The share of employees in the Netherlands with serious complaints relating to burnout increased significantly between 2010 and 2018. In the beginning of the time-frame considered, just under 13 percent of employees in the Netherlands had complaints about burnout, whereas by 2018 this figure had risen to over 17 percent of employees surveyed.

This statistic depicts the total number of employers who found work stressful in New Zealand as of 2018, by frequency. In 2018, the source states that approximately 62.5 thousand employers sometimes found their job to be stressful in New Zealand.

Since 2007, the American Psychological Association (APA) has commissioned an annual nationwide survey as part of its Mind/Body Health campaign to examine the state of stress across the country and understand its impact. The Stress in America survey measures attitudes and perceptions of stress among the general public and identifies leading sources of stress, common behaviors used to manage stress and the impact of stress on our lives. The results of the survey draw attention to the serious physical and emotional implications of stress and the inextricable link between the mind and body.

From 2007 to 2018, the research has documented this connection among the general public as well as various sub-segments of the public. Each year, the Stress in America surveys aims to uncover different aspects of the stress/health connection via focusing on a particular topic and/or subgroup of the population. Below is a list of the focus of each of the Stress in America surveys.

• 2007-2018 Cumulative Dataset
• 2007 General Population
• 2008 Gender and Stress
• 2009 Parent Perceptions of Children's Stress
• 2010 Health Impact of Stress on Children and Families
• 2011 Our Health Risk
• 2012 Missing the Health Care Connection
• 2013 Are Teens Adopting Adults' Stress Habits
• 2014 Paying With Our Health
• 2015 The Impact of Discrimination
• 2016 Coping with Change, Part 1
• 2016 Coping with Change, Part 2: Technology and Social Media
• 2017 The State of Our Nation
• 2018 Stress and Generation Z

This statistic displays the stress level among employees in the Netherlands in 2018. In this year, ten percent of the respondents taking part in the survey answered they experience stress on a daily basis at work.

There is a growing body of empirical evidence to suggest (1) that correctional officers are exposed through their work to a number of stressors and, as a result, have a higher level of job-related stress than is found in other occupations, and (2) that stress has a variety of debilitating effects on the medical, behavioral, attitudinal, and emotional well-being of correctional officers. In light of these consistent conclusions, it is important that research extend the current state of knowledge by addressing other important empirical questions. One is the question of how correctional officer stress levels affect the well-being of the officer, as measured in terms of potential (1) attitudinal, (2) emotional and (3) behavioral effects on the officer. A second question is the extent to which correctional officer stress levels affect the well-being of the prison organization. Research in non-correctional settings finds that increased levels of a worker's stress are significantly related to three dimensions of that worker's behaviors in the organization: (1) task performance, (2) organizational citizenship behaviors, and (3) counterproductive work behaviors. A third question explored is the degree to which the individual-level effects of stress mediate the organizational-level effects of stress. Finally, a fourth question to be explored is the extent to which officer stress levels are correlated with, and can be predicted by, data routinely collected by the state department of corrections, such as performance evaluations, workplace injuries, overtime, grievances, and incident reports.

This statistic shows the results of a survey conducted in the United States in 2018 on frustration with parts of the job. Some 34 percent of respondents stated that they are not frustrated with their jobs at all. The Survey Data Table for the Statista survey Burnout & Stress in the United States 2018 contains the complete tables for the survey including various column headings.

ABSTRACT Objective: to verify Burnout Syndrome prevalence among nursing technicians of an adult Intensive Care Unit and associate prevalence with sociodemographic and clinical data. Method: a cross-sectional study carried out in an adult Intensive Care Unit of a large public hospital in southern Brazil, between March and April/2018. Prevalence was assessed using the Maslach Burnout Inventory. Results: 122 nursing technicians participated (aged 39±2.5 years), 76% being women. Burnout Syndrome prevalence was 19.7% and 62.9%. There was a significant association between Burnout Syndrome and depression (p=0.004), as well as Burnout Syndrome and comorbidities (p=0.033), when less conservative criteria were adopted. Conclusion: the findings are relevant to professionals in this area and may contribute to adopting strategies to combat Burnout Syndrome.

BackgroundThe managerial position affects stress and job satisfaction of workers, but these influences have always been studied separately.ObjectiveWe aimed to assess bivariate influence of the managerial position on workers’ stress and job satisfaction and the inter-relationship of these indicators over time.MethodsWe have analyzed data from workers who use the Wittyfit software, collected annually between 2018 and 2021. Stress and job satisfaction were evaluated by self-report questionnaires. Job position (manager or employee) was provided by the software’s client companies.ResultsData of 704 workers were included in the study. Cross-sectional and longitudinal multivariate analyses revealed that managerial position improves job satisfaction (p

Association between sociodemographic variables and stress, burnout and job satisfaction scores.

Construction and nursing are critical industries within New South Wales and Australia. Though both careers involve physically and mentally demanding work, the risks to workers during the pandemic are not well understood. In prior work, we have shown that nurses (both younger and older) were more likely to suffer the ill effects of burnout and stress than construction workers. This seems likely linked to accelerated work demands and increased pressure on nurses during the COVID-19 pandemic. Here, we subjected a large social media dataset to a series of advanced natural language processing techniques in order to explore indicators of mental status across industries before and during the COVID-19 pandemic. Objective: This social media analysis fills an important knowledge gap by comparing the social media posts of younger and older construction workers and nurses in order to obtain an insight into any potential risks to their mental health due to work health and safety issues. Methods: We analysed 1,505,638 tweets published on Twitter by younger and older (<45 vs. >45 years of age) construction workers and nurses. The study period spanned 54 months, from January 2018 to June 2022, which equates to approximately 27 months before and 27 months after the World Health Organization declared COVID-19 a global pandemic on 11 March 2020. The tweets were analysed using big data analytics and computational linguistic analyses.

We asked whether the insect peptide hormone corazonin changes honey bee flight behavior. To address this question, we injected bees with corazonin or a negative control, placed them back in their colony, and measured their daily flight activity.For "concentrationsFlightActivity.xlsx":Fifty 9d old bees were injected in the head with 2µl of a low (25ng/µl), middle (125ng/µl), or high (250ng/µl) dose of CRZ peptide in 1X Ringer’s solution, or 1X Ringer’s solution alone (control). The bees were then marked according to the treatment they received and were returned to their respective hives. For 5 days post-injection (10-15d post-emergence), the entrance of each hive was monitored for 10 minutes each hour for five hours (06:00-11:00 MST, 50 minutes daily per hive). The number of painted bees that left or returned to the hive during this time and their paint color was recorded.Columns in data sheet represent the concentration of peptide injected ("treatment"), whether a flight event was observed ("F vs NF"), hive number ("hive"), age of bee that was observed flying ("age"), and the trial ("round").For "2019FlightActivity.xlsx":Injections and behavioral observations were conducted in June/July 2019 for bees injected at 9d of age. Approximately 700-800 NEBs were obtained, marked, and distributed equally into four separate hives. The marked bees were collected from the hive at 9d and injected with 2µl of CRZ peptide (125ng/µl) or an equivalent concentration of scramble peptide (125ng/µl; negative control) in 1X Ringer’s solution. Each bee was then re-marked according to the treatment they received (CRZ or scramble control) and returned to their hive. Post-treatment flight activity was monitored for five days, for 50 minutes per hive each day. After each daily observation period, we also counted the number of painted bees of both treatments that were found on the frames and hive body or dead bees on the bottom board or at the hive entrance. The data represent whether an individual was observed flying ("F") or was alive but did not fly ("NF").The columns represent whether the individual observed was injected with the control or corazonin peptide ("treatment"), whether the individual observed was flying or alive but not flying ("F vs NF"), the hive number ("hive"), and the age of the observed bee in days post-emergence ("age").For "2020FlightActivity.xlsx":Injections and behavioral observations were conducted in April/May/June 2020 (injected at 8d of age). Approximately 700-800 NEBs were obtained, marked, and distributed equally into four separate hives, as described above. The marked bees were collected from the hive at 8d (Trial 2) and injected with 2µl of CRZ peptide (125ng/µl) or an equivalent concentration of scramble peptide (125ng/µl; negative control) in 1X Ringer’s solution. Each bee was then re-marked according to the treatment they received (CRZ or scramble control) and returned to their hive. Post-treatment flight activity was monitored for five days (10-15d post-emergence) for 50 minutes per hive each day. After each daily observation period, we also counted the number of painted bees of both treatments that were found on the frames and hive body or dead bees on the bottom board or at the hive entrance. The data represent whether an individual was observed flying ("F") or was alive but was not flying ("NF").The columns represent whether the individual observed was injected with the control or corazonin peptide ("treatment"), whether the individual observed was flying or alive but not flying ("F vs NF"), the hive number ("hive"), and the age of the observed bee in days post-emergence ("age").For "injectionSurvivalExperiment.xlsx":Individuals were collected from the entrances of 3 separate colonies and were anesthetized on wet ice for ~15 minutes. The bees were kept separate according to the hive they were collected from. Half of the bees from each hive were handled for ~30-45 seconds and marked with paint on the thorax. The other half of the bees were injected with 2µl of 1X Ringer’s solution (182mM KCl, 46mM NaCl, 3mM CaCl2 dihydrate, 10mM Tris-HCl) in the center of the head on the anterior (face) side, just behind the antennae (as in (Corby-Harris et al., 2019)) and marked with a different color paint. All bees were kept on ice until the injections were complete, warmed at room temperature until they were active, and returned to their source hive. At 24 and 48h post-treatment, we searched the ground near the hives and then opened and inspected the colony for painted bees. The painted bees (live or dead) were counted. This was repeated for three colonies and for three trials (13 February, 26 February, and 18 March 2018). Columns in data sheet represent the colony number, the time of the observation post-treatment ("time of death"), whether the painted bee was observed or not (i.e., censored) at that time point ("censored"), the trial number ("trial"), and whether the bee was injected or simply handled but not injected ("treatment"). [file added January 2025]For "vgCrzExpressionCagesInIncubator.xlsx":The head tissue from 6 bees per cage (10 cages, 5 pollen-fed, 5 pollen-starved) was pooled and crushed in ice-cold TRIzol. RNA was extracted from the head tissue using a “hybrid” TRIzol-column protocol (Untergasser, 2008). The DNased RNA was used as a template for cDNA synthesis using the revertAid First Strand cDNA Synthesis Kit and the supplied random hexamer primer.Gene expression was measured using the synthesized cDNA. In addition to the vg and actin primers used in previous studies (Corby-Harris et al., 2014; Corby-Harris et al., 2016), a crz primer-probe set was developed based on the Apis mellifera crz mRNA sequence (NCBI accession AB201717.1). Expression of vg and actin was assayed using SsoAdvanced Universal SYBR Green Supermix, the cDNA, and primers for vg and actin (the reference gene). Crz gene expression was assayed using the cDNA, the crz primer-probe, and iTaq Universal Probes Supermix. One positive (Apis mellifera gDNA) and one negative control (water) were assayed for each primer pair. All samples were run in triplicate. Expression (Ct) values were averaged across the technical replicates. Gene expression (relative to actin) was calculated using the 2−ΔΔCt method (Livak and Schmittgen, 2001).The columns represent the cage number ("cage"), the age that the individuals were sampled in days ("age"), whether the individual observed was flying or alive but not flying ("F vs NF"), the hive number ("hive"), expression of crz relative to actin ("crz_expression"), expression of vg relative to actin ("vg_expression"), and whether the bees in the cage were fed pollen or no pollen ("treatment"). [file added January 2025]

The present study sought to determine whether a relationship exists and its extent between intercollegiate forensic coach trust in university administrators and burnout in intercollegiate forensic coaches. Specifically, this study examined the relationship between intercollegiate forensic coach trust in their university administrators with both intercollegiate forensic coach satisfaction and intercollegiate forensic coach burnout in predicting intercollegiate forensic coach intent to leave forensics independent of demographic variables. This study’s primary research question asks: Does a relationship exist between trust in university administrators, job satisfaction, burnout, and exit for intercollegiate forensic coaches?The present study’s data collection began November 13, 2020 and was completed November 27, 2020. Following IRB approval and after seeking permission from the email listserv’s host institution, the researcher posted an introduction to the study and an invitation to participate to the IE-L (individual events-listserv) forensic e-mail mailing list hosted by the Minnesota State University, Mankato and comprising 561 forensic programs engaged in individual events and debate intercollegiate competition to gather voluntary participants. The researcher posted a reminder email to the listserv two days prior to the study’s closing to encourage additional participation. The online survey tool, Qualtrics served as the survey administration software. Of the 561 forensic programs sampled, 65 individuals responded to the survey. The researcher removed eight participants who did not complete the survey from the dataset. Thus, this study included the responses from 57 participants, a 10% response rate, in the data analysis.This study employed a quantitative approach to its research design. Specifically, this study utilized correlational research to determine whether a relationship exists and its extent between administrative trust, job satisfaction, burnout, and exit. Hypothesis testing assessed the relational strength and direction of the variables.This study’s population included participants identified as an executive director of forensics, director of forensics, assistant director of forensics, director of individual events, director of debate, coach, assistant coach, or graduate teaching assistant coach from intercollegiate forensic programs across the United States. The criterion for participation in this study included part- or full-time employment at a university or community college, including compensated graduate teaching assistants. This study did not involve volunteer forensic coaches due to their lessened likelihood of engaging with university administrators regarding managing program resources and decision-making. Furthermore, this study included participants who met the above criteria yet exited intercollegiate forensics via retirement or resignation. Since the forensic coach population comprises a tiny subset of higher education roles, this study employed a nonrandom convenience sampling method to gather data.Trust in University Administration, Intercollegiate Forensic Coach Job Satisfaction, Intercollegiate Forensic Coach Burnout, and Intercollegiate Forensic Coach Intent to Leave the Activity served as the variables for the present study. The researcher utilized Gratz’s (2018) Institutional Trust instrument which successfully measured institutional trust by faculty through the utilization of a 4-item 5-point Likert scale from “strongly disagree” to “strongly agree” adapted from a similar study by Cook and Wall (1980). The 18 item 6-Point Likert type Job in General Scale (JIG; Ironson, Smith, Brannick, Gibson, & Paul, 1989) due to its subsequent successful utilization in reliably demonstrating employment satisfaction (Balzer et al., 1997) found its employment here to measure Intercollegiate Forensic Coach Job Satisfaction. The researcher utilized the Maslach’s Burnout Inventory’s 22-item 7-point scale ranging from “never experienced” to “every day” (Maslach, Jackson, & Leiter, 1996) to measure Intercollegiate Forensic Coach Burnout (Carmack & Holm, 2013; Roloff & Brown, 2006). Four items adapted from Geurts et al. (1998) which successfully measured participants’ intention to leave the organization along with the single item, “Have you thought about leaving forensic (e.g., not coaching)?” (Carmack & Holm, 2013, p. 48) measured Intercollegiate Forensic Coach Exit.Data comprised results from 57 participants sampled via nonrandom convenience sampling from 561 U.S. intercollegiate forensic programs. Participants completed a 49- item questionnaire pertaining to Trust in University Administrators, Intercollegiate Forensic Coach Job Satisfaction, Intercollegiate Forensic Coach Burnout, and Intercollegiate Forensic Coach Intent to Leave. Descriptive statistics and frequencies provided insight on demographic information. Correlational analysis between the variables indicated statistical significance relationships between the variables, Trust in University Administrators, Intercollegiate Forensic Coach Job Satisfaction, Intercollegiate Forensic Coach Burnout, and Intercollegiate Forensic Coach Intent to Leave. However, regression analysis revealed only University Trust in Administrators and Intercollegiate Forensic Coach Job Satisfaction proved significant in predicting Intercollegiate Forensic Coach Intent to Leave.

This statistic shows the results of a survey conducted in the United States in 2018 on feeling misunderstood or unappreciated by co-workers. Some 44 percent of respondents stated that they don't feel misunderstood or unappreciated by their co-workers at all. The Survey Data Table for the Statista survey Burnout & Stress in the United States 2018 contains the complete tables for the survey including various column headings.

This statistic shows the proportion of French employees undergoing stress at work in France in 2019, by social-professional category. It reveals that 43 percent of employees surveyed stated that they regularly undergoing stress at work. It appears that work is often a source a stress in our modern life. In 2018, work was the second most stressful area of life according to French people, just after their financial situation. Work was actually the main concern of younger generations in France, a country which is struggling with youth unemployment.

This report presents findings from the third (wave 3) in a series of follow up reports to the 2017 Mental Health of Children and Young People (MHCYP) survey, conducted in 2022. The sample includes 2,866 of the children and young people who took part in the MHCYP 2017 survey. The mental health of children and young people aged 7 to 24 years living in England in 2022 is examined, as well as their household circumstances, and their experiences of education, employment and services and of life in their families and communities. Comparisons are made with 2017, 2020 (wave 1) and 2021 (wave 2), where possible, to monitor changes over time.

Stress prevalence among the participants.

Satisfaction of the sample about their jobs.

In 2023, ** percent of organizations in the United Kingdom who were taking active steps to improve employee health and well-being reported that this had a large focus on mental health, with a further ** percent reporting that they had moderately focused on mental health. Additionally, ** percent of organizations reported a large focus on 'good work', which involved programs such as promoting a healthy work-life balance.

In 2024, the average turnover rate for registered nurses that worked in hospitals across the United States stood at **** percent. This was lower than the turnover rate of **** percent in 2022. According to this survey, the percentage of registered nurses (RN) that left hospitals in 2023 ranged from roughly ** percent to nearly ** percent, depending on the discipline. The highest RN turnover was found among Telemetry nurses. On the other hand, RN turnover was the lowest in Pediatrics.