- What is Worker Wellbeing?
- Consequences of Stress & Burnout
- Strategies to Address Stress & Burnout
- More Information
There is increasing recognition that workers in the health and human services field often experience high levels of work-related demands and stressors, and are hence particularly vulnerable to the experience of stress and burnout.
Stress refers to psychological, physical, and behavioural responses to work-related demands over a discreteor short-term period.
Burnout is a form of chronic strain that develops over time in response to prolonged periods of high stress. It is a long-term process characterised by "chronic malfunctioning" and nnegative and cynical attitudes towards clients and work in general.
A range of undesirable consequences for the organisation have been linked with worker stress including:
- Reduced job satisfaction
- Lower job performance (quantity and quality of work)
- Increased absenteeism and turnover
- Reduced organisational commitment.
The best strategy to prevent (or reduce) stress and burnout is to take a two-pronged approach that focuses on:
- The organisation (focus on changing the work environment or conditions that are causing stress/burnout
- The individual worker (e.g., teaching coping strategies and stress management techniques).
NCETA has also produced a stress and burnout prevention handbook:
In addition, the following reports provide information on the extent and nature of stress and burnout among the Australian, and the Indigenous, AOD workforce: