Organizational tenure among child welfare workers,burnout, stress,and intent to leave: Does employment-based social capital make a difference?

Research has shown that child welfare organizations have a prominent role in safeguarding their workers from experiencing high levels of job stress and burnout, which can ultimately lead to increased thoughts of leaving. However, it is not clear whether these relationships are shaped by their length of organizational tenure. A cross-sectional research design that included a statewide purposive sample of 209 child welfare workers was used to test a theoretical model of employment-based social capital to examine how paths to job stress, burnout, and intent to leave differ between workers who have worked in a child welfare organization for less than 3 years compared to those with 3 years or more of employment in one organization. Path analysis results indicate that when a mixture of dimensions of employment-based social capital are present, they act as significant direct protective factors in decreasing job stress and indirectly shape burnout and intent to leave differently based on organizational tenure. Thus, organizations may have to institute unique intervention efforts for both sets of workers that provide immediate and long-term structures of support, resources, and organizational practices given that their group-specific needs may change over time.     

Health Education as a Component of Campus Bulimia Treatment Programs

Abstract

College students experience stressful life events and little research exists on the role the Internet may play in students’ coping. Objective: The purpose of the present study was to examine associations among perceived stress, time spent on the Internet, underlying motives for utilizing the Internet, problematic Internet use, and traditional approaches to coping. Participants: Data were collected from 267 college seniors during March of 2011. Methods: Participants completed an online survey containing measures of coping, motives for utilizing the Internet, problematic online behavior, perceived stress, and background information. Results: Being female, avoidant-emotional coping, and online motive to cope were positively associated with perceived stress and months since most stressful life event and online motive to enhance were negatively associated with stress. Conclusions: Professionals working with college students will benefit from using a nuanced approach to assessing students’ online behavior, including an assessment of underlying motives for use.     

Posttraumatic stress and growth in student service members and veterans: The role of personal growth initiative

ABSTRACT

Objective: This study explored the extent to which personal growth initiative (PGI) may predict posttraumatic stress and growth in student service members/veterans (SSM/V). Participants: Participants were 136 SSM/V (79% men) representing multiple branches of the armed forces. Forty-four percent of participants reported having combat experience. Methods: Data collection occurred from October 2013 to February 2014. Data were collected via a Web-based survey that included demographics and measures of personal growth initiative, posttraumatic stress, posttraumatic growth, and perceived social support. Results: Results indicated that PGI is not a unique predictor of posttraumatic stress but is a unique predictor of higher levels of posttraumatic growth. PGI appears to be at least as important as perceived social support in facilitating growth in SSM/V. Conclusions: This study provides further evidence for PGI's potential to facilitate growth after a traumatic event.     

Adlerian Lifestyle,Stress Coping,and Career Adaptability: Relationships and Dimensions

In the new millennium, workers are vested with the responsibility of managing their own careers. Additionally, workers are expected to engage in the continual development of skills applicable across various work environments. With this need for continual development come frequent work transitions and the need for building career adaptability. Stress can ensue from this constant need to update skills and transition to new work environments. The purpose of this study was to explore relationships among Adlerian lifestyle attributes, stress coping, and career adaptability. Canonical correlation was used to explore the relationships among these variables. The results indicated that 3 dimensions were significant and interpretable: socially attuned, compliant, and impassive. The results partially support the hypothesis that high feelings of belongingness are associated with high coping resources. However, the results also highlight that a high need for acceptance from others and for following social norms may impede the development of career adaptability.     

贵州省民办中学教师职业压力源探究

以贵州省民办中学为样本,分析了民办中学教师的职业压力现状,探讨了民办中学教师的职业压力源。调查发现,80％以上的民办中学教师面临着不同程度的职业压力,但职业压力水平一般。探索性因子分析显示,民办中学教师的职业压力主要源自六个方面,分别是职业期望及考试、人际与竞争、工作负荷、受重视程度、学生与领导、自我发展。据此提出了缓解民办中学教师职业压力的措施。     

Spilling the T on Trans-Misogyny and Microaggressions: An Intersectional Oppression and Social Process Among Trans Women

ABSTRACT

Minority stress frameworks seek to explain how stress impacts the health of minorities. Examining the social location of trans women in society is critical to understand the unique forms of oppression that engender stress and microaggression for trans women. This article uses intersectionality to examine the lived experiences of young trans women and develop new theoretical concepts to understand the social process of trans-misogyny. We use grounded theory to analyze semistructured, in-depth interviews conducted with 38 young trans women ages 16–24 in Los Angeles and Chicago. Our findings describe key concepts: trans-misogyny, cis-sexism, the passing complex, and transition work. We describe how trans-misogyny acts as an intersectional, interlocking structure of oppression, fueling the passing complex, and, as a result, how trans women experience overt and covert forms of discrimination.     

‘Management Standards’ work-related stress in the UK: practical development

Research commissioned for the UK's Health & Safety Executive (HSE) supports the view that a preventative, risk-assessment based approach would be more effective than case-based methods in achieving a nationwide reduction in work-related stress. The background to this approach is described and discussed in a companion paper in this issue (Mackay, Cousins, Kelly, Lee, & McCaig, ). The present paper describes the development of HSE's new stress Management Standards—which offer organizations continuous improvement through a three-phase stress preventative process—and the development of a supporting ‘Indicator Tool’ (a two-phase questionnaire to assess employee perceptions of working conditions). The Management Standards comprise a series of ‘states to be achieved’, which are statements of good practice in six key stressor areas: demands, control, support, relationships, role and organizational change. For each stressor area there is also a ‘platform statement’ that outlines the main aims to be achieved by the organization. This statement may include a target percentage of employees finding that the organization meets the standard: this matter will be settled after the standards have been assessed in a public consultation campaign. To use the new process, an organization's state can first be assessed using the Indicator Tool; liaising with workers in focus groups enables a further exploration of issues raised; finally, there may be formulation of interventions and subsequent review. It is not intended that the standards will be legally enforceable. HSE's aim is that they and the associated methodology will enable organizations to effectively tackle work-related stress, and subsequently reduce both its incidence and prevalence.     

Using computerized ambulatory diaries for the assessment of job characteristics and work-related stress in nurses

Abstract

Much research into work-related stress is based on retrospective self-reports, whereas records made at the time could be more valuable. In this study the primary components of two models of work stress, Karasek's demand-control (DC) model and Siegrist's effort-reward imbalance (ERI), were assessed in trained nurses using ambulatory diaries and traditional questionnaire methods. The diaries were entered on small hand-held computers and the method used has been termed ecological momentary assessment (EMA), in which recordings are made in real time in the working environment. The participants were 36 nurses who completed standardized questionnaires evaluating ERI, strain (from DC model), and, over three shifts, computerized behavioural diaries that measured effort-demand, control, reward, and stress every 90 minutes on average, enabling determination of strain and ERI repeatedly in the work situation. A total of 674 observations were recorded. Using multilevel linear modelling, it was found that the questionnaire and computerized diary derived measures of strain (DC) and ERI were reliably correlated. In addition, the ambulatory measures of both strain (DC) and ERI correlated with ratings of stress taken at the same time. From this study it would appear that ambulatory diaries could be a powerful and flexible way of assessing work related stress and its putative determinants in a real life work setting.     

Relationships between personality variables and burnout: A meta-analysis

Abstract

Most burnout research has focussed on environmental correlates, but it is likely that personality factors also play an important part in the development of burnout. Previous meta-analyses, however, have been limited in scope. The present meta-analysis examined the relationship between personality and three dimensions of the Maslach Burnout Inventory (MBI): emotional exhaustion, depersonalization, and personal accomplishment. Consistent with our hypotheses, self-esteem, self-efficacy, locus of control, emotional stability, extraversion, conscientiousness, agreeableness, positive affectivity, negative affectivity, optimism, proactive personality, and hardiness, each yielded significant relationships with burnout. Type A Personality, however, was only related to personal accomplishment. Furthermore, regression analysis found that core self-evaluations, the Five-Factor Model personality characteristics, and positive and negative affectivity explained significant variance in each of the burnout dimensions. Finally, moderator analyses found several instances in which the strength of personality–burnout relationships depended upon whether burnout was assessed with the Human Services Survey of the MBI or the General Survey version of the MBI. It is concluded that employee personality is consistently related to burnout. Given the practical importance of employee burnout, it is recommended that personality variables be included as predictors in future research on burnout.     

Beyond chronological age. Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being

Abstract

The aim of this study was to explore whether the association between depression and work characteristics (demands and control) is free from the subjective bias of employees. This study examined the relation between psychosocial work characteristics (job demands and job control) and major depression in 343 participants employed in three occupational sectors in Germany. Participants were divided into a case group and a mentally healthy control group. Since depression itself may bias the reporting of work characteristics were assessed twice: (a) objectively, by job analysis experts and (b) by employees' self-reports. Major depression was assessed according to DSM-IV criteria using an international standard clinical interview. The results showed that objective demand but not control was significantly associated with major depression. Employees who had suffered an incidence of depression had higher objective job demands than those in the control group. Self-rated job demands partially mediated the relationship between objective demands and depression. Additionally, employees in the case group perceived significantly less job control than those classed as mentally healthy. The results indicate that high job demands were associated with major depression, a finding that cannot be better explained by distorted response behaviour due to the depression. However, objectively assessed job control was not found to be related to depression.