scholarly journals Job Stress and Burnout among Social Workers in the VUCA World of COVID-19 Pandemic

2021 ◽  
Vol 13 (13) ◽  
pp. 7109
Author(s):  
Gabriela Dima ◽  
Luiza Meseșan Schmitz ◽  
Marinela-Cristina Șimon
Keyword(s):  
Social Workers ◽  
Job Stress ◽  
Job Demands ◽  
Stress Factors ◽  
Care Plan ◽  
Average Score ◽  
Supervisory Support ◽  
Work Related ◽  
Study Results ◽  
High Level

This paper aimed to explore the changes posed by the new COVID-19 pandemic to the field of social work and its impact on social workers in terms of job stress and burnout in Romania. Two conceptual models were used to frame the discussion: the theoretical framework of VUCA (volatility, uncertainty, complexity, and ambiguity) to discuss the challenges that the unprecedented context of the COVID-19 pandemic has created for social workers; and the Job Demands and Resources model (JD-R) to understand job demands perceived as stressors and burnout. Based on convergent mixed methods, the study sample consisted of 83 social workers employed in statutory and private social services in Romania, from different areas of intervention. Results showed that social workers perceived a high level of job stress related to work during the pandemic, which was associated with higher levels of burnout in the areas of personal burnout (average score 55.9) and work-related burnout (average score 52.5). Client-related burnout was lower (average score 38.4), indicating that stress was generated mainly by organisational factors and work-related factors (workload, aligning to new legislative rules and decisions, inconsistency, instability, ambiguity of managerial decisions, and lack of clarity of working procedures) and less by client-related stressors (lack of direct contact with clients, risk of contamination, managing beneficiaries’ fears, and difficulties related to technology). High job demands and limited job resources (managerial and supervisory support, financial resources, and recognition and reward) led to a high to very high level of work-related burnout for 15.7% and an upper-medium level for 44.2% of respondents. A group of 27.7% reported lower to medium levels of work-related burnout, while 14.5% had very low levels, managing to handle stress factors in a healthy manner. Study results pointed to the importance of organisational support and the development of a self-care plan that help to protect against job stress and burnout. Recommendations were made, putting forward the voice of fieldworkers and managers fostering initiatives and the application of sustainability-based measures and activities designed to deal with the challenges of the VUCA environment.

scholarly journals Stress and Burnout Among Social Workers in The VUCA world of COVID-19 Pandemic

2021 ◽  
Author(s):  
Gabriela Dima ◽  
Luiza Meseșan Schmitz ◽  
Marinela Cristina Șimon
Keyword(s):  
Social Work ◽  
Social Workers ◽  
Organizational Support ◽  
Stress Factors ◽  
Burnout Syndrome ◽  
Care Plan ◽  
Supervisory Support ◽  
Related Factors ◽  
Study Results ◽  
The Impact

This paper aims to contribute to the advancement of scientific knowledge about the impact of the COVID-19 pandemic on social workers and the social work profession in Romania. Research has shown that social work is a profession at high risk for developing the burnout syndrome, which has many detrimental effects on both social workers and the clients that they serve. Two conceptual models are used to frame the discussion: the theoretical framework of VUCA (volatility, uncer-tainty, complexity, and ambiguity) to discuss the challenges of the unprecedented context the COVID-19 pandemic has created for social workers; stress and burnout to explain the negative impact of this period of time. Based on convergent mixt methods, the study sample consisted of 83 social workers employed in statutory and private social services in Romania, from different fields of intervention. Results show that 25,3% of respondents suffer from a high level of burnout and 44.6% scored in a range that indicate a medium level of burnout. A group of 31.1% have managed to handle stress factors in a healthy manner. Main stressors found are especially personal (fear of contamination, personal and family) and work-related factors (workload, new legislative rules and decisions, inconsistency, instability, ambiguity of managerial decisions, or even their absence or non-assumption, lack of clarity of working procedures, limited managerial and supervisory support, limited financial resources), less than client related factors (lack of direct contact, risk of contami-nation in two ways, managing beneficiaries fears, difficulties related to technology and digital skills). Study results point to the importance of organizational support and developing a self-care plan that help protect against occupational stress and burnout. Recommendations are made putting forward the voice of fieldworkers and managers fostering initiatives and applications of sustainability-based measures and activities designed to deal with the challenges of the VUCA environment.

scholarly journals Work-related stress in specialists in occupational health in Croatia: a pilot study

2020 ◽  
Vol 71 (4) ◽  
pp. 375-380
Author(s):  
Azra Huršidić Radulović ◽  
Ana Marija Varošanec
Keyword(s):  
Pilot Study ◽  
Occupational Health ◽  
High Stress ◽  
Health Department ◽  
Average Score ◽  
Public Health Department ◽  
Work Related ◽  
Medium Level ◽  
Training Programmes ◽  
High Level

AbstractThe aim of this study was to assess psychosocial stress-related risks in 70 specialists in occupational health (SOHs) who answered the questionnaire designed in 2016 by the Croatian Institute of Public Health – Department of Occupational Health. The average score of 119.7 points (±28.9; range: 38–175) of maximum 275 points revealed medium level of stress. Eighteen respondents had a high level of stress (>135 points). The most prominent and the only stressor with high stress scores was pressure at work, paperwork and multitasking items in particular. After having grouped the SOHs into three groups by type of organisation in which they work, our results singled out SOHs working in public institutions as having the highest levels of stress (average of 143 points). They reported high pressure at work, work overload, and poor relationship with superiors (in terms of communication and support). SOHs working in healthcare centres and private outpatient clinics also reported higher pressure at work, but the latter had no problems with relationship with superiors, while healthcare centre SOHs complained of work underload and advancement constraints. Differences in relationship with superiors, disagreement/conflicts at work and advancement constraints reflect different organisation of work, which was confirmed by later analysis of subgroups. The findings of this pilot study could be of value for SOHs who are engaged in training programmes as examiners and educators, yet they call for further improvement of the questionnaire and for continued investigation that could give a better insight into the role of various stressors in work efficiency and satisfaction among SOHs.

scholarly journals Work-Related stress factors in nurses at Slovenian hospitals – A cross-sectional study

2018 ◽  
Vol 57 (4) ◽  
pp. 192-200 ◽  
Author(s):  
Mojca Dobnik ◽  
Matjaž Maletič ◽  
Brigita Skela-Savič
Keyword(s):  
Work Organization ◽  
Cross Sectional Study ◽  
Healthcare Management ◽  
Stress Factors ◽  
Design Strategies ◽  
Related Factors ◽  
Cross Sectional ◽  
Work Related ◽  
Nursing Stress ◽  
High Level

Abstract Background Surveys conducted among healthcare workers revealed that nursing staff often face various stressors associated with occupational activities, which reduce their work efficiency. The aim of the study was to establish the level of stress in nurses working at hospitals in Slovenia and to identify stress-related factors. MethodsA cross-sectional epidemiological design and a standardized instrument called the “Nursing stress scale” were used. The sample included 983 nurses from 21 Slovenian hospitals. The research was conducted in 2016. ResultsPrevalence of high level of stress was 56.5% of respondents (M (median)=75). Prevalence of high level of stress and stress factors may be statistically significant attributable to dissatisfaction at work (p<0.001), disturbing factors at work (p<0.001), inability to take time off in lieu after working on weekend (p=0.003), shorter serving (p=0.009), fixed-term work (p=0.007), and an increased number of workdays on Sunday (p=0.030). ConclusionThe stress rate and stress factors are substantially influenced by variables reflecting work organization, competences and skills of healthcare management to work with people. Results reflect the need for nursing management and policy makers to design strategies to ensure adequate staffing, efficient organization and an encouraging work environment.

scholarly journals APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

scholarly journals (Un)bounded Social Work?—Analysis of Working Conditions in Refugee and Homeless Aid in Relation to Perceived Job Stress and Job Satisfaction

2020 ◽  
Vol 17 (2) ◽  
pp. 601
Author(s):  
Swantje Robelski ◽  
Janika Mette ◽  
Tanja Wirth ◽  
Niklas Kiepe ◽  
Albert Nienhaus ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Job Stress ◽  
Working Conditions ◽  
Workplace Violence ◽  
Online Survey ◽  
Cross Sectional ◽  
Federal States ◽  
Work Related ◽  
Domain Specific

Little is known about working conditions of social workers providing help in homeless and refugee aid. Therefore, the present study examined their work-related demands, job and personal resources as well as workplace violence, domain-specific demands, and gender-related differences. Job demands and resources were analyzed with regard to their association with job stress and job satisfaction. Two hundred and fifty-three social workers (69.2% female, 30.8% male) from four federal states in Germany (Berlin, Hamburg, Schleswig-Holstein, and Mecklenburg-Western Pomerania) took part in the cross-sectional quantitative online survey that included validated scales and exploratory items especially developed for the target group. Multiple regression analysis showed that resilience as a personal resource was a significant negative predictor of perceived job stress. Emotional demands were positively related with perceived job stress. Meaning of work and social support were strongly associated with job satisfaction. Language and bureaucratic barriers as well as being affected by clients’ experiences were the domain-specific demands named most often. The study offers insights into the work-related demands and resources and their respective impact on perceived job stress and job satisfaction experienced by social workers in refugee and homeless aid. In order to ensure health and safety for this occupational group, health promotion measures focusing on structural aspects are recommended.

scholarly journals Factors and effects of work-related stress and burnout on the well-being of social workers in the Eastern Cape province, South Africa

2019 ◽  
Vol 45 ◽  
Author(s):  
Jabulani G. Kheswa
Keyword(s):  
Social Workers ◽  
Well Being ◽  
Study Data ◽  
Eastern Cape ◽  
Work Related Stress ◽  
Work Related ◽  
Study Results ◽  
Managerial Implications ◽  
Related Stress ◽  
Value Add

Orientation:Work-related stress and burnout among social workers are on the rise because of extensive workload, job dissatisfaction and exposure to traumatic situations. Therefore, one should determine how they impact the well-being.Research purpose: This study determined the factors and effects of work-related stress and burnout on the well-being of social workers.Motivation for the study: An alarming number of social workers show no compassion towards the clients owing to burnout. Therefore, more research is needed for social workers to enhance their purpose and work engagement.Research approach/design and method: This qualitative study was designed from an interpretivist perspective. Fourteen social workers, aged 35–59 years, from two Department of Social Development and Welfare offices (Alice and King Williams Town) selected through purposive sampling participated in the study. Data were gathered by means of focus group interviews and grounded theory was applied for data analysis.Main findings: The study results confirmed that social workers attributed their work-related stress to lack of resources such as transport, computers and inadequate emotional support from their supervisors. Thus, they demonstrated impaired personal strength and poor human relations.Practical/managerial implications: To achieve commitment and optimism, there should be recruitment of new staff and salary increase for social workers.Contribution/value-add: The study results should provide coping strategies for social workers when faced with secondary traumatic stress.

scholarly journals Job Strain in Physical Therapists

2009 ◽  
Vol 89 (9) ◽  
pp. 946-956 ◽  
Author(s):  
Marc A. Campo ◽  
Sherri Weiser ◽  
Karen L. Koenig
Keyword(s):  
Work Environment ◽  
Job Stress ◽  
Job Strain ◽  
Physical Therapists ◽  
Job Demands ◽  
Psychosocial Work Environment ◽  
Job Control ◽  
Psychosocial Work ◽  
Work Related

BackgroundJob stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed.ObjectiveThe purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain.DesignThis was a prospective cohort study with a 1-year follow-up period.MethodsParticipants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders.ResultsCompared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain.LimitationsThe JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias.ConclusionsPhysical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job.

Moral Distress Among Oncology Social Workers

2021 ◽  
Vol 17 (7) ◽  
pp. e947-e957
Author(s):  
Ting Guan ◽  
Krista Nelson ◽  
Shirley Otis-Green ◽  
Makeeta Rayton ◽  
Tara Schapmire ◽  
...  
Keyword(s):  
Social Workers ◽  
Professional Education ◽  
Cancer Care ◽  
Healthcare Professionals ◽  
Moral Distress ◽  
Psychosocial Care ◽  
Average Score ◽  
Care Providers ◽  
Work Related ◽  
Oncology Social Workers

PURPOSE: Literature on moral distress among oncology social workers (OSWs) is sparse. The aim of the current study was to examine the prevalence of moral distress and its domains of influence, and to identify demographic and work-related characteristics associated with moral distress among OSWs. METHODS: Data came from the Oncology Social Work Competencies, Opportunities, Roles, and Expertise survey, conducted from August to September 2020 (during the COVID-19 global pandemic). Data collected included demographic information (eg, age, sex, and race) and work-related characteristics (eg, job position, organization type, work setting, employment status, salary, years in the profession, and OSW-C certification). Moral distress was measured using the Measure of Moral Distress for Healthcare Professionals. Tests of association, including multivariate linear regression, were conducted to achieve the research aims. RESULTS: Total moral distress scores on the Measure of Moral Distress for Healthcare Professionals (range 0-432) for 745 OSWs ranged from 1 to 273, with an average score of 74.0. The three highest indicators of moral distress were observed in the patient or family experience domain. Higher levels of moral distress were associated with younger age, being a direct service provider, provision of inpatient cancer care, and more years in the profession. CONCLUSION: OSWs are experiencing moral distress. Institutional investments in professional education and support of OSWs are needed to mitigate and possibly prevent moral distress experienced by cancer care providers and thus ensure the delivery of quality psychosocial care for patients with cancer and their families.

scholarly journals Burnout North of 60

2019 ◽  
Vol 17 (2) ◽  
Author(s):  
Cameron McKenzie
Keyword(s):  
Social Work ◽  
Social Workers ◽  
Job Stress ◽  
Ethnic Disparities ◽  
Role Stress ◽  
Supervisory Support ◽  
Geographic Isolation ◽  
Turnover Rates ◽  
Structured Interviews ◽  
Service Workers

This study examined variables impacting job stress, burnout, and turnover rates among social workers north of the 60th parallel, in remote parts of Canada populated by Inuit communities. A literature review identified understaffing, social and geographic isolation, role stress, lack of professional support, and cultural and ethnic disparities as possible sources of burnout. This qualitative study evaluated these factors in relation to Northern social workers. Nine in-depth, semi-structured interviews were conducted via telephone with former Nunavut social workers, some of whom were directors, to probe the issue of burnout and turnover. Several themes emerged that are supported by the literature on burnout of social service workers in remote regions and related to the administration of Northern social work services, including understaffing, lack of supervisory support, dual role stress, and overworked staff. Findings suggest the need for giving more attention and resources to social work staff supporting Inuit clients, specifically increased staffing and culturally sensitive training.

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