Value congruence, importance and success and in the workplace: Links with well-being and burnout amongst mental health practitioners
Introduction
A career in mental health can be both emotionally demanding and rewarding, being linked to psychological distress (Harris, Cumming, & Campbell, 2006) and burnout (Leiter and Harvie, 1996, Maslach, 1982) but also to positive outcomes such as wellbeing (Graham and Shier, 2010, Ragusa and Crowther, 2012). The wellbeing of mental health practitioners is vital to quality service delivery, and consequently, job satisfaction (Rose and Glass, 2006, Salyers et al., 2013). However, mental health workers tend to experience high levels of burnout, and this has been implicated as contributing to staff turnover (see Paris & Hoge, 2010 for a review). High levels of turnover in community-based mental health service organisations impacts on the quality of service delivery and staff morale (Aarons, Sommerfeld, Hecht, Silovsky, & Chaffin, 2009). In an extensive review of studies of burnout amongst mental health practitioners, Leiter and Harvie (1996) concluded that burnout was most evident when workplace issues impacted on the worker׳s ability to address the needs of his or her clients; that is, when workers were unable to realise their values through their work (Leiter & Harvie, 1996).
Values can be seen as guiding principles that give meaning to our actions and behaviours (Rokeach, 1973, Schwartz and Bilsky, 1987). Rokeach (1973) distinguished between terminal values (desirable end-states, e.g. self-respect, wisdom), and instrumental values (modes of conduct in the service of terminal values, e.g. helpfulness, broad-mindedness). Burnout is comprised of three components: emotional exhaustion, depersonalisation and reduced personal accomplishment (Maslach & Jackson, 1981). High levels of emotional exhaustion can lead to workers developing an increase in depersonalisation as a coping mechanism for dealing with difficult clients (Winstanley & Whittington, 2002), whilst reducing levels of emotional exhaustion can buffer against increases in depersonalisation (Lloyd, Bond, & Flaxman, 2013). Actions taken in pursuit of values have psychological and practical consequences, which may lead to perceptions, attitudes and behaviours that facilitate healthy coping strategies (Sagiv & Schwartz, 2000) and thus may protect from development of dysfunctional coping strategies such as depersonalisation.
Indeed, successful pursuit of values has been shown to be an important predictor of vitality and wellbeing (Elliot and Sheldon, 1997, Ferssizidis et al., 2010). Prioritising social values, in particular, has been linked to wellbeing (Ferssizidis et al., 2010, Konow and Earley, 2008), with the prioritising of friendship and love associated with enhanced emotional wellbeing (Ciarrochi & Bailey, 2008).
Values have been categorised into 10 universal value domains, which vary in degree of conflict or compatibility with one another (Schwartz & Bilsky, 1987). The pursuit of conflicting values, may therefore result in exposure to negative internal experiences (thoughts, emotions, sensations), which people may seek to avoid (Ciarrochi & Bailey, 2008). Such experiential avoidance can become problematic when it develops into a pattern against valued action (Soriano, Valverde, & Martinez, 2004). Indeed, experiential avoidance (Kashdan, Breen, & Julian, 2010), and thought and emotion suppression (Haga et al., 2009, Wegner et al., 1991) have been linked to negative wellbeing outcomes, as has attempting to prevent aversive outcomes by pursuing avoidance goals (e.g. Elliot & Sheldon, 1997). The use of escape-avoidance coping strategies has been linked to higher burnout amongst mental health workers (Leiter & Harvie, 1996), whilst conversely, psychological acceptance and values-based action was found to be associated with lower burnout and higher wellbeing amongst physical rehabilitation staff (McCracken & Yang, 2008).
One source of such conflict occurs when an individual׳s personal values are at odds with the values of their work environment. The congruence between workplace values and an individual׳s personal values in life has implications for wellbeing and burnout (Maslach et al., 2001, Sagiv et al., 2004). For example, congruence between business and psychology students׳ values and those of their academic environment was associated with enhanced wellbeing (Sagiv & Schwartz, 2000), while conflict between personal values and organisational values has been found to be related to burnout (Maslach & Leiter, 1997) and to stress (Bouckenooghe, Buelens, Fontaine, & Vanderheyden, 2005). This study is novel in that it looks at an individual׳s personally-held work values, rather than the values of the organisation. In one of the few studies comparing personally-held work values and personal (life-in-general) values, Leuty and Hansen (2012) concluded that work values were related to, but distinct from personal values, and that the two should be assessed separately. They asserted that while work values were important to job satisfaction, there was a need for more research into the role of personal values in work outcomes (Leuty & Hansen, 2012). In the current study, we examined the congruence between personal life values and personal work values, and their relationships to wellbeing and burnout amongst mental health practitioners. Leuty and Hansen (2011) identified six domains common to extant measures of work values: work environment, competence, autonomy, status, organisational culture and relationships. Rather than using pre-defined sets of work and life values, we asked participants to choose from a broad range of values to identify both their work and life values. In addition, we examined perceived success in pursuing important values – a dimension frequently found in the goals literature (e.g. Elliot & Sheldon, 1997) but rarely in the values literature (Veage, Ciarrochi, & Heaven, 2011).
Congruence between important life and work values was expected to be associated with higher wellbeing and lower burnout (e.g. Bouckenooghe et al., 2005, Sagiv et al., 2004), as was successful pursuit of life and work values (Ciarrochi et al., 2011, Leiter and Harvie, 1996). Those who endorse and are successful in the pursuit of pro-social values, in keeping with a caring profession, were expected to report greater wellbeing and less burnout (Ferssizidis et al., 2010, Kasser and Ahuvia, 2002, Sagiv et al., 2004).
Section snippets
Participants
Participants were 106 mental health professionals comprising psychologists, social workers, occupational therapists, welfare workers and registered nurses (72 female, 25 male, 9 unidentified) from five non-government mental health organisations in Australia. Ages ranged from 18 to 60 years (median=38 years). The participants were involved in a larger intervention study focusing on facilitating the transfer of training in a service delivery model (Deane et al., 2010). The data reported here is
Preliminary analyses
Reliability for the PWB and MBI was determined using Cronbach׳s alpha. For PWB Total, α=.83. Cronbach׳s alpha for the subscales ranged from α=.21 (purpose in life) to α=.71 (self-acceptance). Only those with α>.60 were included in analyses; these were self-acceptance and positive relations with others (α=.63). Cronbach׳s alphas for the MBI were MBI total, α=.90, EE, α=.89, DP, α=.71, and PA, α=.82.
Means and standard deviations were PWB total, M=5.75 (SD=.72), self-acceptance, M=5.68 (SD=1.22),
Discussion
The study explored important work and life values amongst mental health professionals, and the correlates of congruence between work and life values. We examined the relationship of important values and values success with burnout and psychological wellbeing.
A moderate degree of congruence was found between work and life values, and congruence was associated with self-acceptance and perceived personal accomplishment at work. The results resonate with the finding of Harzer and Ruch (2012), that
Acknowledgement
This work was supported by an Australian Research Council Linkage Project Grant (Grant no. LP09907808).
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Present address: School of Social Sciences and Psychology, Department of Psychology, University of Western Sydney, Penrith, NSW, Australia.