Prosocial Motivation, Stress and Burnout Among Direct Support Workers

Hickey, Robert

doi:10.1111/jar.12058

Cited by 27 publications

(23 citation statements)

References 31 publications

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“…Recent research is consistent with these ideas. For example, Hickey () conducted a large study among Canadian disability service providers and tested the moderating role of prosocial motivation in the relationship between job demands (role stressors) and burnout. The results showed that prosocial motivation buffered the positive impact of role boundary stress on depersonalization and the negative impact of role ambiguity on personal accomplishment.…”

Section: A Job Demands–resources Approach To Psmmentioning

confidence: 99%

A Job Demands–Resources Approach to Public Service Motivation

Bakker

2015

Public Administration Review

314

318

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Th is article uses job demands-resources theory to build a model of public service motivation (PSM). Public service motivation determines how employees in the public sector deal with their daily job demands and resources. Highly motivated public servants are able to deal with their job demands and prevent exhaustion. Additionally, because of their sense of calling, they are motivated to mobilize their job resources to stay engaged and perform well. However, if job demands are consistently high and job resources are consistently low, highly motivated public servants will lose their psychological resources, resulting in lower PSM. Reduced PSM, as a consequence, may strengthen the loss cycle of job demands and exhaustion and weaken the gain cycle of job resources and engagement. Public service managers and employees may use this model to optimize their work environment on a day-to-day basis.

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Section: A Job Demands–resources Approach To Psmmentioning

confidence: 99%

A Job Demands–Resources Approach to Public Service Motivation

Bakker

2015

Public Administration Review

314

318

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“…Burnout is studied extensively relative to human service workers and the literature repeatedly discusses the emotional nature of the work as a key contributor for emotional exhaustion that may also result in turnover intention or turnover (Hewitt & Lakin, 2001;Hickey, 2014;Morse, Salyers, Rollins, Monroe-DeVita, & Pfahler, 2012). While existing literature covers the relationship of emotional labor to burnout, there is a gap pertaining to this for human services employees providing services to individuals with disabilities.…”

Section: Burnout Within Human Servicesmentioning

confidence: 99%

“…Emotional labor is explored in the current study using the three focal lenses (occupational requirement, emotional displays at work, and intrapsychic experiences), as described by Grandey, Diefendorff, and Rupp (2013). Existing research including human services organizations identifies the work outcome factors of job satisfaction, burnout, and turnover intention as critical areas of concern as it relates to employee well-being and general organizational performance (Hickey, 2014;Lizano, 2015;Selden & Sowa, 2015;Skirrow & Hatton, 2007). The current study addresses this by including emotional labor (through the three focal lenses) as a component relating to and influencing job satisfaction, burnout, and turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Implications of Emotional Labor on Work Outcomes of Service Workers in Not-for-Profit Human Service Organizations

Costakis

Gruhlke

Su³

2020

Human Service Organizations: Management, Leadership & Gover

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Studies reveal that emotional labor is a key feature of caring professions. The present study explored emotional labor as an occupational requirement for employees of not-for-profit human services organizations providing services to individuals with disabilities relating to work outcomes (job satisfaction, burnout, and turnover intention). A cross-sectional design was used. Data were collected from a sample of 518 human services employees. The results indicated that: (1) supervisors of direct services and their employees, front line direct care workers, reported the highest levels of emotional labor; (2) the emotional regulation strategy of deep acting increased job satisfaction; (3) the emotional regulation strategy of surface acting increased burnout; and (4) the emotional regulation strategy of surface acting increased turnover intention. The findings highlight the need to address emotional labor regulation strategies within human services organizations in order to address work outcomes and support employees, providing direct services to individuals.

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“…Care and support workers provide a service which is integral to the maintenance of their service users' lives (Ravalier et al, 2017). However, while studies have investigated the sources of stress, and influence of stress on well-being and other related outcomes, such as burnout in Australia (e.g., Judd et al, 2017) and Canada (Hickey, 2014), no such investigations have been conducted in the United Kingdom (Ravalier et al, 2017). Additionally, while there is a good understanding of the influence of contractual conditions such as temporary (Quesnel-Vallee et al, 2010) and shift working patterns (Kivimaki et al, 2011) on health, little has been looked into with respect to zero-hours contracts.…”

Section: Care and Support Worker Stressmentioning

confidence: 99%

Zero-hour contracts and stress in UK domiciliary care workers

Ravalier

Morton

Russell

et al. 2018

Health Soc Care Community

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The UK domiciliary care workers play a vital role in maintaining and improving the lives of service users who have a variety of needs. Around 60% of these employees work under zero-hours contracts but, while it is known that conditions such as temporary and shift working can influence employee health and performance, zero-hours have not been widely investigated. This project sought to first investigate the stress associated with working as a domiciliary care worker, as well as comparing the experiences of employees contracted to zero-hours with those contracted to at least 16 hr per week. Twenty-nine semistructured interviews (15 zero-hour, 14 contracted hours) were conducted in the West Midlands of the United Kingdom and analysed using thematic analysis. Across all participants, four predominant stressors were found. First, the level of pay for a job with high levels of responsibility was poor. Second, participants described struggling to maintain an adequate work-life balance due to the varied timings of visits, as well as rude and aggressive behaviour from both service users and their families. Lastly, a lack of peer support and poor care from peers was discussed. However, every respondent described the positive relationships that they develop with service users being a distinct stress reliever. Zero-hours respondents discussed two further stressors. Power refers to the relationship between employee and management, with respondents describing the balance of power being with the management. Uncertainty reflected respondents not having set hours of work or pay, and thus not being able to plan their personal lives and sometimes not being able to pay bills. Findings suggest that domiciliary care workers are exposed to a range of stressors, with zero-hours adding to these. Further research should look into methods to improve both the job role for workers, and redress the power relationships for those with zero-hours contracts.

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Prosocial Motivation, Stress and Burnout Among Direct Support Workers

Abstract: Prosocial motivation plays an important role in explaining the relatively low levels of DP in the sector. The study advances our understanding of the key components of burnout among direct support workers.

Cited by 27 publications

References 31 publications

A Job Demands–Resources Approach to Public Service Motivation

A Job Demands–Resources Approach to Public Service Motivation

Implications of Emotional Labor on Work Outcomes of Service Workers in Not-for-Profit Human Service Organizations

Zero-hour contracts and stress in UK domiciliary care workers

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