Research Summary: Occupational wellbeing and engagement in New Zealand Veterinary Nurses

Transcription

1 Research Summary: Occupational wellbeing and engagement in New Zealand Veterinary Nurses DATE: 12/07/2014 RESEARCHER: Stafford Kimber SUPERVISOR: Dianne Gardner

2 Summary The goals of this research were to investigate work-related wellbeing among veterinary nurses using the Job Demands-Resources (JD-R) model. Data were collected by online survey, with the help of eight New Zealand tertiary providers and the New Zealand Veterinary Nurses Association. One hundred and eighty-two participants provided data. The results showed that a large proportion of the sample of participants displayed high levels of workplace engagement and high quality relationships among team-members. In addition, most also saw their work as being of benefit to their family life, and reported feeling engaged with their work. However, the relatively high levels of reported job demands could be of concern, as high demands can lead to emotional exhaustion over time. Overall, the research provided a guide towards healthier workplace practices such as identifying ways to increase work-family balance, building solid team member relationships, and providing adequate job resources to address times of high demand. i

3 Table of Contents Summary... i Table of Contents... ii Table of Figures... ii Introduction...1 Results...4 Conclusion...6 References...7 Table of Figures Figure 1: the Job Demands-Resources model (JD-R)... 2 Figure 2: the Social Job Demands-Resources model (JD-Rs)... 5 ii

4 Introduction The New Zealand 2013 census identified one thousand four hundred and seventy-nine people who classified themselves as a veterinary nurse (Statistics New Zealand, 2013).Veterinary nurses and veterinary technicians often work side-by-side with veterinarians and are exposed to similar workplace tasks and stimuli. The roles of veterinary nurses include many complex tasks, and some of these are classified as highrisk such as dealing with stressed and unpredictable animals, handling animals with zoonotic diseases (Fritschi, 2000; Van Soest & Fritschi, 2004), assisting with surgery, heavy lifting, handling biohazards, and conducting radiographs with X-radiation (Van Soest & Fritschi, 2004). Veterinary nurses may also be exposed to many psychological stressors within their daily tasks, such as relatively low rates of pay, trauma from carrying out euthanasia, and strain from high workplace demands (Rohlf & Bennett, 2005; Sanders, 2010). In contrast, there has been limited research into ways in which workplace demands and opportunities affect veterinary nurses psychological wellbeing (Van Soest & Fritschi, 2004). This profession seems to have high turnover rates, especially among early-career staff (Baran et al., 2012; Black, Winefield, & Chur-Hansen, 2011). Unexpected work related stressors and demands may account for some of the turnover for veterinary nurses in their first two-years, but there is little information on how foreseeable demands such as workloads, long work hours and emotional demands interact with workplace and family support (Black et al., 2011). Job demands are physical, social, or organizational aspects of the job that require sustained physical or mental effort (Demerouti, Nachreiner, Bakker, & Schaufeli, 2001, p. 501). Job demands are a key facet of workplace stress but job resources, or the objects, personal characteristic, conditions or energies (Hobfoll, 2001, p. 339) which, support wellbeing can help buffer against demands. [1]

5 The Job Demands Resources model (JD-R, Figure 1), integrates these ideas to show how job resources and demands may be related to workplace strain, engagement and outcomes. It indicates that high demands can be related to burnout (emotional exhaustion, cynicism, reduced feelings of effectiveness at work), and resources can be related to engagement (vigour, dedication, and absorption at work), and that resources can buffer against demands to reduce burnout. Figure 1: the Job Demands-Resources model (Schaufeli & Bakker, 2004, p. 297),Negative signs represent a negative relationships (e.g. more resources mean less burnout); positive signs represent a positive pathway (e.g. more resources mean more engagement). The present study looked at three types of job demands which examined the amount, complexity and level of psychologically draining tasks participants faced. The study also looked at three kinds of job resources: participants perceptions of the opportunities for professional development in their jobs, the extent to which their work was predictable and the recognition they received for their work. Two aspects of work-related burnout were considered. Emotional exhaustion, is a feeling of lacking energy for the job, and cynicism is a sense of detachment from work, clients and colleagues (Halbesleben & Buckley, 2004; Maslach & Zimbardo, 1982). 2

6 Participants with more emotional exhaustion and cynicism were expected to be more likely to intend to leave their jobs (turnover intention). Positive work engagement was also studied, particularly in relation to the quality of relationships among team members and to participants feelings that work can enrich their family life, as positive experiences at work can often carry over to positive emotions outside work. Overall, it was expected that work demands would be related to more exhaustion, cynicism and intentions to leave and that work resources would be related to more engagement and fewer intentions to leave. 3

7 Results All participants were New Zealand based veterinary nurses who had recently practiced or were currently practicing in the profession. There were 3 male participants (1.2%) and 179 female participants (98.3%). On average, participants had high levels of workplace engagement and high quality relationships among team members. Most also saw their work as being of benefit to their family life, and reported feeling engaged with their work. However, the relatively high levels of reported job demands could be of concern as high demands may lead to emotional exhaustion over time Figure 2 shows how the study variables were interrelated. Participants who reported more work demands (workload, psychological demands and task complexity) reported having fewer resources (perceptions of professional development, predictable work and recognition). Those with more resources also had better team relationships and were more likely to feel that their work provided enriching experiences that were beneficial for their family life; all of these factors were related to higher levels of work engagement. More engagement and less emotional exhaustion were related to participants being less likely to intend to leave their jobs. 4

8 Figure 2: the Job Demands-Resources model, with work-family enrichment and team-member exchange. Negative signs represent negative relationships (e.g. more resources mean less burnout); positive signs represent a positive pathway (e.g. more resources means more engagement). 5

9 Conclusion Well-designed work, with supportive workplaces, good team relationships and good support for work-life balance may have important implications for participants wellbeing as well as for staff retention. High levels of staff turnover can be a serious cost for veterinary workplaces, especially small businesses, due to the cost of replacing staff. The current study did not look at actual turnover, but at self-reported intentions to leave, but these can still be an indication of dissatisfaction with work and, to some extent, of actual turnover. The more participants felt they had development opportunities at work, predictable work and recognition for their work, the more they also reported better team relationships and work-family balance, and more work engagement. Highly demanding work was related to more feelings of emotional exhaustion and intention to quit. Those who felt they face too many demands at work may have begun to feel exhausted and to think about searching for alternatives. In contrast, those who had demanding work but who also had supportive team, family and work resources felt less exhausted and were less likely to intend to quit. Supportive work, team and family resources can be an important buffer against highly demanding work. More information about this study and suggestions for future research will be available towards the end of Please stafford_kimber@hotmail.com if you would like a copy of the thesis on which this report is based. [6]

10 References Baran, B. E., Rogelberg, S. G., Lopina, E. C., Allen, J. A., Spitzmüller, C., & Bergman, M. (2012). Shouldering a silent burden: The toll of dirty tasks. Human Relations, 65(5), Black, A. F., Winefield, H. R., & Chur-Hansen, A. (2011). Occupational stress in veterinary nurses: Roles of the work environment and own companion animal. Anthrozoos, 24(2), Demerouti, E., Nachreiner, F., Bakker, A. B., & Schaufeli, W. B. (2001). The job demandsresources model of burnout. Journal of Applied Psychology, 86(3), Fritschi, L. (2000). Cancer in veterinarians. Occupational and Environmental Medicine, 57(5), Halbesleben, J. R. B., & Buckley, M. R. (2004). Burnout in organizational life. Journal of Management, 30(6), doi: /j.jm Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology: An International Review, 50(3), 337. Maslach, C., & Zimbardo, P. (1982). Burnout, the cost of caring. Englewood Cliffs, N.J. : Prentice- Hall. Rohlf, V., & Bennett, P. (2005). Perpetration-induced traumatic stress in persons Who euthanize nonhuman animals in surgeries, animal shelters, and laboratories. Society and Animals, 13(3), Sanders, C. R. (2010). Working out back: The veterinary technician and "Dirty Work". Journal of Contemporary Ethnography, 39(3), Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), doi: /job.248 Statistics New Zealand. (2013). Occupations for the unemployed or the employed census: Usually resident population count Retrieved 23/10, 2013, from Van Soest, E. M., & Fritschi, L. (2004). Occupational health risks in veterinary nursing: An exploratory study. Australian Veterinary Journal, 82(6), [7]