I’ve been sharing initial data revealing the role and impact of moral injury during low-morale experiences. Part 1 shares respondent demographics and details about their low-morale experiences that included moral injury. Part 2 offers qualitative data on the events of moral injury. This final part continues sharing qualitative data, focusing on shifts in emotions, approaches […]
Let’s delve into Part 2 of the inaugural report for my Data Collection Project exploring the role and impacts of moral injury during low-morale experiences. See Part 1 to learn about the catalyst for this project, along with parameters for moral injury and to review quantitative data from respondents. This part shares qualitative data –
Earlier this year, I started another Data Collection Project – one taking a closer look at the role of moral injury during experiences of workplace abuse and neglect (low-morale experiences). Low-morale experiences reveal instances that likely include moral injury – leadership and collegial bystanderism, values abandonment, and more. In recent months, higher education and municipalities
This is the third part of a three-part briefing of the Leaving the Low Morale Workplace: Treatment During Resignation Periods ongoing Data Collection Project. Part 1 shared demographic and established abuse markers leading up to the resignation; Part 2 continues quantitative reporting of events that precipitated and which occurred during the resignation period. This final part
Part 2 of this inaugural report offers more quantitative data from 80 respondents sharing their experience of how they were treated after tendering their resignation from an organization where they experienced abuse and neglect – with particular focus on perceptions of treatment during the resignation period. Part 1 offers demographic information and initial quantitative data,
In early Spring of this year, I teamed up with Tracy L. Pizzi (Charlotte Mecklenburg Public Library) to learn more about how people dealing with workplace abuse and neglect perceive their treatment after they give notice that they are leaving the dysfunctional organization that harmed them. The impetus for this project was a tweet I
Here’s the second part of my two-part Brief Update for the Low-Morale Experiences at Unionized Library Workplaces Data Collection Project. You can access part one of this report here. This update shares the latest summary of 89 respondents’ qualitative data. (48% of respondents did not report instances of abuse or neglect to their union rep).
I’m offering a two-part update of participant responses to my Low-Morale Experiences at Unionized Library Workplaces Data Collection Project. I started the project in late 2022 to learn what role(s) unions play during employees’ low-morale experiences. This first of two parts summarizes quantitative data, and the second part (coming soon) will share qualitative data. See
This is the second of a two-part update for the Job-Hunting during Low-Morale Experiences data collection project, which began in March 2020. You can view the first part of this update, which summarizes the latest quantitative results. This part offers qualitative data. If you haven’t started looking for a job yet, how have your job
It’s been a bit over a year since my last update for the Job-Hunting during Low-Morale Experiences data collection project. This project tracks how people approach job-hunting during their low-morale experiences, as well as how they respond to job-hunting outcomes during the experience (and the impacts to career outlook and job performance while job-seeking during