Browsing by Subject "Burnout"
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Item Burnout and stress in disaster relief volunteers : recommendations to improve volunteer retention and engagement(2015-08) Olivares, Rochelle Mia; Springer, David W.; Rehnborg, Sarah JThere is an ever-increasing reliance on volunteers to provide frontline services during disaster relief operations. Without volunteers, organizations such as the American Red Cross could not function. Burnout and secondary traumatic stress are issues of concern as disaster relief volunteers work long hours in intense and unpredictable environments. Given their pivotal role, the ability to maintain, manage and support trained and prepared volunteers is essential. This report explores the lived experiences of disaster relief volunteers through semi-structured interviews and a focus group with 17 volunteers of the American Red Cross Central Texas Chapter and the Austin Disaster Relief Network. Secondly, this study determines organizational and individual factors that contribute to volunteers' experience of burnout and secondary traumatic stress. This paper concludes by recommending volunteer support mechanisms to reduce burnout and stress and improve retention.Item CHIEF CONCERNS: IDENTIFYING THE PERSONAL AND WORK-RELATED FACTORS ASSOCIATED WITH JOB SATISFACTION, BURNOUT, AND TURNOVER INTENTIONS AMONG POLICE CHIEFS(2017-04-18) Brady, Patrick Quinn; King, William R.; Wells, William M.; Hoover, LarryThe President’s Task Force on 21st Century Policing has identified officer safety and wellness as a key pillar to improving police practices. Yet in order to improve the health and wellness of officers, the issue needs to be relevant to key decision-makers: police chiefs. Existing literature on stress and policing, however, has focused primarily on frontline officers and midlevel managers. As a result, less is known about the factors shaping the well-being of police chiefs. This is problematic considering the demanding duties and responsibilities of police chiefs. Additionally, the wellbeing of police chiefs can have a substantial influence over the attitudes and behaviors of their subordinates. The purpose of this study was two-fold. The first goal was to establish baseline estimates of job satisfaction, burnout, and turnover intention among police chiefs. The second goal of the study was to identify and isolate the key personal, operational, and organizational characteristics associated with job satisfaction, burnout – both exhaustion and disengagement, and turnover intentions to explore the personal, operational, and organizational characteristics associated with job satisfaction, burnout, and turnover intentions among police chiefs. Data were collected from 315 Texas police chiefs from varying types and sizes of police departments. Findings indicated that chiefs were, on average, relatively satisfied with their jobs and reported low to moderate levels of exhaustion, disengagement, and intentions to leave their department. Additionally, operational and organizational factors, such as work-family conflict and organizational commitment, accounted for more of the variance in job satisfaction, burnout, and turnover than personal characteristics of police chiefs. Findings, policy implications, and avenues of future research are discussed.Item Predictors of burnout in professional parachurch workers(Texas Tech University, 2008-05) Jones, Eugene G.; Bradley, Loretta J.; Parr, Gerald; Lan, WilliamThe purpose of this study was to determine predictors of burnout in professional parachurch workers. Parachurch refers to organizations that minister alongside the denominational churches and are not under the authority or control of any local church or denomination. Like the Salvation Army, parachurch organizations began in response to an observed need that was not met by denominational churches. This study considered three predictor variables: (a) the responsibility for raising and maintaining financial support for personal income and ministry, (b) role ambiguity of the job, and (c) the feeling of loneliness on the job. Burnout, the criterion variable in this study, was measured by the Maslach Burnout Inventory-HSS, 3rd ed. (MBI). The sample consisted of 216 employees of the Navigators, a 70-year-old parachurch organization, chosen randomly from a list of 561 experimentally accessible Navigator workers who had been employed a minimum of five years. Participants completed a questionnaire that contained selected demographics; the Maslach Burnout Inventory; questions addressing the pressure of raising and maintaining financial support; the Role Ambiguity Scale; and the UCLA Loneliness Scale. The questionnaire took approximately 30 minutes to complete. Three multiple regression analyses were performed to examine the relationships between the criterion variable of burnout and its subscales of emotional exhaustion, depersonalization, and personal accomplishment and the predictor variables and demographics. Loneliness was the significant predictor of two of the three subscales of burnout: emotional exhaustion and depersonalization, and role ambiguity was the significant predictor of reduced personal accomplishment, p < .001. Age was negatively correlated with emotional exhaustion and depersonalization, p < .001, indicating that the younger workers were more susceptible to burnout than older workers. The predictor variable of raising support was significant, p < .001, in predicting emotional exhaustion, especially when added to loneliness. The variable of loneliness when added to role ambiguity significantly increased the prediction of reduced personal accomplishment as a predictor variable.Item Work-life variables influencing attrition among beginning agriscience teachers of Texas(Texas A&M University, 2007-09-17) Chaney, Cynthia Annelle RayThe purpose of this study was to describe the perceptions of former beginning agriscience teachers and to explore the relationships between these perceptions, the characteristics of former beginning agriscience teachers, work satisfaction, work-life balance, and their reasons for leaving the profession. Information was gathered from former secondary agriscience teachers across Texas who left the profession during the 2001-2 through 2005-6 academic years. A survey instrument was created specifically for this study through which information about perceived work satisfaction, work-life balance, effect of work-life on attrition, and demographic characteristics of the former beginning agriscience teachers was gathered. Data were analyzed using descriptive and correlational statistics. For this population, work satisfaction, work-life balance, and teacher attrition were not found to differentiate among demographic and career characteristics: age, gender, ethnicity, employment, salary, teacher training institution, years of experience, agriscience department size, hours on the job, or FFA area association. The results suggested evidence of an inverse relationship between work satisfaction and beginning agriscience teacher attrition as well as an inverse relationship between work-life balance and agriscience teacher attrition. Nearly half of all respondents reported the wanting of balance between professional work and personal life as their chief reason for leaving the profession. Closely following this reason were the placement of students in agriscience classes who did not choose to be in the elective courses and too much time away from family. Nearly two-thirds of the respondents offered the recommendation to set a maximum student enrollment per class period and to decrease the number of class preparations/course sections taught by beginning teachers. Over half of the respondents made the recommendation to share the load of shows and contests equally among teachers and to increase the number of teachers in the agriscience department. To improve the preparation and retention of agriscience teachers, two-thirds of the respondents recommended a salary increase. The recommendation following salary and given by nearly half of respondents was to provide mentor teachers. And, one-third of respondents offered the recommendation for more follow-ups from university teacher trainers.