Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Public service employees, particularly those in early childhood education and non-profit sectors, face significant job demands that often outweigh available resources, leading to an increased risk of burnout and turnover (Bakker & Demerouti, 2007). Early childhood educators face unique challenges, including low compensation and high expectations, contributing to turnover rates as high as 26-40% annually (Herman et al., 2023). Similarly, non-profit employees often experience resource constraints and high emotional demands (Navajas-Romero et al., 2020). This study examines the relationship between job demands, resources, and recovery practices among these populations to provide actionable recommendations to improve wellbeing and reduce turnover. Through survey-based data collection, we will perform quantitative analyses as follows: a correlation analysis to explore the relationships between job demands, resources, and turnover intentions and a moderation analysis to observe how job resources and social support may buffer the impact of demands on burnout and turnover of early childhood educators and non-profit employees in Hamilton-County, Tennessee. From these findings, we will create a multilevel recommendation for each population's individual worker, work group, and organizational levels to enhance job resources, improve recovery practices, and ultimately reduce burnout and turnover in early childhood education and non-profit sectors.
Date
11-9-2024
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Job Demands, Resources, and Recovery Practices Among Public Service Employees
Public service employees, particularly those in early childhood education and non-profit sectors, face significant job demands that often outweigh available resources, leading to an increased risk of burnout and turnover (Bakker & Demerouti, 2007). Early childhood educators face unique challenges, including low compensation and high expectations, contributing to turnover rates as high as 26-40% annually (Herman et al., 2023). Similarly, non-profit employees often experience resource constraints and high emotional demands (Navajas-Romero et al., 2020). This study examines the relationship between job demands, resources, and recovery practices among these populations to provide actionable recommendations to improve wellbeing and reduce turnover. Through survey-based data collection, we will perform quantitative analyses as follows: a correlation analysis to explore the relationships between job demands, resources, and turnover intentions and a moderation analysis to observe how job resources and social support may buffer the impact of demands on burnout and turnover of early childhood educators and non-profit employees in Hamilton-County, Tennessee. From these findings, we will create a multilevel recommendation for each population's individual worker, work group, and organizational levels to enhance job resources, improve recovery practices, and ultimately reduce burnout and turnover in early childhood education and non-profit sectors.
Department
University of Tennessee at Chattanooga. Dept. of Psychology