Exploring Work-related Stress and an Evaluation of an Interoceptive Awareness Model for Case Worker and Advocate Wellbeing

Background and Objective: Work-related stress has negative implications for worker wellbeing, productivity, absenteeism, and retention. Particularly in the field of Social Work, workers are regularly exposed to the traumatic stress of those they aim to help. In every area of practice social workers are at risk of secondary traumatic stress and other forms of psychological disturbance. Using a longitudinal survey of case workers and advocates in 2 Arizona cities, the present study examined the relationship between job demands and resources and secondary traumatic stress (STS), resiliency, compassion satisfaction, burnout, and somatic experiences. Methods: This study used a repeated measures design to assess mental and emotional health at baseline, the midpoint of the intervention, and 4 weeks after the intervention. Drawing on the Job Demands-Resources theory and the biological processes of the nervous system, this study addressed four research questions to examine the mental health of workers and test a model for traumatic stress mitigation that they could utilize personally and with clients. A purposive sampling strategy was used to elicit participation for the 6-to-8-week study. Each participant attended training on the model for which we are evaluating traumatic stress mitigation effectiveness. Results: Results at baseline suggest that both job demands and job resources influenced secondary traumatic stress, burnout, resilience, and somatic symptoms that workers experienced. Further, there was a positive correlation between professional tenure and rate of secondary traumatic stress: the longer that someone was in the field, the higher their rate of secondary traumatic stress, on average. Evidence from the intervention evaluation suggested that the model was effective at decreasing STS, personal stress, and somatic experiences for those who began the intervention with high stress levels. Implications/Conclusions: The current study’s findings suggest that trainings aiming to increase personal resources pertaining to traumatic stress management, such as the current model, may be useful for those with high levels of stress. Organizations employing case workers and advocates that aim to prioritize employee wellness should also look for interventions beyond trainings, and proactively work with staff to identify and improve problematic job demands and resources.