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V zagotavljanju kakovostnih socialno varstvenih storitev so poleg tradicionalnih kompetenc (sposobnosti, znanja, veščine, osebnostne lastnosti) vedno pomembnejše tudi čustvene sposobnosti zaposlenih in njihov še neizkoriščen potencial. Ustvarjanje medsebojnega zaupanja, kakovost socialnih interakcij in učinkovito komuniciranje pripomorejo k večjemu zadovoljstvu in s tem k preprečevanju stresa in izgorelosti pri delu kot enem najbolj destruktivnih dejavnikov. Namen raziskave je bil preučiti vplivnost dejavnikov, ki lahko povzročajo izgorelost pri delu, s poudarkom na stopnji zadovoljstva pri delu. Rezultati raziskave so pokazali, da zaposleni v proučevanem domu na splošno ne kažejo večjih simptomov izgorevanja. Večjo stopnjo izgorelosti smo ugotovili le pri zaposlenih z daljšo delovno dobo. Med zaposlenimi z različno stopnjo izobrazbe ni razlik v stopnji izgorelosti. V službi zdravstvene nege in oskrbe bolj izgorevajo bolničarke in negovalke kot medicinske sestre in ostali zdravstveni delavci. Prav tako smo ugotovili, da je stopnja izgorelosti povezana z zdravstvenimi težavami. Rezultati so pokazali, da je pri zaposlenih prisoten občutek preobremenjenosti z delom. Dobljeni rezultati so nam pomagali poiskati in določiti pristop, ki je prilagojen značilnostim delovnega okolja in okoliščinam, ki so specifične za socialno varstvene zavode. S tem pristopom smo naredili podlago za model, s katerim bomo vzdrževali doseženo stopnjo zadovoljstva, izboljšali prepoznavanje začetkov pojava izgorelosti in zmanjšali tveganje izgorevanja. Organizacija ne more predvideti vseh situacij, v katerih se zaposleni počutijo preobremenjeni, razočarani ali podcenjeni, in se jim izogniti. Vendar pa domišljen organizacijski pristop, ki je usmerjen na specifične razmere v določeni organizaciji, okrepi sposobnost organizacije, da neprestano išče in tudi najde načine zagotavljanja zadovoljstva, ki zmanjšajo tveganje za izgorevanje pri zaposlenih. In addition to traditional competences (abilities, knowledge, skills, personal traits), emotional competence and unused potential of workers are becoming increasingly important in ensuring that clients receive quality social services. Building mutual trust, enabling quality social interaction and efficient communication all contribute to greater satisfaction and, consequently, to preventing burnout as one of the most destructive workplace stressors. The purpose of our research is to study the impact of factors that may cause workplace burnout, with emphasis on the level of work satisfaction. The results of our research show that those employed in retirement homes do not generally exhibit increased symptoms of burnout. Higher burnout levels were detected in employees with longer periods of employment. No differences were detected in burnout levels of employees regarding their level of education. In the field of nursing and patient care, nursing assistants and caregivers tend to exhibit higher levels of burnout than registered nurses and other medical professionals. We have also established a connection between the level of burnout and health problems of individual workers. Results have shown that employees generally feel overburdened with work. Acquired results have helped us find and determine an approach adapted to characteristics of the working environment and the specific working conditions in social welfare institutions. This approach forms the basis of a process which will enable us to maintain the acquired level of workers’ satisfaction, improve recognition of early signs of burnout and thus reduce the risk of burnout. Organizations cannot predict individual situations in which employees may feel overburdened, disappointed or underrated and effectively avoid them all. However, a well-thought-out organizational approach focused on specific conditions in individual organizations can strengthen the ability of the organization to continuously look for and also find ways of raising the levels of their employees’ satisfaction, thus reducing risk of workplace burnout. |
