Positive expressive writing as a tool for alleviating burnout and enhancing wellbeing in teachers and other full-time workers

2020 ◽  
Author(s):  
Emily Round ◽  
Mark Wetherell ◽  
Vicki Elsey ◽  
Michael A. Smith

Teachers are an occupational group particularly prone to suffering from burnout, a condition caused by chronic stress from work overload. Burnout is a risk factor for adverse psychological and physical health, thus it is important to test the efficacy of tools and techniques for alleviating burnout and enhancing job satisfaction. One potentially suitable technique is positive expressive writing. In the present study, we investigated the effects of a positive writing intervention on burnout, job satisfaction, anxiety, perceived stress and self-reported physical symptoms. A group of teachers and a group of non-teachers who worked full-time in other professions were randomly allocated to complete either three consecutive days of positive expressive writing, or writing about a more neutral topic, online, 20 minutes per day, for three consecutive days. State anxiety declined to a greater extent for participants in the positive writing condition compared to the neutral writing condition. Positive writing also conferred benefits on some aspects of job satisfaction, but not burnout. There were no specific benefits for teachers compared to non-teachers. The present study is the first to observe that positive expressive writing may be a useful technique for enhancing job satisfaction in full-time workers.

2009 ◽  
pp. 70
Author(s):  
Christoph Wunder ◽  
Johannes Schwarze

Using data from the German Socio-Economic Panel Study (SOEP), it is shown that income comparisons with persons who are better off has a clear impact on the job satisfaction of West German full-time employees. Two contrary effects can be identified. On the one hand, there is an aversion to disadvantageous regional income inequality, while, on the other hand, individuals prefer inequality within their occupational group. The two effects are interpreted as envy and an information (or ‘tunnel’) effect, respectively. The analysis of income comparison with persons who are worse off suggests a prestige effect. However, downward comparison is of minor importance for job satisfaction.


2012 ◽  
Author(s):  
W. Kliewer ◽  
S. J. Lepore ◽  
A. D. Farrell ◽  
K. W. Allison ◽  
A. L. Meyer ◽  
...  

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.


2015 ◽  
Vol 22 (2) ◽  
pp. 154-172 ◽  
Author(s):  
Jaehwan Jung ◽  
Changi Nam ◽  
Euehun Lee ◽  
Seongcheol Kim

AbstractProfessional research and development (R&D) organizations typically employ highly educated professionals to work on a range of creative, intellectual projects in their chosen fields. In these organizations, organizational culture and subculture are critical factors connected with project success. This paper explores the existence of subcultures and the factors that contribute to subcultures within a professional R&D organization, and examines subcultural effects on the job satisfaction of R&D professionals to suggest a suitable cultural type for professional R&D organizations. Autonomy and group cohesion are considered, so grid–group theory is applied to measure R&D culture. The subjects were 285 full-time researchers who had worked at the Electronics and Telecommunications Research Institute, an international IT institution, for over 5 years. Differences were found in organizational culture according to the research fields and types (applied and developmental research). The egalitarian culture type (low grid, high group) is found to be suitable for improving job satisfaction in R&D organizations.


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