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Aim. The aim of the study was to compare the differences between young people’s perceptions of ageism in terms of professions: helping professions and non-helping professions.Material and methods. We collected data by the Fraboni Ageism Scale. Cronbach α represented a value of 0.87. We performed statistical processing in SPSS 25.0 and used the t-test and Pearson correlation coefficient. The data collection of the entire research sample lasted from December 2020 to March 2021. Our final research group consisted of 262 respondents (HP and NHP). The selection criteria were the consent of each respondent, affiliation to the faculty and the age limit of 18 years and over.Results. HP are more inclined to help others and elderly. They have a greater degree of tolerance for older adults than NHP, which is confirmed by our results (the D2: Behavior attitudes; p=0.000 and in the D3: Affective attitudes; p=0.000)).Conclusions. For university students in preparation for their future profession, we can fundamentally influence their cognitive, affective and behavioral components of the perception of seniors. For these reasons, the evaluation of the perception of stereotypes (D1), separation (D2) and affective attitudes (D3) among students of different fields was important.

Recent decades have seen rapid growth in the science of subjective well-being (SWB), with 14,000 publications a year now broaching the topic. The insights of this growing scholarly literature can be helpful to psychologists working both in research and applied areas. The authors describe 5 sets of recent findings on SWB: (a) the multidimensionality of SWB; (b) circumstances that influence long-term SWB; (c) cultural differences in SWB; (d) the beneficial effects of SWB on health and social relationships; and (e) interventions to increase SWB. In addition, they outline the implications of these findings for the helping professions, organizational psychology, and for researchers. Finally, they describe current developments in national accounts of well-being, which capture the quality of life in societies beyond economic indicators and point toward policies that can enhance societal well-being. Nous avons assisté lors des dernières décennies à une forte croissance de la science du bien-être subjectif, les publications se chiffrant actuellement à environ 14 000 par année. Les constats dont cette littérature savante grandissante font état peuvent être utiles aux psychologues œuvrant dans les domaines de la psychologie appliquée et de la recherche. Les auteurs y décrivent cinq ensembles de récents constats au sujet du bien-être subjectif : (a) la multidimensionnalité du bien-être subjectif; (b) les circonstances qui influencent le bien-être subjectif; (c) l'impact des différences culturelles sur le bien-être subjectif; (d) les effets bénéfiques du bien-être subjectif sur la santé et les relations sociales; et (e) les interventions visant à augmenter le bien-être subjectif. On y précise également les implications de ces constats pour les professions d'aide, la psychologie organisationnelle et les chercheurs. Finalement, les auteurs y décrivent les développements actuels des témoignages de bien-être, lesquels rendent compte de la qualité de vie dans les sociétés, au-delà des indicateurs économiques, et nous guident vers des politiques visant à augmenter le bien-être de la société.

Recently ethical implications of human resource management have intensified the focus on care perspectives in management and organization studies. Appeals have also been made for the concept of organizational care to be grounded in philosophies of care rather than business theories. Care perspectives see individuals, especially women, as primarily relational and view work as a means by which people can increase in self-esteem, self-develop and be fulfilled. The ethic of care has received attention in feminist ethics and is often socially construed as a feminine ethic. Although well developed in the caring professions there remains no model or definition of the care ethic in management literature with little care research undertaken. This paper develops the concept of the care ethic using Heidegger's philosophy, namely, care is fundamental to human being. To show Heideggerian care, an individual notices, pays attention to another and responds in ways to empower and enable. In a study which aimed to analyze women's lived experience of career, we applied the philosophically grounded methodology hermeneutic phenomenology. Findings revealed the power of Heideggerian care, Sorge, as a key factor in creating meaning. From this, we propose that care has potential as a theoretical and philosophically based construct with strong practical implications. It provides a way of understanding the care ethic, lies at the heart of our being, and is essential to meaning in our grelationships and undertakings. Crucially, it can provide reprieve from the existential angst that trademarks our being.

Chatbots are increasingly applied in various contexts including helping professions, such as organizational and life coaching. Coaching facilitates individual wellness, behavioral change, and goal attainment in a reflective, non-directive manner, and is considered one of the fastest-growing professions. The use of knowledge imparting service chatbots have been studied; however, the application of chatbots in coaching has received scant research attention, raising the question about which factors and moderating effects play a role in the adoption of reflective, non-directive coaching chatbots. In this study, we applied a modified Unified Theory of the Acceptance and Use of Technology (UTAUT) model to determine factors and moderating effects of age and gender that influence the adoption of a goal-attainment coaching chatbot. Partial least squares structural equation modeling (PLS-SEM) was used for the analysis of a cross-sectional UTAUT survey (n = 226). Performance expectancy, social influence, and facilitating conditions had significant roles as direct determinants of intent to use the coaching chatbot. Gender moderated performance expectancy and age showed a moderation tendency on effort expectancy. This study on non-directive, reflective chatbots in the organizational, and life coaching domains contributes to our understanding of how to design chatbots aimed at helping people find their own answers.

The Professional Quality of Life scale (ProQOL) is the most widely used tool to assess compassion fatigue and compassion satisfaction in people working in helping professions (e.g., health care professionals, teachers, police officers). However, psychometric concerns have been raised, which have led to the development of two revised, shortened versions: the Brief ProQOL-12 and the 9-item Short ProQOL. However, the psychometric qualities of these shortened versions still need to be demonstrated. This study compared the validity and reliability of the original and two shortened ProQOL versions. The cross-sectional study was conducted in a sample of 639 helping professionals from Slovakia. We first evaluated model fit and reliability in terms of internal consistency. Convergent validity was examined by testing the relationships between the three ProQOL versions and two validated measures of compassion (Forms of Self-Criticising/Attacking & Self-Reassuring Scale; Sussex-Oxford Compassion for the Self/Others scales). Both the Brief ProQOL-12 (CFI = 0.957, RMSEA = 0.068) and the Short ProQOL (CFI = 0.976, RMSEA = 0.061) showed superior model fit and factor distinctions, compared to the original ProQOL 5 (CFI = 0.704, RMSEA = 0.097), and better convergent validity in terms of higher AVE values (> 0.51). For all three ProQOL versions, the internal consistency was good ( α/ω  > 0.8 across subscales), except for burnout in ProQOL 5, which was relatively low ( α  = 0.731; ω  = 0.661). Also the convergent validity was supported for all three ProQOL versions, as indicated by significant positive correlations with other measures of compassion. The Brief ProQOL-12 and the 9-item Short ProQOL both outperformed the 30-item ProQOL 5 in terms of model fit and structural validity. Their reliability and convergent validity was supported in a large group of helping professionals from Slovakia. With an additional item per subscale, the Brief ProQOL-12 may offer a better balance between brevity and construct coverage. Both shorter scales may be valuable for both research and practical applications and have potential to enhance professionals’ well-being by allowing for a quick screening, continuous monitoring and tailored interventions for helping professionals.

The adverse impacts of childhood maltreatment (CM) on an individual’s health and economic welfare are widely recognized, yet its occupational and organizational effects remain less explored. Employee absenteeism, known as absenteeism, is often a sign of workplace maladjustment and may be linked to a history of CM. Some individuals in the helping professions, who exhibit a strong sense of purpose in their employment and pursue it in demanding environments, are CM survivors. This study investigates whether a heightened sense of meaningfulness in their work is associated with increased absenteeism among this subgroup. We recruited 320 helping professionals from a variety of social and mental health settings, one third of whom reported experiencing CM. As hypothesized, CM was positively correlated with work absenteeism. Furthermore, the relationship between work meaningfulness and absenteeism was moderated by their CM history: among those with CM experiences, greater work meaningfulness was associated with higher absenteeism rates. Our findings highlight the possibility that work meaningfulness may operate as a double-edged sword, and the importance of better understanding the challenges that high-functioning survivors of CM face within organizational contexts.

Racism is an ordinary, everyday system of oppression with which People of Color contend. Black people navigate a particular form of racism that is rooted in anti-Blackness, which describes a hatred white people, non-Black People of Color, and even some Black people exhibit toward Black people. Black people working in student affairs are not immune to this racism; in fact, some of their experiences are exacerbated because they are working in a helping profession, which means they often are supporting Students of Color who are also experiencing the cumulative effects of racism on their bodies. This continued exposure to racism can lead to racial battle fatigue, the emotional, psychological, and physiological stress responses from racism. Given the pervasiveness of racism and anti-Blackness, Black student affairs educators often learn to cope with racism, seeing it as a problem that will always be present. This coping means white student affairs educators often do not understand the seriousness of racism and the toll it takes on the emotional, mental, and physical health and well-being of their Black colleagues. We sought to examine the visceral nature of racial battle fatigue, this is, the strong, deep-seated effects on the bodies of Black student affairs educators as they struggle to cope with racism in the workplace. This knowledge is crucial for recognizing its deleterious consequences and working to support Black educators in their healing process from racial battle fatigue.

Background: It is common knowledge that first responders are among the helping professionals most at risk of burnout and psychological vulnerability. During the COVID-19 pandemic, their mental health has been subjected to various risk factors. Methods: Data on socio-demographic characteristics, the Maslach Burnout Inventory (MBI) and psychological vulnerability (SCL-90-R) were obtained from 228 subjects (55.3% female; M age = 45.23, SD = 13.14) grouped on the basis of their actual involvement during the emergency phases (82% First Responders and 18% Second Responders). Results: First responders exceeded the MBI clinical cut-off, while SRs did not (χ² ≥ 0.5); specifically, EE = 89.8%, DP = 85.8%, and PA = 82.1%. The FR group showed a higher mean in the global severity index (GSI = 49.37) than did the SRs (=43.95), and the FR group exceeded the clinical cut-off in the SCL-90-R scales of SOM (51.06), ANX (52.40), and PHOB (53.60), while the SF group did so only for the PHOB scale (50.41). The MBI dimensions correlated significantly (p = 0.05) with all investigated clinical scales of the SCL-90-R. Conclusions: Emergency situations expose first responders to specific risk factors related to work performance and relational aspects, which contribute to increased psychological vulnerability and burnout.

Little to no research focused on understanding of compassion satisfaction among speech therapists, despite the demanding nature of their helping profession. Our aim was to examine how they experience compassion satisfaction and what factors they perceive as fostering or inhibiting it in their work. A convenience sample of seven female speech therapists was selected based on the availability criteria using the snowball method. The age of the speech therapists ranged from 24 to 35 years. Data were collected via online in-depth interviews with open-ended questions that prompted participants to share their experiences of compassion satisfaction. To analyze the data, consensual qualitative analysis was performed by a team of three researchers and one auditor. The results described the symptoms of compassion satisfaction and experiences contributing to compassion satisfaction and inhibiting the development of compassion satisfaction in the seven domains described by Figley: cognitive, emotional, behavioural, personal relationships, somatic, spiritual, and work performance. These findings provide a deeper understanding of speech therapists’ experiences of compassion satisfaction and possible preconditions for the development of this desired state.

ObjectiveThe aim of this study is twofold. Our first aim is to provide an overview of the prevalence rate of depression in a wide array of helping professions. Our second aim is to identify work organization conditions that seem to be associated with this depression risk.MethodsFour databases were searched (CINAHL, PsycInfo, PubMed, and Web of Science) yielding 87,626 records in total. We were interested in identifying depression prevalence rates and work-related variables that have been found to contribute to depression in helping professions.ResultsIn total, this systematic review included 17,437 workers in more than 29 countries. Depression prevalence rate varied between 2.5% and 91.30%. The two most frequently reported professions were nurses and doctors with 73.83% and 30.84% of studies including nurses and doctors in their sample. Work factors contributing to depression included: skill utilization, decision authority, psychological demands, physical demands, number of hours worked, work schedule (irregular or regular), work schedule (daytime or night time), social support from coworkers, social support from supervisor and the family, job insecurity, recognition, job promotion, and bullying.ConclusionThe results of this study highlight alarmingly high rates of depression in helping professions and should serve as a reminder to pay close attention to the mental health of those workers. Investing in employees’ mental health by preventing and reducing depression risk could prove to be a valuable investment from an employer’s point of view, as it is likely to increase productivity and reduce absenteeism among a host of other positive outcomes.