Investigating the JD-R occupational stress model with Australian direct-care workers: A focus group approach

Abstract

This study aimed to explore the use of a contemporary workplace stress model, the Job Demands-Resources model, with direct-care workers using a qualitative approach. The JD-R model has successfully been used to predict health outcomes across different occupations using quantitative methods. However, the use of the generic questionnaire developed for this model may not always be appropriate. Direct-care workers (n = 19) attended two focus groups and reported on their job demands, job resources and personal resources. Six themes relating to demands across the two groups: funding insecurity, time pressure, hindrance demands, poor systems, emotional engagement and dealing with client crises were identified. Participants identified clinical supervision, social support and progressive workplace resources as job resources. Finally, the personal resources identified by participants were professional behaviours, disposition and self-care. The JD-R model and its standard questionnaire captures some of these aspects of direct-care work, but many were not assessed. As such, future investigations with direct-care workers should ensure items related to poor systems, progressive workplace resources, disposition and professional behaviours are included. Alternatively, a qualitative approach should be used as a first step in the development of valid questionnaires when investigating workplace stress with this group to ensure their experience is accurately quantified.

Understanding the nature and impact of occupational stress on Australian rural aged care workers

“…participants reported demands of the occupation did not only arise from the direct care they provide for older persons but also from the wider organisational expectations and work environment, highlighting the tension between wanting to provide meaningful care and needing to meet organisational reporting requirements. Consistent with previous research (Heckenberg et al, 2018;Warburton et al, 2014), workers identified administrative aspects of their work as a demand detracting from their direct-care work. Specifically, some noted mental exhaustion from dealing with formal complaints from low-care residents.…”

“…New employees (tenure <3 months) and employees in management positions were excluded. Based on similar research investigating workplace stress with regional direct-care workers (Heckenberg et al, 2018), we estimated three focus groups with a total of 20 participants would be needed to reach data saturation. In the final focus group (FG), we monitored if new themes emerged and they did not.…”

“…Bakker and Demerouti (2007) recommend tailoring the standard questionnaire to the target occupation. It is also recommended to consider workplace characteristics not captured by the JD-R model for inclusion within the standard questionnaire (Heckenberg et al, 2018). Therefore, this study aimed to use a qualitative approach to determine the specific workplace demands, job resources and personal resources required for the job.…”

Perceived inability to help is associated with client‐related burnout and negative work outcomes among community mental health workers

“…Interventions of this sort should supplement programs that already exist, such as education sessions teaching stress and coping mechanisms, self-care strategies and resilience (Dawber, 2013;Heckenberg, Kent, & Wright, 2018;Medland, Howard-Ruben, & Whitaker, 2004;Wentzel & Brysiewicz, 2014). Given the challenging nature of working in community mental health, training staff to develop specific workplace coping skills and emotional self-care strategies should be included in the academic curricula and ongoing development of this workforce (Flarity, Gentry, & Mesnikoff, 2013;Houck, 2014).…”

The Empirical Research on Professional Isolation During Remote Work in Context of COVID-19 and Organizational Citizenship Behavior:

“…JD-R model is a well-established and well-supported model in the field of occupational psychology to explain how working conditions affect employees' well-being and performances (Heckenberg et al, 2018;Lenthall et al, 2009).…”