Abstract
A lot has been published on burnout within the service industry; however, an in-depth investigation of job stressors and burnout in both the safety and health sectors of Namibia has been left unexplored. This study investigated the relationship between job demands-resources and burnout. Burnout occurs when an individual is exposed to emotional and interpersonal stressors on the job (exhaustion, cynicism and professional efficacy). Job demands require continuous efforts and job resources are aspects of the organisation that are helpful in achieving goals, reducing costs of job demands and stimulating growth and development. The sample is made up of police officers (n=482) and nursing staff (n=672) from various regions within Namibia (n=1154). Results were analysed using the SPSS (version 24) to assess the relationships between the variables. The results revealed exhaustion had a relationship with the workload, resources and organisational support. Lower levels of workload, accompanied with higher levels of resources and organisation support would reduce exhaustion. The workload can be managed by making using of timemanagement training, improving delegation, and by ensuring the employees have mentors and supervisory support. Training opportunities improve work resources and reduce work stress. Healthy coping strategies, like being active and meditation help to alleviate stress (exhaustion). Having healthy work relations enhances organisational support and improves coping mechanisms of employees.
Highlights
In 1995 the Fraternal Order of Police (FOP) estimated that amongst law enforcement personnel the suicide rate was almost double (22/100,000) when compared to the general population (12/100,000) (Aamodt & Stalnaker, 2001). McIntosh (2016) found that those who constitute our protective services experience an average of 295 suicides per year, of which males (266 suicides per year) make up the majority of this statistic
Khamisa et al (2015) stated that burnout can affect the mental health and well-being of both professions. This leads to lower levels of performance and the services that they provide to the public are affected in negative ways
In order to decrease burnout, the institutions should focus on increasing employees’ levels of engagement by providing necessary resources and levelling the job demands that lead to exhaustion
Summary
In 1995 the Fraternal Order of Police (FOP) estimated that amongst law enforcement personnel the suicide rate was almost double (22/100,000) when compared to the general population (12/100,000) (Aamodt & Stalnaker, 2001). McIntosh (2016) found that those who constitute our protective services (police, military, etc.) experience an average of 295 suicides per year, of which males (266 suicides per year) make up the majority of this statistic. Mudaly and Nkosi (2015) revealed that anxiety in the workplace causes stress which leads to burnout, resulting in a higher rate of absenteeism in the nursing profession. This clearly shows that the job setting of nurses is not the only factor that results in burnout. According to a study done by Hawton et al (2002), the main methods used for suicide by nursing staff were self-poisoning (72 cases, 67.9%), self-injury (32 cases, 30.2%) and 1.9% have tried both methods They added that most of these nurses who have been interviewed were heavily dependent on depression medication; they suffered from affective disorders that were the result of certain job stressors
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
