Perlita Torres, PhD September 17, 2016 Introduction Conceptual - PowerPoint PPT Presentation

Perlita Torres, PhD September 17, 2016

 Introduction  Conceptual Framework  Problems and Significance  Research Questions and Hypotheses  Literature  Methodology  Findings and Conclusions  Practical Implications and Limitations  Recommendations for Future Research

 Stress:  refers to work stress in the context of job demands as well as individual and organizational resources to meet these demands  Differentiation of Self:  refers to the individual’s ability to manage emotional responses, to act thoughtfully under stress, and to remain logical and objective despite strong emotions  Burnout:  refers to exhaustion and reduced interest in tasks or activities characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment

The Bowen Family Systems Theory’s (BFST) differentiation of self (DoS) is dependent upon the degree of separation between the parent and the child who is going through the process of maturation. Healthy differentiation results from: Poor differentiation results from: Unhealthy family relationships Identity not being molded in response   preventing the child from successfully to emotional tension and neediness of achieving the independence to think, others feel, and act Others not viewing the child through  The child replicating some form of their own subjective experiences  family patterns when beginning to Other member’s emotional responses  emancipate himself or herself from the to pressure not contaminating the home child’s sense of self The child being unable to achieve full Forming opinions, beliefs, and   emotional separation from his or her perspectives with proper deliberation family and may have the same pattern and consistent with one another as an adult The child remaining a part of the family  unit yet an individual on his or her own

Characteristics of Highly Characteristics of Low Differentiated Individuals Differentiated Individuals  Distinguish thinking from feeling  Dominated by feelings and base decisions on emotions  Separate emotions from facts  Reactive to people’s evaluations  Less prone to experience anxiety  Actions dictated by other people’s  Solid sense of self reactions  Goal directed  Unrealistic expectations of oneself  Realistic expectations of self and  More easily affected by stress others  Coping strategies more easily  Unaffected by the weakened by stress evaluation/reactions of others  Calm and logical in the midst of crisis  Resilient

Burnout, the leading cause of turnover, can be effectively addressed by understanding its antecedents BFST’s DoS is conceptualized as related to psychological well -being and symptoms The identification of the predictive role of DoS on burnout may:  Be used for screening out workers who are prone to burnout  Inform the development and implementation of burnout prevention and intervention through training that fosters resiliency Understanding the differences in the level of DoS, stress, and burnout between male and female as well as novice and veteran workers may also:  Guide in developing programs of interventions tailored to the needs of the workers The study contributed to the theory by providing evidence of the predictive role of DoS on burnout and the workers’ ability to manage their job’s demands The study provided preliminary findings that may be explored for further refinement of the BFST

 Q1a. To what degree, if at all, does stress predict burnout in CPS workers, controlling for DoS?  Q1b. To what degree, if at all, does DoS moderate the relationship between stress and burnout in CPS workers?  Q2. To what degree, if at all, do levels of stress, DoS, and burnout differ between male and female CPS workers?  Q3. To what degree, if at all, do levels of stress, DoS, and burnout differ between novice and veteran CPS workers?

The study tested whether:  Stress predicts burnout.  DoS significantly moderates the relationship between stress and burnout.  There are differences between male and female, novice and veteran workers with respect to their levels of stress, DoS, and burnout.

Higher levels of DoS predict:  Higher levels of vocational identity and fewer difficulties in career decision making  Higher level of perceived pregnancy health, relationship satisfaction, and family coping  Low risk for child maltreatment, greater ability to control emotions, greater capacity for warm connection and autonomy in relationships  More rational and less enmeshment with the high-level or intense emotional environment  Less co-worker or supervisor conflict  Perception of low level of role overload and reduced levels of burnout  Greater psychosocial and interpersonal well-being  Less physical signs of depression and anxiety, higher social adjustment

Distinction between Stress and Burnout Stress Burnout  Too much pressure that demands  Not enough, empty, or diminished physical and psychological interaction, compassion, and resources concern  Heightened emotional state (with  Prolonged stress can lead to psychological components to it) symptoms of burnout that persists for extended period  Burnout results from increased of time demands that overburden  Stress is described as an workers and from limited imbalance in the cognitive- resources that lead to withdrawal emotional-environmental or disengagement processes caused by external factors

Interpersonal/Organizational Predictors  Difficult relationships between employees and their employment  Work – family conflict  Overburdened health systems, poor management, lack of resources, staffing issues  Work overload, low salary, poor supervisor support  Role conflict, job insecurity  Lack of leadership and organizational commitment  Difficult clients, workload, job status, work hours, and role ambiguity  Imbalance between demands and resources, organizational goals and expectations, and misaligned goals and employees’ aspirations

Individual Variables  Personality characteristics and work-related attitudes  Marital status, family support, coping styles, self-esteem  Emotional reactivity  Inability to maintain emotional distance  Low DoS  Personality style (e.g., neuroticism, distressed, feeling type)  Demographic variables such as age, sex

 CPS retention rate of 50% of the workforce within a one-year period  Stress predicts burnout, which in turn predicts turnover  Antecedents a) Organizational factors b) Individual factors c) Interpersonal factors  Effects of Burnout a) Poor quality of service delivery b) Poor organizational morale, low productivity c) Lowered quality of life and relationships d) Discontinuity of services and turnover e) Physical and psychological problems

 Stress  Perception of support  Overidentification tendency  Susceptibility to emotional contagion and emotional reactivity.  Trait anxiety  Attitudes and perceptions  Educational degree  Emotional commitment

 Age and length of service were found negatively associated with personal accomplishment (Blau et al., 2103)  Among CPS workers, younger professionals experience higher rates of burnout (Sprang, Craig, & Clark, 2011)  Psychologists with more years of service in their current work settings reported lower burnout (Benedetto & Swadling, 2014)  Increased years of service showed clergy or people in ministry to have higher levels of burnout and compassion fatigue (Jacobson, Rothschild, Mirza, & Shapiro, 2013)  Male nurses have higher levels of depersonalization (Cañadas-de la Fuente et al., 2014)  Women experience more emotional exhaustion and higher depersonalization (Gandi Wai, Karick, & Dagona, 2011)  No sex differences in the experience of burnout (Maslach & Jackson, 1985)

Design  Quantitative non-experimental correlational and comparative design Procedure  Bulk email was sent to all CPS workers through the AUPE Local 006 Chair and Chapters, announcement was posted in the AUPE website, and the Chair made robocalls for follow up  Participants were directed to the survey link  Workers who agreed to participate completed the survey Sample  The a priori power analysis for independent samples t -tests required 210 participants, with the effect size of .05 at the .80 power level  The post hoc power analysis based on the achieved sample size of 243 showed the power level of .99 at the medium effect size

Stress DoS Burnout Levy & Poertner’s Skowron & Schmitt’s Maslach, Jackson, & Leiter ’s Instrument CWWSI DSI-I MBI-HSS Items 35 items 46 items 22 items 1 (never stressful) to 4 1 (not at all true to me) (almost always 0 (never) to 6 (everyday) to 6 (very true of me) stressful) Inadequate training for I wish I weren’t so I feel emotionally drained from Sample Items the job emotional my work Valid measure of Correlated with behavioral Correlation between intra/interpersonal Validity ratings made by other people stress and burnout resources of emotional and certain job characteristics regulation Reliability Original α .93 .92 EE = .90, DP = .79, PA = .71 Present α .93 .93 EE = .92, DP = .78, PA = .75