In consideration of both articles, I propose a descriptive study to expand findings
regarding the influence of PTSD and job satisfaction. Our study could include
measuring the influence of sufficient supervisory support on job satisfaction and
refine the measurement of post-traumatic stress to be more generalizable to the
population. I am influenced by a cross sectional study which measured PTSD
symptomology in prison employees and the influence of positive relationships
with supervisors on employee PTSD symptoms and job satisfaction (James,
2018). My variables of interest would include supervisory support, job satisfaction,
and impactful stress to be measured using 3 question Likert scales agree,
disagree, or neutral. Operational definitions are supervisory support is indicating I
feel supported by my supervisor, job satisfaction is I feel gainfully employed, and
impactful stress is I have experienced one or more stressful incidents which
caused lasting negative thoughts. The measurement and operational definition of
impactful stress in lieu of PTSD scores will generalize scores more to the
population as not everyone with PSTD symptomology will meet PTSD diagnosis
criteria.
a a a a A correlational analysis could be used to measure the strength of the
influence of supervisor support on participant impactful stress and job
satisfaction.
Thank you for writing me and I believe that the research concerning the effects of
Covid-19 cannot be diminished but must increase. There are many benefits from
understanding the effect of Covid that include can include how to support those
affective and also how we can react to another pandemic if one emerges. The
only option, in this case, is to do a descriptive study as I would not subject a
person to someone with Covid as an independent variable while not subjecting
someone else. We could use archived data from the past two years or conduct
new surveys.
I propose a study to see if other frontline workers or teachers also exhibited PTSD
from having to engage with people who might have had Covid. Surveys could be
administered to frontline workers including those at grocery stores and fast-food
restaurants and also teachers, and also to those who had to go into homes that
might be Covid saturated to perform tasks such as fixing plumbing leaks or
repairing HVAC systems. These frontline workers might have even contracted
Covid through their jobs. One study found that PTSD was indicated in 46.81% of
teachers that had Covid (Fan et al., 2021).
It is interesting to know that PTSD can arise from something other than military
operations and PTSD may be more prevalent in our society than we acknowledge.
Learning to help veterans combat PTSD may be a key to helping frontline workers
battle PTSD. Social support defines employee well-being at work and predicts
their satisfaction. It constitutes the aspect enabling employees to feel loved and
appreciated, thus increasing their esteem and involvement as part of the
organization. Therefore, this is a pivotal aspect in promoting employee job
satisfaction. I agree with you that lack of social support for employees results in
stress and PTSD, thus reducing their job satisfaction. Stressful work environments
like pressure from the management to perform better, an increase in patients, and
the discovery of the pandemic in nurses increase their stress levels, exposing
them to PTSD and inadequacy and dissatisfaction. However, employees with
access to a substantial social support system experience increased job
satisfaction because their employers feel valued and appreciated.
An article I reviewed by Nawaz (2021) agrees with your research findings and
expounds on the role of social support in improving employee outcomes and
satisfaction in the workplace. The researcher utilized a simple research design
and quantified the variables: work-life balance, workplace anxiety, social support,
employee job satisfaction. Furthermore, he used the nonprobability sampling
technique and analyzed the multiple regression techniques. This research proves
the negative relationship between an employee’s balance at the workplace and
their job satisfaction. Similarly, there exists a negative association between
anxiety and stress at the workplace and the job satisfaction of the affected
employees. However, social support reduces the severity of the adverse effects
and works to balance this association and improve satisfaction at the workplace.
The research by Arif Nawaz (2021) refines Dalton’s research findings because it
addresses the greater scope of job satisfaction from the perspective of work-life
balance and stress and anxiety that employees acquire from their workplaces.
Reference
Nawaz, M. A. (2021). The impact of work stress on employee job satisfaction with
the moderating effect of social support: An empirical study from Pakistani
organizations. Journal of Development and Social Sciences, 2(I), 1-10.
https://doi.org/10.47205/jdss.2021(2-i)01
Reference
Fan, C., Fu, P., Li, X., Li, M., & Zhu, M. (2021). Trauma exposure and the PTSD
symptoms of college teachers during the peak of the COVID‐19 outbreak. Stress
and health, 37(5), 914-927. https://doi.org/10.1002/smi.3049
