(Un)bounded Social Work?—Analysis of Working Conditions in Refugee and Homeless Aid in Relation to Perceived Job Stress and Job Satisfaction

Abstract

Little is known about working conditions of social workers providing help in homeless and refugee aid. Therefore, the present study examined their work-related demands, job and personal resources as well as workplace violence, domain-specific demands, and gender-related differences. Job demands and resources were analyzed with regard to their association with job stress and job satisfaction. Two hundred and fifty-three social workers (69.2% female, 30.8% male) from four federal states in Germany (Berlin, Hamburg, Schleswig-Holstein, and Mecklenburg-Western Pomerania) took part in the cross-sectional quantitative online survey that included validated scales and exploratory items especially developed for the target group. Multiple regression analysis showed that resilience as a personal resource was a significant negative predictor of perceived job stress. Emotional demands were positively related with perceived job stress. Meaning of work and social support were strongly associated with job satisfaction. Language and bureaucratic barriers as well as being affected by clients’ experiences were the domain-specific demands named most often. The study offers insights into the work-related demands and resources and their respective impact on perceived job stress and job satisfaction experienced by social workers in refugee and homeless aid. In order to ensure health and safety for this occupational group, health promotion measures focusing on structural aspects are recommended.

Job demands and resources related to burn-out symptoms and work engagement in supervisors working with people with severe disabilities in social firms: a cross-sectional study

“…Adverse to postulated hypotheses and results of previous studies,55–59 present findings indicated that resilience was neither associated with burn-out symptoms nor with work engagement. However, correlation analysis was in line with our hypothesis highlighting significant associations to work engagement and burn-out symptoms.…”

“…52 Those differences were also apparent when comparing means of supervisors regarding their influence at work (M=71.81) to other occupations (M=42). 75 Personal resources in relation to burn-out symptoms and work engagement Adverse to postulated hypotheses and results of previous studies, [55][56][57][58][59] present findings indicated that resilience was neither associated with burn-out symptoms nor with work engagement. However, correlation analysis was in line with our hypothesis highlighting significant associations to work engagement and burn-out symptoms.…”

“…The authors Wagnild and Young54 subdivide resilience into ‘acceptance of self and life’ and ‘personal competence’ (Wagnild and Young, p165) 54. Previous studies indicate negative relations between resilience and burn-out symptoms or perceived stress,55 56 positive ones to work engagement57 58 or examined resilience as a moderator in the relationship between stress and burn-out 55 59…”

Doctors and Nurses: A Systematic Review of the Risk and Protective Factors in Workplace Violence and Burnout

“…For example, Mucci [ 5 ] observed that working conditions such as high work demands, job control, type of leadership, peer support, company organization, and even gender (higher among women than among men) correlated with WV. Following the same line of research, but focusing on individual factors, Robelski [ 6 ] showed that emotional demands, job satisfaction, and each person’s own resilience had a direct influence on WV. On the other hand, the consequences generated by violence at work are related to the high levels of stress experienced.…”

Structural Analysis of the Correlation between Occupational Stress and Quality of life in University Administrators Using a PLS Approach

“…10.29252/johe. 9.3.180 Stress is one of the factors exerting destructive physical and psychological effects [3]. Besides, OS is recognized as one of the most effective factors in maintaining physical and mental health among employees [4].…”