中学教师职业倦怠的状况分析

教师心理健康问题得到广泛关注,而职业倦怠是近年来关注的热点。对170名中学教师进行职业倦怠情况调查的结果表明,中学教师的职业倦怠程度并不严重,但仍有一定比率的教师经历严重的倦怠。调查结果还发现,女性教师、重点学校的教师、工作2至3年和工作11至20年两个教龄段的教师更多地经历情绪衰竭;未婚教师在去个性化维度上得分更高。未来研究需要探讨预防和缓解教师发生职业倦怠的干预措施。     

高校教师工作倦怠、人格特质与工作满意度的关系

采用问卷法调查全国15所高校1655名教师,通过结构方程模型考察工作倦怠与人格特质、工作满意度的关系。结果表明：（1）高校教师工作倦怠存在显著的性别和年龄段差异;（2）工作满意度与倦怠总分及各因子之间均呈显著负相关,人格特质中的内外向与倦怠总分及各因子之间均呈显著负相关,而神经质和精神质与倦怠总分及各因子之间均呈显著正相关;（3）工作倦怠在内外向与工作满意度之间具有完全中介效应,工作倦怠在神经质与工作满意度之间起着部分中介作用。     

Professional quality of life of adult protective service workers

Adult Protective Services (APS) workers are exposed to substantial occupational hazards and job stress, but these stressors are underdocumented. Therefore, we sought to describe APS workers’ work environments and responses to occupational hazards and stressors, including compassion fatigue, burnout, and secondary traumatic stress. Survey data were gathered with closed-ended questionnaires administered to APS workers in an urban setting. Virtually all workers (97%) reported exposure to one or more environmental hazards in their work, and 80% reported hazard exposure in the past month. Workers also reported mixed responses to their work environment and to experiences with supervision. A sizable minority (22.7%) was at high risk for burnout, 24.6% were at risk for secondary traumatic stress, and 19.9% reported low compassion satisfaction. The results document multiple stressors in APS work. The APS partner is committed to ongoing efforts to better support its staff, and these findings can inform future efforts to enhance supervisor support and worker self-care, to minimize burnout and secondary traumatic stress.     

An exploratory study of early professional experiences and job burnout among BSW graduates in China

Although previous studies have addressed turnover issues among social workers in Western countries, this study explores the early professional experiences (during the first 3 working years) and job burnout among BSW graduates in China and identifies factors influencing their decisions to leave social work jobs. Using semi-structured interviews with 15 BSW graduates in the Shenzhen metropolitan area, this research identifies the primary reasons new social workers leave the profession. Data analysis revealed three themes: personal struggles, work environment issues, and social support factors. This exploratory study highlights the professional experiences and burnout among BSW graduates in China and has implications for social work education and professional practices.     

Stressors beget stressors: The effect of passive leadership on employee health through workload and work–family conflict

The current study examined passive leadership as a potential antecedent of two commonly studied workplace stressors (i.e. workload and work–family conflict), and investigated its negative effect on employee burnout and physical symptoms via these stressors. We collected two waves of data from 274 focal participants, and one wave of data from their co-workers. Results showed that both self-reported and co-worker-reported passive leadership was positively related to employee burnout and physical symptoms, as well as workload and work–family conflict. Additionally, workload and work–family conflict partially mediated the effects of passive leadership on burnout and physical symptoms, respectively. Our findings support the notion that passive leadership can create a stressful workplace and have a detrimental effect on employees’ health.     

‘We’re Civil Servants’: The Status of Trauma-Informed Care in the Community

ABSTRACT

Trauma-informed care (TIC) in social service organizations means that the organizations operate with the understanding that everyone involved has possibly experienced trauma in their lifetime. This qualitative study examined local service organizations’ usage of the 5 main principles of TIC: safety, trustworthiness, collaboration, empowerment, and choice (as developed by Fallot & Harris, 2006). Ten focus groups (n = 69) and 6 individual interviews (n = 6) with employees from administration through management were interviewed such that almost all facets of each agency were represented. The participants were asked about their agencies’ policies and practices for utilizing the 5 principles of TIC. The results suggest that the vast majority of organizations in this study implemented many of the principles of TIC with clients, though they had not labeled their practices as “trauma-informed.” However, although clients were receiving TIC, some of the principles were neglected as they pertain to staff, such as choice and empowerment. The findings of this study suggest that agencies are unaware of the relevance of TIC as it relates to staff. It is recommended that future research examine whether the use of TIC in agencies prevents “burnout,” high turnover rates, and vicarious traumatization of staff.     

Lifestyle habits,substance use and predictors of job burnout in professional working women

Abstract

This study explores differences in self-reported lifestyle habits, substance use (alcohol, drugs and smoking) and predictors of job burnout in a sample of 879 professional working women employed in dental health ofices in a cross-sectional design. Job burnout was measured using the Maslach Burnout Inventory (MBI) and self-reported substance use and lifestyle habits were assessed using the Stress Assessment Profile. Self-reported drinking, smolung and drug use were only modestly correlated with each other in this sample. Employed women with higher levels of drinking reported significantly lower quality overall lifestyle practices, eating/nunition habits, and more frequent use of avoidant coping strategies in the face of work and life hassles compared to non-drinkers. Women who smoked also reported significantly lower overall lifestyle practices and eating/nutrition habits. Those who reported using drugs for recreational purposes reported significantly greater hassles, poorer lifestyle habits, a less hardy outlook on life, and more frequent use of dysfunctional coping strategies. Although women who reported using drugs experienced significantly higher interpersonal burnout (depersonalization) compared to non-drug users, in general, self-reported substance use was not significantly related to job burnout. After controlling for age and psychological distress, perceived stress, type A behaviour, cognitive hardiness and lifestyle habits significantly contributed to predictions of job burnout in multiple regression analyses. Despite methodological limitations, the prevalence of substance use found in this study supports previous research findings. Professional working women who practise poor lifestyle and health habits appear to be at risk of experiencing job burnout.     

Association of Personal Distress With Burnout,Compassion Fatigue,and Compassion Satisfaction Among Clinical Social Workers

ABSTRACT

Studies of empathy and empathy-related responding show that while some people respond to observing the suffering of another with a prosocial concern and urge to help the suffering person, others have an aversive, avoidant response that is primarily self-focused and aimed toward relieving their own distress rather than helping the other person. This self-focused response, labeled personal distress, is associated with various social and psychological problems. This article discusses the concept of personal distress and describes a study of licensed clinical social workers (n = 171) that examines the relationship of personal distress and three other aspects of the empathy construct with compassion fatigue, burnout, and compassion satisfaction. Results of ordinary least squares multiple regression analyses indicate that the model of empathy components and control variables explain 20% to 23% of the variance in the dependent variables. Personal distress is the only component of the empathy construct with significant associations with the dependent variables. Higher personal distress is associated with higher compassion fatigue and burnout and lower compassion satisfaction among clinical social workers. Implications for future research and for social work education are discussed.     

Organizational climate and burnout in a New Zealand social service agency

Abstract

A two-phase study was conducted on the relationship between organizational climate variables and burnout among personnel in a multifunction community service agency. Initial interviews with a small pilot sample identified major sources of stress, which were then incorporated into a second-phase questionnaire to all staff. Multiple regression analyses illustrated that perceived interactions between head office administrators and sections of the agency contributed significantly to emotional exhaustion, whereas perceptions of within-section interactions and involvement in decision-making had a positive impact on personal accomplishment. Perceived communication levels, however, were negatively related to personal accomplishment. The findings suggest the importance of organizational variables and highlight strategies for burnout reduction and effective stress management in human service organizations.     

The contribution of the psychosocial work environment to sickness absence in human service workers: Results of a 3-year follow-up study

We investigated to what extent psychosocial work characteristics predict sickness absence in a cohort of 890 human service professionals (84% women), followed-up for 3 years. We measured 16 different psychosocial work characteristics at baseline and analysed their associations with number of sickness absence days at follow-up using multivariate Poisson regression. In addition, we computed a psychosocial work environment index, summarizing eight psychosocial scales. Participants with exposure to violence and threats, high emotional demands, high demands for hiding emotions, low influence at work, low meaning of work, low quality of management, and role conflicts had an increased number of sickness absence days at follow-up, after adjustment for numerous confounders. Adjusting for sickness absence history caused little change in most effect estimates. Scoring in the most adverse quartile of the psychosocial work environment index was associated with a 71% increase in sickness absence days. Improving the psychosocial work environment index and eliminating exposure to violence and threats would have prevented 32% of all sickness absence days in the study population. In particular we found that exposure to violence was a strong predictor of absence. This study shows that a wide range of psychosocial work characteristics contribute to sickness absence in human service workers. Improving the psychosocial work environment might help to reduce sickness absence in this population.