Faculty
Job Burnout Among University of Lynchburg Faculty
Allyson Wesson, MPH Candidate, University of Lynchburg
Dr. Jennifer Hall, EdD, MCHES
Background
According to the Mayo Clinic “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity”. 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.
Purpose
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.
Out of the 74 partipants, 53 said that within the last 3 months they have experienced work place burnout.
Of those who responded yes to feelings of burnout the causes of burnout included: high demanding workload (41 responses, 77.4%), work-life imbalance (32 responses, 60.4%), dysfunctional workplace dynamic (31 responses, 58.5%), conflicting demands (30 responses, 56.6%), lack of job control (27 responses, 50.9 %), lack of job satisfaction (22 responses, 41.5%), relationships with others ( 18 responses, 33.9%), unclear job expectations (18 responses, 33.9%), lack of social support ( 16 responses, 30.2%), being mistreated (7 responses, 13.2%), and other (7 responses, 13.25)
Themes
Demands for transparency and improved communication by the administration:
“Offer transparency from administration, tell it like it is. I cannot plan if I do not know what is happening that might affect my job, income, and stability.”
“Transparency from administration with clear communication and leadership that serves the faculty and staff.”
“Greater transparency. This is given lip service as an institutional value but not evident in practice. Transparency isn't just not actively keeping a secret. It is proactively making sure everyone receives sufficient, accurate information in a timely manner.”
“Clear communication from leadership.”
Lack of appreciation/ value:
“The university should find ways to help employees feel valued…”
“...*Respecting* employees and making them feel valued…would go a LONG way”
“support from leaders”
“... recognition does hardly exist”
Recommendations for stress-relieving activities:
“Social gatherings and intentional conversations”
“Collaboration, support groups are good when needed, peers and mentors to support new hires.”
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.
Intervention: more details coming soon!
