A national survey of burnout among school psychologists

Huberty, Thomas J.; Huebner, E. Scott

doi:10.1002/1520-6807(198801)25:1<54::aid-pits2310250109>3.0.co;2-3

Cited by 47 publications

(43 citation statements)

References 13 publications

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“…As predicted, both assessment and clerical activities were found to be significant predictors of job satisfaction, which is consistent with the findings of Clair et al (1972) and Huberty and Huebner (1988). The finding that role function discrepancy is associated with job dissatisfaction combined with the finding that school psychologists desire to spend less time in assessment activities and more time in other activities offers empirical support for Guidubaldi (1981), Jerrell(1984), Smith (1984, and others who have suggested that dissatisfaction is associated with an inability to diversify one's role.…”

Section: Discussionsupporting

confidence: 91%

“…She found that those school psychologists who were engaged in more boundary-spanning functions (i .e., community liason work) reported being more satisfied with their jobs than those who were not involved in such functions. More recently, Huberty and Huebner (1988), in their national survey of burnout among school psychologists, found that job and role definitions were the major correlates of burnout. More specifically, they found that the number of hours spent in assessment was negatively related to both the frequency and intensity of personal accomplishment.…”

mentioning

confidence: 99%

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Actual/Desired role functioning, perceived control over role functioning, and job satisfaction among school psychologists

Levinson

1990

Psychol. Schs.

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This study utilized the Minnesota Satisfaction Questionnaire and a demographic data form to investigate the relationship between job satisfaction and actual/desired role functioning and perceived control over role functioning among a population of school psychologists. Results indicated that school psychologists spend more time in assessment activities than they desire to and less time in consultation, counseling, and research than they desire to. Both discrepancy between actual and desired role functioning and perceived control over role functioning were found to be significantly associated with job satisfaction. Role function and perceived control variables combined accounted for almost half of the job satisfaction variance. Four role function variables emerged as significant predictors of job satisfaction: discrepancy between actual and desired time spent in assessment, discrepancy between zctual and desired time spent in clerical activities, actual time spent in research, and discrepancy between actual and desired time spent in research. Results are discussed in terms of their practical significance for practicing school psychologists.Job satisfaction has been a popular focus of research during the last 25 years. Research in the area has been conducted primarily in business and industrial settings and has suggested that job satisfaction is associated with self-esteem (Greenhaus, 1971;

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Section: Discussionsupporting

confidence: 91%

mentioning

confidence: 99%

Actual/Desired role functioning, perceived control over role functioning, and job satisfaction among school psychologists

Levinson

1990

Psychol. Schs.

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“…Regarding the Stress Factors, we have seen that, in the T moment, they focus on aspects linked to intrinsic job factors. This work overload has been also seen in other investigations (Alvarez, 2003; Burden, 1988; Helman et al, 1986;Huberty & Huebner, 1988;Manthei, 1987; Reiner & Harstshore, 1982, et al). This is why we think this is not a specific problem of the psychologists of the Algarve but a consequence of how their job is organized, both quantitatively and qualitatively.…”

Section: Discussion Of the Resultssupporting

confidence: 81%

“…These two authors conducted extensive research to identify the main factors which may be the origin of Occupational Stress. A first potential Stress factor emerges from the intrinsic aspects of work, in other words, the qualitative overload (task difficulty) or quantitative (excess) of work (Alvarez, 2003; Burden, 1988;Huberty & Huebner, 1988;Manthei, 1987; Reiner & Harstshore, 1982, et. al).…”

mentioning

confidence: 99%

A Longitudinal Study about Stress, Burnout and Coping

Almeida

2013

ijhrs

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A longitudinal study was completed (T and T+10 years) that aimed to evaluate the evolution of Stress levels and to identify Psychologists' Coping Strategies in the Algarve (south of Portugal). The sample used in this field study was comprised of 70 psychologists at the moment T and 63 at the moment T+10 years. The followed methodology consisted of descriptive statistics and simple regression equations using the SPSS v17.0 software. The results show some significant differences between the two evaluated moments (T and T+10 years) at Stress and Burnout level. However, at both evaluation moments (T and T+10 years), the Coping strategies used more by the evaluated psychologists were the control strategies and the ones they found more effective were the symptoms management. These results have major implications both for the psychologists and for the organizations for which they work. Key-words: Stress, Burnout, Coping, Psychologists. Occupational stressOccupational stress can be defined by the organizational stressors -work related factors and their complexities that go beyond the confront capacity of the individual and/or physiological, psychological and behavioural responses to tension in work situations (Jex, 1998; Jones & Kinoman, 2001). These organizational stressors, also known as Stress determinant factors, have been particularly studied by several authors (Cooper & Marchal, 1977; Beehr & Mcgrath, 1996; Mcgrath & Beer, 1990, et al.). Among them, and in our opinion, the Stress Factors Model by Cooper and Marchal (1977) is the one that looks the best to use in this article. These two authors conducted extensive research to identify the main factors which may be the origin of Occupational Stress. A first potential Stress factor emerges from the intrinsic aspects of work, in other words, the qualitative overload (task difficulty) or quantitative (excess) of work (Alvarez, 2003; Burden, 1988;Huberty & Huebner, 1988;Manthei, 1987; Reiner & Harstshore, 1982, et. al). A second Stress factor lies in the relations established with the supervisors, in questions related to the supervision. This factor is also identified in other studies (Burden, 1988; Reiner & Harthore, 1982, et al.). Another Stress factor focuses on the role the worker performs in the organization (Cooper & Smith, 2007; International Journal of Human Resource Studies ISSN 2162-3058 2013 www.macrothink.org/ijhrs 110 Huebner, 1992;Huebner & Mills, 1997; Simons, 2006;Wise, 1985), who may feel the paper that was assigned to him is full of ambiguities, or there are role conflicts between him and other decisive workers in the organization. A fourth Stress factor may be associated to the opportunities given by the organization to open new perspectives to the worker, either monetary, social benefits, improvement opportunities and/or career progression (Schwab, Jackson & Schuler, 1986, et. al). Another Stress factor is the perceived social support by the organization which works as a palliative between the worker and his superiors, subordinates an...

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“…In addition, during a two-year follow-up to this study, job satisfaction levels had returned to pre-experiment levels. In a national survey, it was found that job satisfaction improved, productivity increased, and job burnout was reduced when role diversity associated with a job was increased (Huberty & Huebner, 1988). Moreover, various studies have indicated that school psychologists who have the opportunity to participate in activities beyond their traditional job duties report being more satisfied with their job (Jerrell, 1984;South, 1990).…”

Section: Job Diversitymentioning

confidence: 99%

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Jones

Hohenshil

Burge

2009

Jour of Counseling & Develop

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Although there are many job satisfaction studies, research related to the job satisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the job satisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota Satisfaction Questionnaire and a data information form. Results indicated that 87% of participants were satisfied or very satisfied with their current job.

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A national survey of burnout among school psychologists

Cited by 47 publications

References 13 publications

Actual/Desired role functioning, perceived control over role functioning, and job satisfaction among school psychologists

Actual/Desired role functioning, perceived control over role functioning, and job satisfaction among school psychologists

A Longitudinal Study about Stress, Burnout and Coping

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

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