“Man pratar inte om elefanten i rummet” En kvalitativ intervjustudie av chefers kännedom, hantering och förebyggande av empatitrötthet.
(2022) SOPA63 20221School of Social Work
- Abstract
- This study aimed at exploring employers' understanding of compassion fatigue, the risk factors contributing to compassion fatigue afflicting employees’ and how employers' leadership style and approach determines how they manage and treat compassion fatigue in the workplace. This study used a qualitative method by interviewing 7 employers’ working at different social services in Sweden. The results showed that employers' understanding of compassion fatigue was the same regarding the term “compassion fatigue'. It was never used within the organization but the employers’ working closely with child welfare workers had a better understanding of the phenomenon than the employers’ working further up in the hierarchy. The results also showed that... (More)
- This study aimed at exploring employers' understanding of compassion fatigue, the risk factors contributing to compassion fatigue afflicting employees’ and how employers' leadership style and approach determines how they manage and treat compassion fatigue in the workplace. This study used a qualitative method by interviewing 7 employers’ working at different social services in Sweden. The results showed that employers' understanding of compassion fatigue was the same regarding the term “compassion fatigue'. It was never used within the organization but the employers’ working closely with child welfare workers had a better understanding of the phenomenon than the employers’ working further up in the hierarchy. The results also showed that risk factors included: Child workers' individual vulnerability in combination with inadequate emotional regulation, lacking support from employer and colleagues and an imbalance between resources and requirements. Furthermore, the results showed that the management and preventative precautions taken by employers’ were: Supervision, support from the employer and colleagues, workload assessment, bringing in occupational health services, having an introduction program for new employees’ and promoting education concerning compassion fatigue. The results also showed that employers' leadership style fell into three categories: Relations-oriented, task-oriented and a combination of both. The employers’ using a combination of both leadership styles presented themselves as caring about work-relations and their employers’ wellbeing and at the same time making sure that work was effective and had a high quality. The findings and analysis of data suggest that the employers’ showed a lack of understanding what compassion fatigue is, although they are working indirectly against it by deploying preventative measures against burn out, secondary traumatization and work-related stress. Furthermore, there was a lack of overall knowledge about the inherent and potential risk factors and what preventative precautions should be taken to lessen the risk of compassion fatigue afflicting employees’. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9098409
- author
- Sahli, Sarah LU
- supervisor
- organization
- course
- SOPA63 20221
- year
- 2022
- type
- M2 - Bachelor Degree
- subject
- keywords
- Compassion fatigue, employer, risk factors, emotional labour, emotional regulation, leadership, bureaucracy, hierarchy, child welfare workers
- language
- Swedish
- id
- 9098409
- date added to LUP
- 2022-09-03 19:47:37
- date last changed
- 2022-09-03 19:47:37
@misc{9098409,
abstract = {{This study aimed at exploring employers' understanding of compassion fatigue, the risk factors contributing to compassion fatigue afflicting employees’ and how employers' leadership style and approach determines how they manage and treat compassion fatigue in the workplace. This study used a qualitative method by interviewing 7 employers’ working at different social services in Sweden. The results showed that employers' understanding of compassion fatigue was the same regarding the term “compassion fatigue'. It was never used within the organization but the employers’ working closely with child welfare workers had a better understanding of the phenomenon than the employers’ working further up in the hierarchy. The results also showed that risk factors included: Child workers' individual vulnerability in combination with inadequate emotional regulation, lacking support from employer and colleagues and an imbalance between resources and requirements. Furthermore, the results showed that the management and preventative precautions taken by employers’ were: Supervision, support from the employer and colleagues, workload assessment, bringing in occupational health services, having an introduction program for new employees’ and promoting education concerning compassion fatigue. The results also showed that employers' leadership style fell into three categories: Relations-oriented, task-oriented and a combination of both. The employers’ using a combination of both leadership styles presented themselves as caring about work-relations and their employers’ wellbeing and at the same time making sure that work was effective and had a high quality. The findings and analysis of data suggest that the employers’ showed a lack of understanding what compassion fatigue is, although they are working indirectly against it by deploying preventative measures against burn out, secondary traumatization and work-related stress. Furthermore, there was a lack of overall knowledge about the inherent and potential risk factors and what preventative precautions should be taken to lessen the risk of compassion fatigue afflicting employees’.}},
author = {{Sahli, Sarah}},
language = {{swe}},
note = {{Student Paper}},
title = {{“Man pratar inte om elefanten i rummet” En kvalitativ intervjustudie av chefers kännedom, hantering och förebyggande av empatitrötthet.}},
year = {{2022}},
}