This is part two of a two-part report sharing the initial data from my data collection project about about how formal library leaders decided to leave a workplace where they were experiencing low morale. The first part of this report shared quantitative data. This second part offers selected qualitative data (n=51). Briefly share the tipping […]
Late last year I began a data collection project connected to my work focusing on the low-morale experiences of formal library leaders. Specifically, I created the project to learn more about about how formal library leaders decided to leave a workplace where they were experiencing low morale. In this first part of a two-part report,
This report update shares qualitative responses of from my job hunting during low-morale experiences data collection project. View earlier qualitative responses here and here, and view Part 1 of this latest update here. If you haven’t started looking for a job yet, how have your job search concerns impacted your daily work? “It is difficult
In March 2021 I shared an update of my ongoing data collection project on how job-hunting is impacted by low-morale experiences. Specifically, the survey explores the impact and outcomes of the job-seeking process while also dealing with the cognitive, mental, emotional, and physical health tolls of workplace abuse and neglect. You may also review the initial
Since Fall of 2021 I’ve been tracking formal leaders’ experiences with Legacy Toxicity, and earlier this month I shared the inaugural quantitative dataset for this ongoing data collection project. In this post, I’m sharing qualitative data from the survey (n=53). These are selected responses from two open-ended questions asking participants to offer contextual information about
For the past few years I’ve been considering something I call Legacy Toxicity: the dysfunctional environment inherited by a person who assumes a leadership position in a toxic organization or group. Such toxicity may not be effectively mitigated due to the previous incumbent’s role in a) engaging in or perpetuating abuse/neglect, b) already exhausting avenues
I continue collecting low-morale experience narratives from people who work in various types of library workplaces. Below are updated data (n=127). You may also review an earlier report of this dataset. 37% of respondents are experienced librarians/archivists; 26% are mid-career librarians/archivists; 31% are new librarians/archivists. 64% are currently dealing with low-morale. 35% of these incidents
Data Collection Brief Update: Share Your Story (September 2022) Read More »
In an earlier post, I shared the latest quantitative data from my data collection project on the role/impact of library/organization unions during low-morale experiences. This post shares quantitative data from the project (n=26). (52% of respondents did not report instances of abuse or neglect to their union rep). If you did not report the abuse,
Data Collection Brief: Low Morale at Unionized Library Workplaces – Part 2 (August 2022) Read More »
Throughout my studies, librarians mentioned that either they were working in an organization with a union – or that their library’s workforce were contemplating starting a union. Additionally, there has been increased efforts from library workers who seek (or have successfully gained) labor organizing and/or collective bargaining rights and recognition. My previous studies also hinted
Data Collection Brief: Low Morale at Unionized Library Workplaces – Part 1 (August 2022) Read More »
In addition to collecting low-morale spot-check data for academic libraries, I’m also gathering spot-check data for public libraries – you can review earlier public library data here. Both surveys remain open, so please participate according to your current library workplace. Since the original report, I’ve published a low-morale study focusing on public librarians. The following
Data Collection Brief Update: Public Libraries Low Morale Spot-Check (July 2022) Read More »
