The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis
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2024-12-01
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BMC Public Health
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BMC
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Melbourne School of Psychological Sciences
Melbourne School of Population and Global Health
Microbiology and Immunology
Infectious Diseases
Melbourne School of Population and Global Health
Microbiology and Immunology
Infectious Diseases
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Journal Article
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Marck, C. H., Ayton, D., Steward, T., Koay, H. F., Wiley, J. F., Taiaroa, G., Walton, C. C., Weld-Blundell, I., Greaves, M. D. & Singh, A. (2024). The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis. BMC Public Health, 24 (1), https://doi.org/10.1186/s12889-024-18556-0.
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Abstract
There are reports of poor working conditions for early and mid-career academics (EMCAs) in universities, however, empirical data using validated tools are scarce. We conducted an online, cross-sectional survey using validated tools to assess workplace satisfaction, exposure to workplace abuse, and mental health. Participants included employees of medical and health faculties of two of the largest Australian universities, surveyed between October 2020 and January 2021.Overall, 284 participants responded. Many reported job insecurity: half (50.7%) working on contracts with less than one remaining year. Workloads were considerable, with 89.5% of participants working overtime and 54.8% reporting burnout. Workplace abuse in the forms of bullying (46.6%), sexual harassment (25.3%), sexism (49.8%) and racism (22.5%) were commonly reported. Clinically significant symptoms of depression (28.0%), anxiety (21.7%) and suicidal ideation or self-harm (13.6%) were reported; with a higher prevalence among those working more overtime, and those exposed to workplace abuse. Priorities include providing a stable and safe workplace, increasing accountability and transparency in addressing workplace abuse, and supporting professional development.In summary, EMCAs in our study were commonly exposed to precarious employment conditions and workplace abuse. Our findings provide empirical evidence on where universities and funding bodies should direct resources and change organisational risk factors, to improve workplace culture.