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Erosion at work: the mental damage caused by the corona

In the shadow of the corona: 76% of workers in 2020 suffered from burnout at work: multitasking, extending actual working hours and blurring boundaries between home and work, according to the Employment Service, which is based on international research on mental health at work.

The result: an increase in voluntary resignation precisely in a period of uncertainty

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• Employment Services

• Working from home

• Corona

Sonia Gorodisky

Sunday, 29 August 2021, 07:40 Updated: 08:01

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In 2020, 76% of employees suffered from burnout at work - which was reflected in multiple tasks, blurring boundaries between home and work, extensions of actual work hours at home and more.

This phenomenon leads to mental exhaustion, mental distance from work, negative feelings about it and a decrease in efficiency, and in all probability is a major factor in the phenomenon of resignation.

The data are based on an international survey in the field of mental health at work used by the research authors of the Employment Service.

This emerges from a study by the Employment Service that is published today on the basis of data from an international survey on mental health at work.

One of the trends that has characterized the Israeli labor market in recent years is an increase in the number of resigning, more and more workers in Israel have voluntarily chosen to leave their jobs.

Despite the economic crisis plaguing Israel, since the spread of the corona plague in March 2020, there has been an increase in the number and rate of voluntary resignations.

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The "classic" resigner, the one who has diverse employment opportunities (for example in high-tech) is no longer alone.

In the year of the corona, the number of resignations also jumped among industrial and agricultural workers (Photo: ShutterStock)

The contribution of the Knesset to the number of resigning members

Beyond that, the rate of resignations among job seekers has reached its peak since the outbreak of the Corona crisis - if in 2014 resigners made up 12.3% of job seekers and gradually increased over the years, then since the crisis broke out their rate stands at 22.6% (excluding job seekers expelled). A), when those earning low wages also joined the growing trend of resignation

.

"Many preferred not to receive a wage for three months, but then to enjoy unemployment benefits until June 2021, especially those earning low wages whose gap between their wages and the amount of the benefit to which they are entitled is not large," the employment service explains.

Also to blame for the strike: Many of those earning low wages decided to resign on their own initiative and enjoy unemployment benefits (Photo: ShutterStock)

More men from the lower deciles

Before the crisis, the "most resigning" group was mothers of dependent children followed by women without dependent children, men without dependent children and only finally fathers of dependent children.

Since the outbreak of the crisis, there has been a trend of change, and women without dependent children have begun to resign on a similar scale as mothers of dependent children (but still lower). "The rate of increase in the resignation of children without children has almost reached the rate of resignation of mothers in the last two months," say the employment service.

Before the corona, a high rate of resignations was recorded among those with academic occupations, who had more employment opportunities, then since the outbreak of the crisis there has been a significant increase in occupations with lower employment opportunities.

For example, there was an increase of about 151% in the rate of resignations in the agricultural, forestry and fishing professions, an increase of about 78% in the rate of resignations from craftsmen in industry and construction and an increase of about 73% among unskilled workers and machine installers.

Warehouse workers: Rise in layoffs among low-wage earners (Photo: ShutterStock)

Not just in high tech

While what led to resignation prior to the crisis was the employee's sense of security in his chances of finding a better job led to the resignation usually coming from stronger groups, for whom the risk of resignation is lower.

In other words, most of the resignations were from major clusters, non-Haredi Jews, with digital skills and academic careers - since the crisis broke out, there has been a very significant increase even among weaker groups - from peripheral clusters, Haredi and Arab Jews, with low digital skills, Hand non-academics and adults - with a tendency to resign.

For example, the chance of resigning pre-corona among enrollees without academic education was 33.5% lower than among academics.

This probability was cut by almost half throughout the crisis when it stood at only 18.3%.

However, it should be emphasized that before and during the crisis, workers from strong groups resigned in larger numbers, but since the crisis broke, the gap between workers from weak groups has narrowed in terms of chances of resignation, but the probability of high-skilled workers remains high.

Why did low-wage earners resign more?

Staying at home has led to a critical look at careers and the workplace (Photo: ShutterStock)

Computers re-route

In addition to the sick leave mechanism that was extended until June 2021, there are other reasons, psychological and structural-sociological, eighty in the employment service as a background to the trend:

1. A sense of empowerment and security over time: Staying in closures In fact, this observation led to a sense of empowerment and security, among other things against the background of the safety net offered by the state and the number of vacancies that grew throughout the crisis, and a decision to resign in search of a new direction.

2. Crisis of trust: The choice of employers to force forced labor under employee retention or updating the form of work such as working from home, job reduction or other solutions, caused a crisis of confidence among some employees and a kind of disillusionment on their part with regard to their employers. Was so large and could have influenced many employees to make a reassessment in relation to their workplace, their trust and commitment to it and resign.

3. Stress and burnout at work along with a decrease in employee involvement and organizational connectivity - 76% of employees suffered in 2020 from burnout at work - multiplicity of tasks, blurring boundaries between home and work, extensions of actual work hours at home.

Changes in priorities - needs and occupational values ​​in the changing labor market: Throughout the crisis, the priorities of workers changed - in the beginning, the needs that stood out collectively were the need for livelihood and job security, especially in the face of closures and economic uncertainty.

Once long-term unemployment benefits were established, many workers, even those earning low wages, could change their priorities and choose rest and respite over a stable job, because after all they have the option of relying on long-term unemployment benefits.

Thus, many, even among those earning low wages, tended to resign.

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