Abstract
This manuscript investigates hospitals' use of human resource management practices to mitigate traumatic stress among hospital employees. Initially, the concept of traumatic stress is described and various groups of hospital employees and their sensitivity to traumatic stress are discussed. The three groups of employees considered are hospital's clinical first responders, hospital's non-first responder clinical care personnel, and a third group composed of all remaining hospital employees. Lastly, the manuscript considers specific human resource interventions to address traumatic stress along with directions for future research.
Highlights
Stress is a widely researched topic which has long been identified as an important consideration for human resource professionals who wish to make their organizations more effective and efficient. [1] Stress is an organizational factor that is amenable to various interventions which can either ameliorate its existence and/or lessen its impact
Employees’ career self-selection along with their socialization and training to deal with traumatic stress likely explain the significance and incidence of traumatic stress among various groups of hospital employees
Hospital orientation programs which focus on the traumatic stress needs of all employees, while addressing the needs of specific groups of employees, are likely one human resource management practice useful in addressing traumatic stress
Summary
Stress is a widely researched topic which has long been identified as an important consideration for human resource professionals who wish to make their organizations more effective and efficient. [1] Stress is an organizational factor that is amenable to various interventions which can either ameliorate its existence and/or lessen its impact. [2] Sources of stress in hospitals include the nature of the work (e.g., seriously ill individuals), resource limitations (e.g., low staffing levels), and organizational complexity (e.g. role ambiguity). [4] from a human resource management perspective, these physical and psychological effects are important as they represent a source of heightened organizational costs due to increased employee healthcare costs, decreased productivity, and increased employee turnover. These increased organizational costs, along with the direct personal consequences of traumatic stress, make traumatic stress in hospitals an important area of consideration. From a practical perspective this manuscript will assist hospitals in designing effective institutional responses to traumatic stress
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