Job Burnout Among University of Lynchburg Faculty
Location
Turner Gymnasium
Access Type
Open Access
Event Website
https://sites.google.com/lynchburg.edu/uoflhornethealthyminds/anxiety?authuser=0
Entry Number
18
Start Date
4-5-2023 12:00 PM
End Date
4-5-2023 1:30 PM
College
College of Health Sciences
Department
Public Health
Abstract
Background: Experiencing prolonged workplace stress can lead to burnout. In a 2022 Gallup poll, over a third of college and university employees reported feeling burned out at work always or very often, and was the second highest industry in the U.S. workforce. The purpose of this study was to identify if job burnout was an issue for the University of Lynchburg faculty.
Methods: A cross-sectional survey was distributed to the University of Lynchburg faculty and staff in the fall of 2022 through the all-faculty and staff listserv email. The survey was designed using the validated Oldenburg Burnout Inventory Tool. Job burnout was defined in the survey using the Mayo Clinic’s definition - “a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” Descriptive and thematic analysis was used to analyze and summarize the results.
Results: Seventy-four faculty participated in the survey. Over two thirds (71.6%) reported feeling job burnout in the past three months Top causes of feeling burnout were high demanding workload (77.36%), work-life imbalance (60.38%), dysfunctional workplace dynamics (58.5%) and lack of job control (50.94%). Two-thirds reported feeling emotionally drained during work (68.5%, 50/73) and three in five (63.9%, 46/72) reported finding themselves talking about work in a negative way more often. Themes identified in open-ended responses were demands for transparency and improved communication by the administration, a lack of appreciation/value, and recommendations for stress-relieving activities.
Conclusion: Job-related burnout has been experienced by many faculty at the University of Lynchburg. Providing more opportunities for faculty to de-stress and socialize with their colleagues, making faculty feel more valued and appreciated, reducing workload, being transparent, and providing clearer communication could help feelings of burnout and improve work-life imbalance.
Faculty Mentor(s)
Dr. Jennifer Hall
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Job Burnout Among University of Lynchburg Faculty
Turner Gymnasium
Background: Experiencing prolonged workplace stress can lead to burnout. In a 2022 Gallup poll, over a third of college and university employees reported feeling burned out at work always or very often, and was the second highest industry in the U.S. workforce. The purpose of this study was to identify if job burnout was an issue for the University of Lynchburg faculty.
Methods: A cross-sectional survey was distributed to the University of Lynchburg faculty and staff in the fall of 2022 through the all-faculty and staff listserv email. The survey was designed using the validated Oldenburg Burnout Inventory Tool. Job burnout was defined in the survey using the Mayo Clinic’s definition - “a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” Descriptive and thematic analysis was used to analyze and summarize the results.
Results: Seventy-four faculty participated in the survey. Over two thirds (71.6%) reported feeling job burnout in the past three months Top causes of feeling burnout were high demanding workload (77.36%), work-life imbalance (60.38%), dysfunctional workplace dynamics (58.5%) and lack of job control (50.94%). Two-thirds reported feeling emotionally drained during work (68.5%, 50/73) and three in five (63.9%, 46/72) reported finding themselves talking about work in a negative way more often. Themes identified in open-ended responses were demands for transparency and improved communication by the administration, a lack of appreciation/value, and recommendations for stress-relieving activities.
Conclusion: Job-related burnout has been experienced by many faculty at the University of Lynchburg. Providing more opportunities for faculty to de-stress and socialize with their colleagues, making faculty feel more valued and appreciated, reducing workload, being transparent, and providing clearer communication could help feelings of burnout and improve work-life imbalance.
https://digitalshowcase.lynchburg.edu/studentshowcase/2023/posters/16