employees at a natural gas company to measure perceived credibility, organizational emotions, and gender stereotypes. The conclusion discusses implications, such as women being perceived as more competent and men feeling able to express emotions to female bosses.
Healthcare Stakeholders in Health Care Policy.pdfsdfghj21
The document discusses stakeholders in health care policy and their role in policy development. It describes how the evolution of health care policy has influenced programs like Medicaid and Medicare. It also discusses stakeholders involved in Medicaid and Medicare policy in Maryland, including their role in policy development for specific issues.
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxcurwenmichaela
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful .
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
This document summarizes a research paper that explored factors influencing perceptions of work-life balance among owners of copreneurial firms, or couples who jointly own and manage a business. The researchers surveyed 210 copreneurial couples about their perceptions of work-life balance, work-life conflict, job characteristics, communication practices, and spousal support. They found that work-life conflict was negatively related to perceptions of work-life balance, while job involvement, flexibility at work, and open communication positively influenced perceptions of work-life balance. Interestingly, spousal support directly influenced perceptions of work-life balance but not perceptions of life-work balance.
The Impact of Occupational Injury on Familiestoniharrington
This document discusses the impact that occupational injuries and illnesses can have on workers' families. It provides one case study of a man who developed depression and left his job due to struggles managing demands at home and caring for his wife who has a disability. The document outlines various ways that families can be affected, including financially, in terms of domestic roles and relationships, and emotionally. It calls for more research on this topic and provides some strategies to help mitigate adverse consequences for injured workers' families.
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
Distortions in performance appraisals and employee perceptions of fairness in...Shantanu Basu
This document discusses distortions in performance appraisals and their impact on employee motivation. It puts forth 5 main propositions:
1) Intrinsic motivation is generally a stronger driver for public employees than extrinsic rewards.
2) For extrinsic motivators to be effective, there needs to be a transparent link between performance and outcomes.
3) Managerial biases like favoritism and personal factors can negatively impact performance evaluations.
4) Incentives are often used as organizational control mechanisms and exacerbate existing biases.
5) Perceptions of unfair treatment have a greater impact on motivation than distributive or procedural unfairness.
The document uses research data and examples to support each proposition
Workplace stress costs US businesses up to $300 billion yearly. 83% of US workers suffer from work-related stress, especially those aged 30-49. Women are more stressed than men. In 2019, 94% of American workers reported experiencing stress at work, with 80% attributing it to ineffective company communication. The top stressors were bosses (35%) and stress affecting home life (54%). Stress can be either helpful or harmful, depending on whether it is moderate or excessive. Common causes of stress include workload, lack of training or appreciation, unclear roles or responsibilities, and poor relationships or communication at work. Managing stress involves becoming aware of stressors, taking breaks, improving time management, balancing work and personal life,
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document discusses employee burnout, its causes and negative consequences, and potential solutions. It notes that burnout can result from lack of support, poor training, heavy workloads, and role confusion. This leads to problems like illness, poor performance, and high turnover. The document then proposes a four-part solution: semi-annual workshops on coping skills, quarterly collaboration activities, on-site representatives, and virtual aid stations. The goal is to increase awareness, provide learning opportunities, and help employees manage stress and prevent burnout.
Building Resilience Into the Child Protection WorkforceBASPCAN
1) The document discusses building resilience in the child protection workforce. High turnover rates pose risks to children's well-being as it leads to staff shortages and high caseloads.
2) Relationships, particularly with managers, play a key role in workers' resilience. Positive relationships with managers and coworkers can help prevent burnout, while negative or unsupported relationships can contribute to workers leaving their jobs.
3) The quality of management strongly influences organizational culture, staff retention, and the ability to support new workers. Poor management that does not provide supervision or support to workers can negatively impact practice quality and service users.
1) Workplace policies and procedures for handling bullying complaints need to balance a no-blame approach with clear sanctions. They should allow for multiple access points and types of interventions to resolve issues in a cooperative manner.
2) Organizational cultures that clearly communicate expectations of respectful behavior and demonstrate fairness in handling complaints can help prevent and address bullying.
3) Effective policies address the needs of targets, bystanders, and alleged perpetrators to encourage resilience and recovery from bullying incidents.
Changing Work and Work-Family Conflict: Evidence from the Work, Family, and H...Bianca Weiler
This document summarizes a study that evaluates the effects of a workplace intervention called STAR, which aimed to increase employees' schedule control and supervisor support for family/personal life at an IT division of a large company. The study utilizes a group-randomized trial where some work units received the STAR intervention while others continued as usual. The intervention involved training supervisors to support employees' personal lives and prompting employees to reconsider their work schedules. The study assesses the intervention's impact on schedule control, supervisor support, work-family conflict, and related outcomes. It represents a rigorous test of whether deliberately changing organizational practices and social structures can improve work resources and reduce work-family interference.
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
1) The document discusses how work alienation, specifically feelings of powerlessness and meaninglessness, are negatively related to passive and active job performance. It hypothesizes that work alienation will be negatively related to organizational commitment (passive performance) and work effort (active performance).
2) It also analyzes whether work alienation influences work-to-family enrichment, hypothesizing that work alienation will negatively impact life outside of work.
3) Finally, it discusses how work alienation can lead to consequences like anomia, withdrawal, and even workplace sabotage or deviance, which can damage organizational performance and productivity.
Team Awareness for Mental Well-Being in the Workplace: Original Theoretical A...Joel Bennett
This interactive slide deck (from 1999) walks through the grounded theory behind our original Team Awareness program.
The deck is a supplement to our 2000 article:
Bennett, J. B., Lehman, W. E., & Reynolds, G. S. (2000). Team awareness for workplace substance abuse prevention: The empirical and conceptual development of a training program. Prevention Science, 1(3), 157-172. https://link.springer.com/article/10.1023/A:1010025306547;
This paper examines how satisfying an employee's basic psychological need for autonomy impacts job satisfaction. It discusses how autonomy, competence, and relatedness are basic psychological needs according to self-determination theory. When these needs are met, employees are less likely to experience burnout and more likely to be engaged. The paper analyzes how factors like workplace bullying, leadership support, and coworker relationships can influence an individual's perceived level of autonomy. Research shows increased autonomy is linked to greater productivity, job satisfaction, and positive psychological health outcomes for employees.
This chapter reviews literature on factors that affect the performance of nursing staff. It discusses individual factors like motivation, perceptions and work experience. Organizational factors include management support, communication, and working conditions. Social factors involve community expectations and cultural values. Theoretical frameworks identify these factors and their influence on performance. The review forms a performance model to guide the study in developing strategies to enhance nursing staff performance.
This document defines work-family conflict and outlines its direction, types, factors, outcomes, and techniques for reducing it. Work-family conflict occurs when the demands of one role (work or family) are incompatible with the demands of the other. There are two directions of conflict: work interfering with family, and family interfering with work. Conflict can be time-based, strain-based, or behavior-based. Factors include work demands, family responsibilities, and lack of support. Outcomes include decreased job and life satisfaction, absenteeism, and health issues. Techniques to reduce conflict involve flexible schedules, proper time management, family-friendly benefits, counseling, and open communication.
The survey found that association executives are significantly more optimistic about the economic impact in 2011 compared to 2010. While membership trends still show the effects of the recession, concerns over core business lines like sponsorship and advertising have dramatically decreased from 2010. Associations also report accessing reserves less in 2010 compared to 2009 and using funds more for new initiatives than operating expenses. Budget outlooks indicate austerity measures are down across areas like staffing reductions and budget cuts. In summary, the survey shows associations have turned a corner towards greater financial stability and recovery from the recession.
This document provides an overview of the literature on employee burnout and work engagement. It defines burnout as a negative psychological state comprising physical fatigue, emotional exhaustion, and loss of motivation. Burnout is characterized by three dimensions - exhaustion, cynicism, and reduced professional efficacy. It is most commonly measured using the Maslach Burnout Inventory. Work engagement is defined as a positive, fulfilling work-related state of mind characterized by vigor, dedication, and absorption. The relationship between burnout and work engagement and how they impact employee well-being is also discussed.
Professional Emotion or Legitimate Differences__Research PaperMatthew MacKay
This document summarizes a research paper that examines the relationship between emotions and gender roles in the workplace. It provides background on previous research examining emotions and gender separately in organizational settings. The study aims to combine these areas to analyze whether emotions are affected by gender roles or vice versa. It describes the methodology used, including surveys administered to 30 employees at a natural gas company to measure perceived credibility, organizational emotions, and gender stereotypes. The conclusion discusses implications, such as women being perceived as more competent and men feeling able to express emotions to female bosses.
Healthcare Stakeholders in Health Care Policy.pdfsdfghj21
The document discusses stakeholders in health care policy and their role in policy development. It describes how the evolution of health care policy has influenced programs like Medicaid and Medicare. It also discusses stakeholders involved in Medicaid and Medicare policy in Maryland, including their role in policy development for specific issues.
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxcurwenmichaela
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful .
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxjasoninnes20
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful ...
Pandemics deeply affect individuals and societies and create radical changes in their lives. With the
disruption of a habitual order, individuals and societies are exposed to social, physical, economic,
psychological, political and
Akkermans et al. (2013) - Young and Going StrongJos Akkermans
Purpose – The purpose of this paper is to identify job characteristics that determine young
employees’ wellbeing, health, and performance, and to compare educational groups.
Design/methodology/approach – Using the job demands-resources (JD-R) model and 2-wave
longitudinal data (n ¼ 1,284), the paper compares employees with a lower educational level with
employees with a high educational level.
Findings – Young employees with lower educational level reported fewer job resources (autonomy
and social support), more physical demands, less dedication, more emotional exhaustion, and poorer
health and performance compared with the highly educated group. Differences were also found
between educational groups in the relationships in the JD-R model, most notably a reciprocal
association between dedication and performance, and between emotional exhaustion and performance
in the group with lower levels of education.
Research limitations/implications – The results support the main processes of the JD-R model,
supporting its generalizability. However, differences were found between educational groups,
implying that the motivational and health impairment processes differ across educational levels.
Practical implications – HR consultants and career counselors may focus especially on increasing
job resources and motivation for young employees with lower educational level. Performing well is
also important for these young workers to become more dedicated and less exhausted.
Social implications – It is important to recognize and intervene on unique characteristics of
different educational groups with regard to wellbeing, health, and performance in order to maintain a
healthy and productive young workforce.
Originality/value – For the first time, predictions of the JD-R model are tested among young
employees with different educational backgrounds.
“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”AJHSSR Journal
The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
HSA 312 – MANAGED HEALTH CARESPRING 2021 CONTEXT, QUESTIONS APazSilviapm
HSA 312 – MANAGED HEALTH CARE
SPRING 2021: CONTEXT, QUESTIONS AND INSTRUCTIONS
CASE STUDY 1: THE PROBLEM OF HIGH DEDUCTIBLES AND CONSUMER DIRECTED HEALTH CARE IN U.S. HEALTH INSURANCE
DUE DATE – 11:59 PM, SUNDAY, MARCH 28, 2021
CONTEXT :UNDERSTANDING THE PROBLEM OF CONSUMER DIRECTED HEALTH PLANS AND HIGH DEDUCTIBLES:
According to research by the Commonwealth Fund, a foundation focused on health care, 21.3 percent of Americans have insurance so skimpy that they count as underinsured:
Their out-of-pocket health-care expenses, excluding premiums, amount to at least 5 to 10 percent of household income. The limits in coverage mean their plans might provide little financial protection in a health-care crisis.
High-deductible plans offered by employers are one part of the problem. Among people covered by the companies they work for, enrollment in high-deductible health plans rose from 4 percent in 2006 to 30 percent in 2019, according to a report from the Kaiser Family Foundation. The average annual deductibles in such plans are $2,583 for an individual and $5,335 for families.
· In theory, high-deductible plans, which make people spend lots of their own money before insurance kicks in, turn people into careful consumers. But research finds that people covered by such plans skip care, both unnecessary (elective cosmetic surgery, for instance) and necessary (cancer screenings and treatment, and prescriptions). Black Americans in these plans disproportionately avoid treatment, widening racial health inequities.
· Health savings accounts are designed to blunt the harmful effects of high-deductible plans: Contributions by employers, and pretax contributions by individuals, help to cover costs until the deductible is reached. But not all high-deductible health plans offer such accounts, and many people in lower-wage jobs don’t have them.
INSTRUCTIONS AND QUESTIONS
1. READ THE INDICATED READINGS, WHICH ARE ATTACHED.
2. PROVIDE WRITTEN RESPONSES TO THE QUESTIONS POSED BELOW.
· Your response via BlackBoard Assignments should have the following format and follow the rules indicated below:
· Single spaced.
· In Arial 12 font.
· Your response should be in a separate Microsoft Document attached to and submitted through Blackboard Assignment: CASE STUDY 1.
· Each section of the response should correspond to one of the Questions below – 1.A., 1.B., 2.A., 2.B., 3.A., AND 3.B. WRITE 1 SHORT PARAGRAPH FOR EACH RESPONSE.
· In your responses, without using too many sentences, use the attached documents to give your specific answer to each question.
· If you have made and posted more than one response on Blackboard, I will read, grade, and respond to your most recent response by day and date.
QUESTIONS – PROVIDE A WRITTEN RESPONSE:
RESPOND TO QUESTIONS 1, 2, AND 3, EACH OF WHICH HAS A PART A. AND PART B.
QUESTION 1: How is Consumer Directed Health Insurance Supposed to Address the Problems of Moral Hazard? – READINGS 1, 1.A. and 2.
(Usin ...
Differences between Children’s SocialWorkers and Adults’ Soc.docxduketjoy27252
Differences between Children’s Social
Workers and Adults’ Social Workers on
Sense of Burnout, Work Conditions and
Organisational Social Support
Liat Hamama*
Liat Hamama is a social worker and a lecturer in the Bob Shapell School of Social Work at Tel
Aviv University. She received her PhD at Tel Aviv University. Her research interests include
physical health, emotional distress, coping resources and well-being among children/
adolescence, their families and among health care professionals.
*Correspondence to Liat Hamama, Ph.D., Bob Shapell School of Social Work, Tel-Aviv
University, 69978, Israel. E-mail: [email protected]
Abstract
This research study aimed to examine the experience of burnout among 232 Israeli social
workers (126 who were directly treating children and adolescents and 106 who were
directly treating adults). Burnout was investigated in relation to social workers’ demo-
graphic characteristics, extrinsic and intrinsic work conditions, and social support at the
workplace by colleagues, their direct supervisor and the head of their agency. Social
workers of children did not report a higher experience of burnout than social workers
of adults in Israel. Both groups indicated, on average, a moderate intensity of burnout.
However, significant differences emerged between the two groups on perceived work
conditions and on support from the agency head. That is, children’s social workers per-
ceived better extrinsic work conditions than workers of adults, who reported better
intrinsic working conditions. In addition, children’s social workers reported higher
support from their agency heads than did workers serving adults. Burnout was signifi-
cantly negatively correlated with age, professional experience, intrinsic and extrinsic
work conditions, and social support from colleagues within the organisation and from
the agency head. Professional experience and support from colleagues and from the
agency head contributed significantly to explaining the variance in burnout intensity.
Moreover, intrinsic work conditions mediated between professional experience and
experience of burnout. Various explanations for these findings are discussed.
Keywords: Mental health, practitioners, social support
Accepted: August 2012
# The Author 2011. Published by Oxford University Press on behalf of
The British Association of Social Workers. All rights reserved.
British Journal of Social Work (2012) 42, 1333–1353
doi:10.1093/bjsw/bcr135
Advance Access publication September 28, 2011
Introduction
Burnout and stress among social workers are well documented in Israel
(e.g. Abu-Bader, 1999, 2000; Bargal and Guterman, 1996, 1997; Katchalnick
et al., 1991; Stav et al., 1987) and in other countries (e.g. Acker, 1999; Evans
et al., 2006; Kim and Stonere, 2008; Söderfeldt et al., 1995; Um and Harri-
son, 1998). Daily, social workers face the busy and complex world of
human behaviour in social contexts—a world in which relationships break
.
ABSENTEEISM AT WORKPLACE WHAT ARE THE FACTORS INFLUENCING TO ITKelly Lipiec
This document summarizes a study on factors influencing absenteeism in the workplace. The study surveyed 60 employees at a pharmaceutical company in India. It found that the most common reasons for absenteeism were harvesting seasons, personal problems, and drug/alcohol addiction. Working conditions and visiting places did not significantly impact absenteeism. The study concluded that companies should provide rewards to employees or counseling services to make them aware of the benefits of reducing absenteeism.
Technical And Business Of EntrepreneurshipDiane Allen
The document discusses technical and business undergraduate students' self-efficacy in entrepreneurship. It finds that business undergraduates may have higher self-efficacy in entrepreneurial endeavors than non-business students, as business students had more opportunities to be involved in business activities. Preliminary analyses were conducted to ensure assumptions of normality, linearity and homoscedasticity were not violated.
White Paper: Increase Profitability Through Financial Literacy - Restore Prod...Frank Wiginton
Employee financial education and financial literacy can dramatically improve your companies bottom line. Check out this short white paper that explains the problems financial distress can have on employees well-being.
This study analyzed burnout levels in social workers working in residential placements for at-risk children and youth. It found that the social workers experienced burnout in the dimensions of emotional exhaustion and personal achievement. The work climate was found to influence workers' motivation. Significant predictors of emotional exhaustion included perceived stressors like time pressures and role conflicts, as well as inadequate professional training. Depersonalization, the most complex burnout dimension, had various significant predictors including age, sex, perceived stress sources, and coping styles. The results suggest attention should be paid to reducing stressors and improving training to help prevent burnout in these social workers.
Work place stress preventive and curative measuresIJMER
This document summarizes workplace stress, its causes, preventive measures, and curative measures. It discusses that stress can be caused by organizational, individual, and job-related factors. Preventive measures include training to help employees recognize stress signs, develop coping skills, relaxation techniques, and lifestyle changes. Curative measures require organizational interventions to address structural and psychological stressors, rather than focusing solely on helping individuals already experiencing stress. Studies found that training programs teaching communication, problem-solving, and decision-making skills can reduce depression, anxiety and sickness absence.
This document examines the relationship between work engagement and burnout. It discusses how some researchers view engagement and burnout as opposite states on the same continuum, while others see them as distinct concepts. The study analyzed a large sample of nurses to explore how engagement and burnout can occur together or separately. It found that engagement and burnout were generally inversely related, but could also occur concurrently at high or low levels. Burnout was mainly driven by high job demands, while engagement was more influenced by job resources and affinity. Health was primarily associated with burnout levels. The study provides insight into the multiple links between engagement and burnout.
This document summarizes a research study on the impact of organizational stress on employee morale among bank officers in Uttar Pradesh, India. The study surveyed entry-level and middle-level officers in public and private sector banks to measure their stress levels and how stress affects morale. The results revealed significant differences in stress levels between bank officers of different levels. Specifically, entry-level officers reported higher stress than middle-level officers, and private bank officers reported higher stress than public bank officers. Higher stress was found to negatively impact employee morale.
RESEARCH ARTICLE Open AccessThe interplay between structur.docxdebishakespeare
RESEARCH ARTICLE Open Access
The interplay between structure and agency
in shaping the mental health consequences of
job loss
Julia Anaf1*, Frances Baum2, Lareen Newman3, Anna Ziersch4 and Gwyneth Jolley5
Abstract
Background: Job loss is a discrete life event, with multiple adverse consequences for physical and mental health
and implications for agency. Our research explores the consequences of job loss for retrenched workers’ mental
health by examining the interplay between their agency and the structures shaping their job loss experiences.
Methods: We conducted two waves of in-depth, semi-structured interviews with a sample of 33 of the more than
1000 workers who lost their jobs at Mitsubishi Motors in South Australia during 2004 and 2005 as a result of
industry restructuring. Interviews capturing the mental health consequences of job loss were recorded and
transcribed verbatim. Thematic analysis was employed to determine the health consequences of the job loss and
the impact of structural factors.
Results: Main themes that emerged from the qualitative exploration of the psychological distress of job loss
included stress, changes to perceived control, loss of self-esteem, shame and loss of status, experiencing a grieving
process, and financial strain. Drawing on two models of agency we identified the different ways workers employed
their agency, and how their agency was enabled, but mainly constrained, when dealing with job loss
consequences.
Conclusions: Respondents’ accounts support the literature on the moderating effects of economic resources such
as redundancy packages. The results suggest the need for policies to put more focus on social, emotional and
financial investment to mediate the structural constraints of job loss. Our study also suggests that human agency
must be understood within an individual’s whole of life circumstances, including structural and material constraints,
and the personal or interior factors that shape these circumstances.
Keywords: Job loss, Unemployment, Mental health, Agency, Structure, Mitsubishi, Redundancy, Automotive,
Manufacturing
Background
This article explores the mental health consequences of
job loss resulting from the downsizing and partial clos-
ure in 2004 and 2005 of the South Australian subsidiary
of Mitsubishi Motors, a major automotive manufactur-
ing company. Job loss is a discrete life event with mul-
tiple adverse consequences for physical and mental
health, including depression and impaired psychosocial
functioning [1]. Mental health results from the complex
interplay between biological, psychological, social, envi-
ronmental and economic factors [2]; while social environ-
ments incorporate material, behavioural and psychosocial
factors that all strongly influence health [3]. Reviews of
literature [1,4] show that individuals experiencing job loss
may be the victims of external economic and social forces,
and their scope to exercise agency in support of their
health is strongly ...
This document summarizes a student paper about social loafing in work teams. It defines social loafing as expending less effort when working in a group. Social loafing can negatively impact organizations through loss of motivation, productivity, and efficiency. Two main factors that contribute to social loafing are work-related factors like group size and accountability, and personality factors like preference for individual or group work. The document discusses two potential interventions for organizations: increasing employee identifiability and accountability, and improving task preparation through goal setting and conflict management. It concludes that increasing identifiability and accountability are the most appropriate interventions to reduce social loafing.
- The study examined the effects of coworker trust, transformational leadership, job stress, and employee silence on organizational cynicism during the COVID-19 pandemic.
- The study found that coworker trust and transformational leadership negatively impacted organizational cynicism, while job stress positively impacted organizational cynicism.
- Employee silence was found to strengthen the positive effect of job stress on organizational cynicism.
In our society, age has always been and will continue to be a crucial cultural factor of the status one holds. The significance of the same is suggested by every demographic indicators like culturally, politically and interactionally and in the decades ahead it would only be intensified. In many quarters there has been an increasing concern that discrimination on the basis of age especially against the older employees is regarded as a very serious issue in the organizations of UK. Moreover, there are many who are of the view that there must be some legislation which takes some stringent actions for any kind of age discrimination at the pace of employment (Roscigno et al. 2007). Little sociological attention as compared to race, class and gender has been provided to the topic of age inequality and discrimination in employment. Discrimination on the basis of age is not something new; but as populations age it has become more evident particularly in the western nations.
The Influence of Organisational Citizenship Behaviour, Job Engagement and Soc...iosrjce
IOSR Journal of Dental and Medical Sciences is one of the speciality Journal in Dental Science and Medical Science published by International Organization of Scientific Research (IOSR). The Journal publishes papers of the highest scientific merit and widest possible scope work in all areas related to medical and dental science. The Journal welcome review articles, leading medical and clinical research articles, technical notes, case reports and others.
The Influence of Organisational Citizenship Behaviour, Job Engagement and Soc...
ProblemPaperBurnout
1. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 1
Addressing Utilization and Effectiveness of Burnout Strategic Plans in Social Work Occupations
Laura Casey
Tennessee Tech University
2. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 2
Introduction
Burnout is a worker’s negative experience of exhaustion of physical or emotional
energies as a reaction to work related stressors that are being handled in a maladaptive manner.
(Acker, 2010l; Felton, 1998) This is a major problem in social work occupations and can be
costly to the employee, employer, and clients by decreasing employee esteem and job
satisfaction, increasing employee depression rates, and increasing the rate of employee turnover.
With the employee-client relationship being a crucial factor in the field of social work, employee
depression and turnover directly negatively impacts clients. Depression decreases employee
productivity by offering the clients subpar services, and clients receiving services from multiple
professionals due to employee instead of from one professional with whom they can build a
trusting working relationship are not receiving the seamless structured services to which they are
entitled.
Communities as a whole are impacted negatively by the increase in employee burnout
because the increase in burnout in causing a decrease in social workers. With this absence of
helpers and incongruence between those needing help and those available to provide it, families
are experiencing higher rates of parental incarceration, child abuse, child neglect, elderly neglect
and numerous other detrimental factors. When individuals suffer the family suffers, and when
families suffer the community is weakened. Our social workers are needing assistance in the
area of burnout to keep them employed, happy and productive so to improve and empower our
communities.
Employers are also negatively impacted by the financial burden placed on them to hire
and train new employees hired to replace those that quit due to employee burnout. Employers
3. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 3
also suffer when clients leave to seek services from other companies who have less employee
turnover.
The United States offers few resources for social workers experiencing burnout, and it is
proposed that an increase in resources could lead to lowered turnover rates and greater
effectiveness in the field. (Daley, 1979; Lloyd, 2002; Adams, 2006) Although burnout has many
well documented, predictors and its dangers are known, the issue shows an increase over the last
two decades and many employers handle the issue retroactively focusing on damage control
rather than a proactive stance. (Jenaro,2007; Lloyd, 2002)
This phenomenon is experienced especially highly in the field of social work and mental
health work and even more so in positions dealing with severe mental illness. (Felton, 1998) A
study by Acker (1999) shows a positive correlation between workers who help severely mental
ill (SMI) clients and occupational exhaustion. Social workers providing services primarily to
adults experience greater depersonalization and burnout as compared to their colleagues who
have a mixed caseload of adults and children (Acker,1999). Burnout can have both mental and
physical symptoms such as recurrent illness, poor attendance, headaches, fatigue, lower self-
esteem, substance abuse, depression, countertransference towards clients, relationship problems
and more. (Acker, 1999; Schaufeli, 2004) While burnout can occur at any point in one’s career,
younger social workers in the beginning stages of their career are more susceptible. (Acker,
1999; Acker, 2010; Maslach, 1981)
This paper serves to research the issue of professional burnout and use the collaborated
findings in conjunction with innovative ideas to produce a potential solution and a detailed
description of how this solution may be successfully executed.
4. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 4
Literature Review
Burnout is a worker’s negative experience of exhaustion of physical or emotional
energies as a reaction to work related stressors that are being handled in a maladaptive manner.
(Acker, 2010l; Felton, 1998) Concepts to be addressed in this review of literature include
associated factors of professional burnout, intervention and prevention measures, stages of
burnout, and critiques of current employee assistance programs.
Factors Associated with Professional Burnout
Factors that can lead to professional burnout in social work include administrative and
organizational shortcomings, poor job training, fewer year of experience, lack of social support,
rigidity in work schedule, poorly identified role requirements of employees, and an increase in
legislation and administrative control limiting employee autonomy. (Felton, 1998; Lloyd, 2002).
Lloyd (2002) found that major proposed factors contributing to burnout include low work
autonomy, role ambiguity, difficulties in providing services to clients, low professional self-
esteem, and poor supervisory support. A study by Acker in 2009 set out to examine a correlation
between workers who interface with managed care organizations and burnout rates. The study
used questionnaires from 591 social workers practicing in New York State to assess potential
correlates to occupational burnout. Acker’s findings propose that higher levels of perceived
competence in one’s field of managed care correlated with lower levels of burnout. She also
notes that employees that interface with severely mental ill (SMI) patients are at risk for higher
rates of burnout during their career as well as younger, less experienced social workers. Her
findings on younger workers having a higher propensity toward burnout are consistent with her
5. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 5
findings in the literature. Ackler suggests that another study be done to focus on the younger
population of social workers and to include greater ethnic and racial diversity.
Another factor contributing to employee burnout was found by Acker (1999) in regards
to caseload structure. Questionnaires were administered which included three scales: an
involvement scale, a job satisfaction scale, and the Maslach Burnout Inventory (MBI). Acker’s
finding showed a high correlation between interfacing with clients with severe mental illness and
burnout rate. Also the findings show that a caseload consisting of only adults correlated with
higher levels of burnout as compared to mixed caseloads which include adults and children. Like
other research findings, this study shows evidence that younger practitioners are at greater risk
for exhaustion and burnout as compared to more veteran practitioners.
The Maslach Burnout Inventory mentioned above was created by Christina Maslach in
the 1980’s and remains one of the most commonly used inventories to assess occupational
burnout in social work. This inventory addresses a range of factors that may increase or decrease
a practitioner’s propensity toward burnout such as age, sex, marital status, education and more.
Adams, Boscarino, and Figley (2006) executed a study to examine compassion fatigue
and burnout in professionals working with traumatized clients in the mental health setting.
Adams and his colleagues used a 30-item Compassion Fatigue scale and a 12-item General
Health Questionnaire to assess compassion fatigue and psychological distress. Their results from
the survey and questionnaire responses indicated that work burnout, secondary trauma to
professionals and compassion fatigue are negatively correlated with social support.
The research by Boyle, Schaufeli, Jenaro and Felton supports common factors, predictors
and proposed strategies to combat occupational burnout. Factors and predictors for burnout in
6. A d d r e s s i n g B u r n o u t i n S o c i a l W o r k | 6
the field of mental health and social work include: limited professional resources, emotional
exhaustion from interfacing with the mentally ill population, misunderstanding role
requirements, lack of autonomy in the workplace, schedule rigidity, work requirement overload,
high emotional demands, higher burnout and turnover rates in younger practitioners, poor job
training and lack of administrative support and organization.
To summarize, there are numerous factors to be found in the literature regarding
employee burnout. The main factors include: low work autonomy, misunderstood job
descriptions and role ambiguity, low professional self-esteem, poor supervisory support, low
social support, work requirement overload, poor caseload structure, facetime with severely
mentally ill clients, age of practitioner with the emphasis placed on issues of burnout among
young workers, and limited professional resources.
Preventative Measures
Preventative measures exist to combat occupational burnout which include, but are not
limited to: offering employees flexible work schedules, increasing social support and team
building within the company, cognitive-behavioral stress management, comprehensive job
training, ongoing communication between employees and administrative staff, periodic
employee review, regular group critical case review meetings, Critical Incident Stress
Debriefings (CISD), and the use of Employee Assistance Programs (EAPs). (Felton, 2002;
Schaufeli, 2004; Jenaro, 2007; Boyle, 1991) Employee Assistance Programs are among the most
commonly adopted resource for employees but it is underutilized and its availability and benefits
are unknown to many employees. These programs can offer a range of services such as
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addictions treatment, counseling services, elder and childcare and legal services. (Felton, 2002;
Hartwell, 1996)
Schaufeli’s research emphasizes a unique approach using positive psychology to assess
and address burnout in social work settings. She proposes the use of stress management
programs as well as preventative measures such as job redesign, flexibility in work schedules,
and goal setting as possible aids in overcoming professional burnout. She emphasizes that the
positive psychology contrast to burnout is engagement and she focuses her research around
increasing these positive contrasting factors in the workplace. Jenaro (2007) also researches a
positive psychology factor called positive reinterpretation. This factor showed significant
correlations with lowered burnout and stress. The use of positive coping skills, acceptance and
employee’s personal religion or spiritual practice highly correlated with lower occupational
stress. In Felton’s research, he emphasizes group and staff discussion, Critical Incident Stress
Debriefing (CISD), employee autonomy and the utilization of Employee Assistance Programs as
main preventative and therapeutic factors to assist professionals experiencing burnout.
Stages of Burnout
Daley (1979) as well as Costello and Zalkind (1963) propose three stages of burnout: the
alarm state, the resistance state, and finally the exhaustion state. The alarm state may consist of a
professional attempting to cope with perceiving inadequacies, striving to maintain levels of
professional aspiration despite failures or stress, and a host of other internal conflicts. The
resistance stage is marked by the employee using his energy almost entirely to manage stress.
This gives way to exhaustion which is otherwise called “burnout”. Daley proposes that
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preventative measures should be implemented in the workplace so that an employee does not
reach the resistance or exhaustion state.
Critiques of Current Employee Assistance Strategies
Hartwell (1996) and her colleagues discuss the benefits of employee resources but
criticize the availability and employee awareness of such resources. They propose that
Employee Assistance Programs are paramount in providing help to employees experiencing
hardship or burnout, yet employees are rarely made aware of the benefits to which they are
entitled. Benefits include addictions treatment, counseling, financial assistance, and more. Low
awareness and poor utilization of resources are main issues in solving the problem of
occupational burnout in social work. Hartwell proposes that an increase in awareness of these
resources is crucial in combatting employee burnout.
Strategy Review
Numerous interventions were found in the literature and these include workshops, peer
collaborated events, educational programs, and mindfulness trainings. For the purposes of this
paper, two intervention studies will be addressed including their purpose, research methodology,
results, and connection to professional burnout.
Cooley and Yovanoff (1996): Stress Management Workshop and Peer-Collaboration
The first study was conducted by Cooley and Yovanoff (1996), whose research examined
the effects of two interventions: a stress management workshop series and a peer-collaboration
program. There were 92 participants who were special education teachers and related staff. Of
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these 92 participants, 66% were in their first five years of practice and the age range was 25-63
years.
The stress management workshop: this was a weekly two hour workshop held over a five
week period. It included small group discussions, real world applications, and practicing skills
between these weekly sessions and reporting on outcomes. Three main areas were the focus of
reducing stress and increasing employee empowerment:
1. Skills for changing the situation itself (generating positive coping skills)
2. Skills for changing one’s physical response to the situation (generating positive
psychological coping skills)
3. Skills for changing one’s thoughts about the situation (generating positive cognitive
coping skills)
Participants were also given homework to use in their work and were to report back with
completed assignments each week.
The peer-collaboration activity: This activity paired up participants and each pair took
turns with one being the initiator (one presenting a client related problem) and the other being the
facilitator (one who assists working initiator through the problem). They were guided through a
four step process which is listed below:
1. Clarifying: during this process (the most time consuming of the four stages), the
initiator presents the problem and answers all clarifying questions asked by the
facilitator. These are not just factual questions to gain knowledge, but include
presenting different ways of viewing the issue. Once the facilitator helps the initiator
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to clarify the issue as well as other potential surrounding issues and alternative
viewpoints, the pair moves on to step two, summarizing.
2. Summarizing: in this stage the initiator frames the issue into three categories:
a. The problematic patterns of behavior present
b. The initiator’s typical responses to the issue
c. Specific aspects of the issue that fall under the initiator’s control
This stage is to reframe the issue in a more concrete way and address problematic
patterns of response on the initiator’s side and to determine what exactly is under his
or her control.
3. Intervention and Prediction: three possible action plans are created in this step and
positive and negative outcomes are predicted for each option. The initiator then
selects which option he or she believes to be best.
4. Evaluation: here a two part plan is created:
a. “Did I do it?” (was the plan executed)
b. “Did it work?” (what were the outcomes and were they expected)
Participants were encouraged to use these steps once returning to work and being confronted
with problems. Pairs continued to meet for a two hour session each week for four weeks
following the session.
The study evaluated outcome variables of burnout, job satisfaction, and organizational
commitment which were taken as pre/post measures as well as measurements throughout the
process. The researchers conducted follow up evaluations at the six month and one year points.
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There was a significant difference found between those who received the interventions
and those who did not. These results indicate a positive option for employers looking to assist
employees experiencing job burnout and low job satisfaction. The literature appears to have a
theme of successful interventions that include workshops and peer collaboration activities.
Russell (1987): Rational-Emotive Education Program
The second study to be critiqued was by Russell (1987) at the University of Oregon. He
tested the effectiveness of a rational-emotive education program on teacher burnout by taking a
sample of 42 public-school teachers from grade levels kindergarten through high school. These
participants were divided into two treatment groups and those receiving the rational-emotive
education program partook in: emotion guessing exercises, role playing real world problems
from a negative emotion standpoint coupled with real-world problem role playing from a
positive emotional standpoint, class discussions on positive emotions and their impacts, as well
as exercises on how to self-check for negative patterns of thought and changing those thought
patterns.
Measurements were taken for pretesting, post-testing, and follow-up testing and the
instruments used were the Maslach Burnout Inventory, the Irrational Beliefs Test, and the
Teaching Events Stress Inventory.
Results showed that participants in the treatment group maintained lower levels of
burnout at the five week post-testing period than those in the control group. Analysis also shows
a correlation between teacher burnout and stressful teaching events but no correlation existed
between teacher burnout and irrational thinking.
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This study informs the research topic of professional burnout by empirically researching
factors correlated to professional burnout. Limitations of this study would be small sample size
and an unbalanced gender proportion among participants. However, this study shows that
rational-emotive education has a positive impact of teachers experiencing professional burnout.
Solution
Professional burnout is an increasingly problematic issue in the field of social work.
Burnout can cause high rates of turnover, understaffed agencies, poor employee performance and
lowered job satisfaction. After assessing the research, the most beneficial solution would be a
combination of workshops, peer activities, and enhanced communication between employers and
employees which would combine to create a comprehensive program to prevent employee
burnout as well as offer assistance to those currently experiencing burnout.
The goals of this proposed project are:
1. Increase awareness of employee burnout.
2. Increase employee knowledge of intervention and prevention resources
3. Increase opportunities for employees to gain and practice intervention and prevention
skills on a regular basis
The project will contain the following elements:
- Semiannual workshops addressing burnout
- Quarterly peer-collaborated activity sessions
- On-site volunteer representatives
- On-site aid stations
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- Web based aid station
Materials
Materials needed for this project to be successful include time, volunteers, money, and
technology as well as physical materials to crease the on-site aid stations which could include:
table: bulletin board, flyers, business cards, and positive reinforcement such as candy, flowers, or
other desired goods as indicated by the specific site’s employees.
Semi-Annual Workshops
Semi-annual workshops would be held by the company and could be administered by
supervisors and/or a hired workshop professional with experience in addressing employees on
the subject of burnout, motivation, job satisfaction, and communication. It would also be
appropriate to include rational-emotive education in these workshops as discussed in the strategy
review section.
Daley (1979) as well as Costello and Zalkind (1963) discuss recognizing the stages of
burnout and using this recognition to get early help. These workshops will include information
from these studies to help assess employees for burnout as well as teach self-assessment and the
process of seeking early preventative help.
This project element correlates with goals 1, 2, and 3. These workshops are designed to
get employees involved in learning about the factors of burnout and to assess their own personal
connection with it (goal 1) as well as teaching professionals about intervention and prevention
resources (goal 2) with the long-term goal of decreasing employee burnout rates. This strategy
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does this by offering semi-annual opportunities to learn and practice skills to combat burnout
(goal 3).
Quarterly Peer-Collaborated Activity Sessions
These activity sessions would be designed and administered by volunteer employees in
collaboration with the on-site project representative. These sessions will include experiential
discussions such as role-play and case-review to include employees’ subjective personal
experiences. This sharing of information created and led by the employees is meant to foster
community and communication within the company as well as surface any possible or definite
indicators of employee burnout. These sessions should closely model the study done by
Cooley and Yovanoff (1996) to include their stress reduction activities as well as the peer
collaboration practices and four-step model.
Adams, Boscarino, and Figley (2006) found a correlation between employee burnout and
lack of social support. These findings informed the creation of these activity sessions, which are
designed specifically to increase awareness of burnout, resources available, and the social
supports that are in place for employees.
These sessions will address goals 1, 2, and 3 by increasing communication and awareness
of burnout (goal 1), promoting employee resources (goal 2), and offering regularly scheduled
opportunities for peers to learn and practice their skills (goal 3) which will assist in decreasing
overall employee burnout rates.
On-site Representatives
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On-site representatives would be selected on a self-volunteering basis. Monetary benefits
may be possible depending upon the individual company’s financial flexibility, but it is preferred
that this job be on a volunteer basis preferably led by employees with a special interest in
preventing employee burnout. These representatives will liaise with supervisors and company
administrators while also coordinating workshops, peer collaborated activities, and tending to aid
stations as needed. A site may have one or multiple representatives, but at least one must have
technological knowledge of creating and maintaining a website for the web-based aid station. If
none are available with those skills, the company will need to offer a brief but comprehensive
training.
The representatives role will aid in fulfilling goals 1 and 2 by increasing employee
knowledge of burnout through promotion of awareness (goal 1) and by increasing awareness of
specific intervention and prevention resources by word-of-mouth as well as the promotion of the
on-site and web-based aid stations (goal 2). Representatives will have an active part in all
project elements, but they will be most useful in connecting employees with available resources.
Aid Stations
Aid stations will be both on-site and web based so that employees may have access to
information and support 24/7. The on-site station will include flyers with Employee Assistant
Program and employee benefits information, current reviews of research on burnout, positive
psychology tidbits, contact information for employee burnout support staff, positive
reinforcements such as candy, fresh flowers or other incentives preferred by the site’s staff.
The web based aid-station website will include all the information that the on-site station
has, but will include hyperlinks to websites, quizzes on burnout and employee satisfaction, as
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well as positive motivational information such as quotes, pictures, hyperlinks to relevant positive
psychology websites and other resources. The on-site stations will also have cards with the web
based station’s website URL and the contact information for the website’s maintenance
representative.
The rationale for including positive psychology elements such as quotes, candy, flowers
and other positive implementations comes from Schaufeli (2004) and Jenaro (2007), whose work
indicates how impactful positive psychology is on decreasing employee burnout levels as well as
increasing positive employee traits such as higher self-esteem.
Aid stations are the tools used by the representatives. These stations will provide
tangible support to assist representatives in providing resources to employees. These on-site and
online stations will impact all three stated goals, but most directly correlate with goals 1 and two
by providing information on employee burnout (goal 1) as well as promoting intervention and
prevention resources (goal 2). They will fulfill goal 3 by promoting quarterly and semi-annual
opportunities for employees to learn and practice coping skills and strategies.
Pilot Program
A potential pilot program site for this project would be at Lifecare Family Services in
Cookeville, Tennessee under the approval and advisement of Omni Community Health. This is a
relatively small site with an established Employee Assistance Program and high levels of
employee/employer communication. This would be a prime location to test the Employee
Burnout Project and address problematic areas as needed.
If all elements of this solution are put into practice, then the stated goals for decreasing
employee burnout will be achieved. This means that there will be an increased awareness of
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what employee burnout is, intervention and prevention strategies will be made known, and there
will be numerous regularly scheduled opportunities for employees to learn and practice coping
skills and strategies which they can incorporate into their fieldwork. When these goals are
achieved, there will be a decrease in employee burnout as well as a decrease in employee
turnover, lower rates of employee depression, lower costs to employers, higher job satisfaction
rates for professionals and greater work efficiency. Other benefits include an increase in client
satisfaction, greater client success in treatment goals, decreased amounts of client and parent
incarceration, lowered rates of incarcerations and probation violations, less cases of substance
use and abuse for both client and employee, and increased standards of living for all parties
involved.
Overall, the utilization and success of this solution strategy will create stronger
individuals, families and communities, which is cornerstone of the helping professions.
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