scholarly journals How Demanding Is Volunteer Work at a Crisis Line? An Assessment of Work- and Organization-Related Demands and the Relation With Distress and Intention to Leave

2021 ◽  
Vol 9 ◽  
Author(s):  
Renate C. W. J. Willems ◽  
Constance H. C. Drossaert ◽  
Harald S. Miedema ◽  
Ernst T. Bohlmeijer
Keyword(s):  
Intention To Leave ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Professional Help ◽  
Work Related ◽  
High Distress ◽  
Explained Variance ◽  
Crisis Line ◽  
The Impact ◽  
Psychiatric Problems

Background: Crisis line services, run by volunteers, offer a listening ear 24/7 to people who cannot or do not want to use professional help. Although previous studies have identified various potential stressors crisis line volunteers face, as yet a comprehensive assessment is lacking with regards to the frequency and perceived stressfulness of work- and organization-related demands, and their relationship with distress and a volunteer's intention to leave.Objective: To identify the frequency and impact of particular stressful situations (demands). In addition, to examine the extent to which these demands are associated with volunteers' demographics, distress and intention to leave the crisis line service.Method: In a cross-sectional study among 543 volunteers of a Dutch crisis line service the participants filled out a questionnaire about their experience of a large number of work- and organization-related demands and their perceived stressfulness. To calculate the impact of demands, the occurrence and stressfulness were multiplied. In addition, work-related distress, intention to leave the crisis line service as well as a number of demographics and work-related characteristics were assessed.Results: Work-related demands with the highest impact on volunteers were calls from people with psychiatric problems and suicidal intentions. “Having no time for a break” was the organization-related demand with the highest impact on volunteers. Eighteen percentage of the volunteers scored moderate or high on distress and 4% had the intention to leave the crisis line service within 1 year. Most work- and organization-related demands were positively associated with volunteers' distress and intention to leave the organization. Being older, being male and spending more hours per week volunteering were significantly, positively correlated with work-related demands. The total explained variance for distress was 16% and for intention to leave 13%.Conclusion: Although most crisis line volunteers experienced low impact from work- and organization-related demands, these demands were significantly related to experienced distress and the intention to leave crisis line service. For volunteers with moderate to high distress it can be useful to implement interventions aimed at increasing personal resources to help them deal with the challenges of the work at the crisis line.

scholarly journals The Effectiveness of Low-investment Pachinko/pachislot in Reducing Gambling-related Harms: A Cross Sectional Study

2021 ◽  
Author(s):  
Kengo Yokomitsu ◽  
Kazuya Inoue ◽  
Tomonari Irie
Keyword(s):  
Harm Reduction ◽  
Gambling Disorder ◽  
Cross Sectional Study ◽  
Cognitive Distortion ◽  
Normal Amount ◽  
Harm Minimization ◽  
Cross Sectional ◽  
Work Related ◽  
Gambling Severity ◽  
The Impact

Abstract Background: Pachinko and pachislot are popular types of gambling activities in Japan. Prior studies in Japan have reported a concerning prevalence of gambling disorder among university students and adult players. While these studies have identified various gambling-related harms, Japanese research on harm-minimization strategies is scarce. Therefore, the present study aimed to analyze the effectiveness of low-investment pachinko and pachislot as a harm-reduction strategy. Methods: We also called gamblers who played for the normal amount as “normal-pachi players,” those who played pachinko and pachislot for half of the normal amount were called “half-pachi players,” and those who played for a quarter of the normal amount were called “quarter-pachi players.” To assess the effect of harm reduction, a one-way ANCOVA was conducted to compare the impact of the groups (normal-pachi players [n= 101], half-pachi players [n= 104], and quarter-pachi players [n= 100]) on dependent variables, namely the number of days players had gambled during the prior month, the total time and amount of money spent on gambling, debts caused by gambling, gambling severity, cognitive distortion, depressive symptoms, and disability. Results: We demonstrated that the amount of money spent by quarter-pachi players on gambling during the past month was lower than that of normal-pachi players. However, we did not find significant differences with respect to any other gambling-related harms among normal-, half-, and quarter-pachi players. Conclusion: Low-investment pachinko and pachislot can reduce the amount of money spent on gambling. It can thus partly act as a harm-minimization strategy. Moreover, the results of present study indicate that the level of disability at work affects various outcomes for gamblers. Given that 90% of the participants in this study were employed, the results of this study may have important implications for employed gamblers. Interventions should be devised to reduce work-related disabilities among employed adults with a gambling disorder.

Job satisfaction in a group of patients with tinnitus

Work ◽  
2021 ◽  
pp. 1-8
Author(s):  
Katarzyna Bieńkowska ◽  
Elżbieta Gos ◽  
Justyna Kutyba ◽  
Joanna Rajchel ◽  
Piotr Henryk Skarżyński ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Negative Symptoms ◽  
Cross Sectional Study ◽  
Normal Hearing ◽  
Future Research ◽  
Satisfaction Scale ◽  
Cross Sectional ◽  
Work Related ◽  
The Impact

BACKGROUND: Tinnitus is an auditory impression without any external auditory stimulus. It may cause negative symptoms (anxiety, insomnia, depression) significantly affecting work performance and job satisfaction. OBJECTIVE: To evaluate the job satisfaction in tinnitus sufferers. METHODS: Cross- sectional study were conducted and 51 individuals (23–70 years) were recruited. Participants completed two questionnaires: Tinnitus Handicap Inventory and Job Satisfaction Scale. RESULTS: People affected by tinnitus report higher job satisfaction than healthy people. Job satisfaction was significantly related to age: r = 0.31; p <  0.05 in all tinnitus patients. There was a correlation between job satisfaction and tinnitus severity but only in people with normal hearing (–0.69; p <  0.05). CONCLUSIONS: The results show that job satisfaction is affected by the level of tinnitus annoyance (from both its emotional and functional aspects), but only in people with normal hearing. In future research it is recommended that additional factors be investigated, both work and non-work related, to thoroughly explore the impact of tinnitus on job satisfaction.

An Examination of Mentors’ Interpersonal Behaviors and Mentees’ Motivation, Turnover Intentions, Engagement, and Well-Being

2021 ◽  
pp. 089484532110392
Author(s):  
Najat Firzly ◽  
Melodie Chamandy ◽  
Luc Pelletier ◽  
Martine Lagacé
Keyword(s):  
Work Engagement ◽  
Turnover Intentions ◽  
Autonomous Motivation ◽  
Well Being ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Work Related ◽  
Mentoring Relationship ◽  
Interpersonal Behaviors ◽  
The Impact

Using self-determination theory among a sample of student employees, the present cross-sectional study ( N = 358) examines how mentors’ interpersonal behaviors relate to both motivation at work and motivation for a mentoring relationship and how these two contexts of motivation can differentially relate to mentees’ work outcomes. Results revealed that mentors’ need-supportive interpersonal behaviors were associated with greater autonomous motivation at work and in the mentoring relationship and, in turn, to greater well-being and work engagement, and to lower turnover intentions. In contrast, need-thwarting interpersonal behaviors were associated with greater controlled motivation at work and in the mentoring relationship and, in turn, to lower well-being and work engagement, and to greater turnover intentions. Overall, this study illustrates the impact of the mentor–mentee relationship on motivation for work and for the mentoring relationship and provided support for the contribution of both motivational contexts in the work-related outcomes of employees in the workplace.

scholarly journals Work-Related Intervention Needs and Potential Occupational Outcomes among Medical Assistants: A Cross-Sectional Study

2019 ◽  
Vol 16 (13) ◽  
pp. 2260
Author(s):  
Jessica Scharf ◽  
Patricia Vu-Eickmann ◽  
Jian Li ◽  
Andreas Müller ◽  
Peter Angerer ◽  
...  
Keyword(s):  
Working Conditions ◽  
Nationwide Survey ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Occupational Outcomes ◽  
Medical Assistants ◽  
Individual Level ◽  
Work Related ◽  
Junior Staff

Medical assistants’ (MAs) working conditions have been characterized as precarious, and workplace-related intervention needs have been identified. However, strategies to change the MAs adverse working conditions are mostly seen on an individual level, including leaving the employer or even the profession. Since such intentions are antecedents of actual turnover, we aimed to quantify the potential link of reported unmet intervention needs with unfavorable occupational outcomes. Data were collected by means of a nationwide survey among medical assistants (n = 994) in Germany (September 2016–April 2017). The three subscales working conditions, reward from the supervisor, and task-related independence were derived from a 12-item instrument regarding work-related interventions needs (the independent variables). We used subscale-specific z-scores and a total needs z-score. The four outcome variables (i.e., intention to leave the employer, intention to leave the MA profession, choosing MA profession again, and recommending MA profession to young people) were dichotomized, and logistic regression analyses were performed and limited to MAs in employment (n = 887). We found that increasing needs according to the categorized total needs score were associated with increasing odds of all occupational outcomes. Needs pertaining to working conditions and reward from the supervisor were the strongest determinants of MAs’ consideration of leaving their employer or profession (Odds ratios: 1.55–2.61). In summary, our study identified unmet work-related intervention needs that are associated with unfavorable occupational outcomes. In light of staffing shortage in health care, the identified needs should be addressed to ensure that sufficient recruitment of junior staff in the profession of medical assistants remains feasible and that experienced staff is retained.

scholarly journals Residency and Fellowship Program Administrator Burnout: Measuring Its Magnitude

2019 ◽  
Vol 11 (4) ◽  
pp. 402-409 ◽  
Author(s):  
Alana M. Ewen ◽  
Mikhail C.S.S. Higgins ◽  
Sandra Palma ◽  
Kathryn Whitley ◽  
Jeffrey I. Schneider
Keyword(s):  
Univariate Analysis ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
National Database ◽  
Baseline Survey ◽  
Cross Sectional ◽  
Program Administrator ◽  
Program Administrators ◽  
Work Related ◽  
National Cohort

ABSTRACT Background Little is known about the level of burnout among program administrators (PAs) working in graduate medical education. Objective We created a national database with baseline burnout data for PAs from residency and fellowship programs, including intention to leave their current positions. Methods A cross-sectional study was conducted in July 2017 to assess levels of burnout in a national cohort of PAs, who were largely members of online specialty forums. The Copenhagen Burnout Inventory (CBI) was used to measure burnout. Univariate analysis produced descriptive statistics for CBI. We performed a 2-sample t test to measure differences in average burnout scores for those who had thoughts of resigning from their positions and those who had not. Results Of the approximately 10 205 national PAs, we sampled 1126 (11%). Of the 1126 individuals who received the study information, 931 (83%) completed the baseline survey. Total mean scores for all subscales were elevated (personal: 53.7, SD 21.4; work-related: 52.0, SD 22; and client-related: 30.6, SD 20.8; each scale ranged from 0, low, to 100, high). Burnout scores differed between those contemplating leaving their jobs and those who were not, across all subscales of CBI, including personal (64.2 versus 42.4, –24.18 to –19.44 confidence interval [CI]), work-related (63.5 versus 39.7, –26.12 to –21.35 CI), and client-related (36.6 versus 24.2, –14.95 to –9.84 CI; P &lt; .0001 for all). Conclusions In this national survey of PAs, burnout scores measured by the CBI were higher among those who had considered leaving their positions.

Impact of traumatic perinatal events on burnout rates among midwives

2020 ◽  
Vol 70 (8) ◽  
pp. 602-605
Author(s):  
Z Amir ◽  
A J Reid
Keyword(s):  
Response Rate ◽  
Traumatic Event ◽  
Maternity Hospital ◽  
Cross Sectional Study ◽  
Tertiary Referral ◽  
Cross Sectional ◽  
Work Related ◽  
Significant Difference ◽  
The Impact ◽  
Negative Linear Relationship

Abstract Background Little is known about the prevalence of burnout among Irish midwives and how traumatic perinatal events in work contributes to this. Aims To establish the prevalence of burnout among midwives in Ireland and whether exposure to traumatic perinatal events in work contributes to this. Methods A cross-sectional study utilizing a designed questionnaire was carried out in a tertiary-referral maternity hospital involving all clinical midwives (n = 248). Demographic details and frequency of perinatal events deemed traumatic were recorded. The extent of distress was documented on two visual analogues read in combination to reflect the impact of the distressing events. Burnout severity was assessed using the Copenhagen Burnout Inventory. Results The response rate was 55% (n = 137). Mean scores for personal, work-related and patient-related burnout were 56.0, 55.9 and 34.3, respectively. Over 90% of respondents experienced exposure to a traumatic event in work in the previous year, with 58% reporting a frequency of monthly or greater. No significant relationship was demonstrated between frequency of trauma and burnout; however, the extent of distress experienced was positively related to burnout in each domain (R2 = 0.18, 0.15 and 0.09, respectively, P &lt; 0.01). A modest negative linear relationship exists between personal and work-related burnout and increasing age (ρ = −0.25 and −0.27, P &lt; 0.01). A significant difference in work-related burnout score was evident between midwives with less experience and more experienced colleagues (P &lt; 0.01). Conclusions Burnout is common among midwives. Exposure to discrete traumatic perinatal events experienced by women under their care contributes to this.

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