Quote of the Day

In the past the most stressful combination of contingencies for child care workers was described in the experience of “high demands and low control” (Gibson et al., 1989, p. 3). This was an experience well known to basic grade child care workers and it had been recognised that it was most damaging “... if maintained for a long period of time” (Blundell, 1990, p. 16). The study reported here confirms this statement. A generally youthful and well-qualified workforce in family and child care work experienced stress levels that were considerably higher than those expected in the overall population. The question as to whether this is due to the fact that persons with a particularly stressful learning history choose to become child care workers or whether it is due to the contingencies that operate in child care work as a profession can be addressed when one looks at the results in more detail. A distinct difference between the different teams emerged.

In the short-term team the average intake child care worker was young, unmarried, and qualified for a relatively short period of time. High workload and crisis intervention caused stress for these workers. Their average general psychological health was just above the threshold and would cause some concern to a somewhat conservative researcher (Goldberg, 1978). Stress for these workers could be alleviated through a reduction in workload (more staff) and more flexibility in time management as well as the opportunity to develop personal working objectives.

The average long-term worker was somewhat older, longer qualified, and found things like record-keeping and taking children into care as being stressful. The average general psychological health of long-term workers did not reach a level that would cause major concern. Stress could be alleviated if more stability was experienced in the team and in the leadership of this team (the team had experienced numerous changes of SSW prior to the study) and if suitable accommodation was offered for individual work with clients.

The average worker in the generic team was somewhat older and longer qualified than workers in the other teams. This team had a relatively high percentage of male workers (n = 3) when compared with the other teams. The general psychological health in this team lay well above the threshold and therefore causes concern. Stress could be alleviated by improved supervision, better line management, reduced workload, and more recognition of difficulties within the team.

The study described here clearly shows the important role of line managers not only in the allocation of cases and thus workload, setting of priorities, and clarification of policy, but also in the alleviation of stress. Senior personnel have a key role to play as a source of support for staff (Bliese & Castro, 2000). The acknowledgement that the worker is involved in a particularly stressful case or that staff shortage causes high levels of stress during a certain time may help to alleviate stress. However, this is often not enough. Successful alleviation of occupational stress requires that line management is fully aware of and well trained in stress management. The question as to who cares for the carers arises here. If line managers carry out these tasks conscientiously, who cares for them? Who supports them?

The important role of stability not only in terms of staff membership in the team, but also in team leadership has to be acknowledged in this context. In situations where temporary work contracts are widely used, issues such as team cohesion and reliability have to be addressed (Albertsen, Nielsen, & Borg, 2001). There is a need to ensure that temporary work contracts as well as “acting up” is kept at an absolute minimum and that roles are clearly defined and carried out.

The study also confirmed the need for a reduction in workload (Bussing & Glaser, 2000). More staff is needed. The more satisfying aspect of child care work, such as direct contact with clients and communicating with children, often has to take a backseat when workers are overloaded by the sheer number of cases. Yet this type of work should be fostered and suitable accommodation to carry out such work made available.

While generally there is a good level of qualification and expertise within the staff teams studied here, this is often not adequately tapped into. Workers do not feel that their ability to develop skills and share these with others is fully utilised. Workers who are encouraged to develop advanced personal working and learning objectives and are in more control of their work environment feel more fully appreciated as skilful professionals, less isolated, and consequently less stressed (cf. Beehr, Glaser, Canali, & Wallwey, 2001).

KAROLA DILLENBURGER

Dillenburger, K. (2004). Alleviation of Stress. Child care in practice. 10(3) pp.221-223