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Module 6 Outline: Situational (Physical and Environmental) Resources Protecting Public Health Workers from Burnout						Print
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										Introduction
	As we defined in previous modules, resources are anything that help us to meet demands. In this module, we focus on physical and environmental resources public health workers need to respond to their job demands.
This module builds on Module 4, in which we discussed physical and environmental demands in public health jobs. These demands may become risk factors for burnout if they happen regularly and staff do not have the resources to meet these demands.
Before we dig into specific examples, it is important to note that responding to physical and environmental demands requires more than just physical and environmental resources.
What we mean by this is that some physical or environmental resources may not be all that helpful if workers do not also have related psychological or social resources. For instance, you could provide workers with a mask (a physical resource), but they also need to believe that the mask is effective in protecting them (a psychological resource) and norms that support using it (a social resources) for that mask to have ultimate value.
The takeaway here is that when responding to nearly any type of demand, a combination of physical, environmental, psychological, and even social resources is often needed.
All this said, it is important to understand what physical and environmental resources look like and how they can help public health workers to respond to work demands and reduce risk for burnout.Overview of physical and environmental resources
	As we have discussed in other modules, to reduce burnout risk we need resources to respond to work demands. When we have some resources, we are able to more easily access additional resources (Hobfoll, 1989; 2018).
In other words, being “resource-rich” prepares us for current and future demands. It can allow us to make better use of our resource pool. On the other hand, we need to actively work to avoid getting into “resource-poor” personal states and work situations. These situations set us up for particularly difficult moments.
Putting these concepts into some terms we used in earlier modules of this training, resources protect us from entering “loss cycles.” It is difficult to replenish resources in these situations because we just cannot stop losing or depleting the resources we have.
Resources can also facilitate what we’ve called “gain cycles.” It’s easier to acquire more resources when we have more resources to start.
In this training module, we are focusing on physical and environmental forms of resources.
Physical resources typically are practical, tangible, or material elements (e.g., ten Brummelhuis, & Bakker, 2012) in our workplace.
These types of resources impact our ability to directly and physically respond to demands or protect us from hazards on the job. Examples may include software or lab equipment, an ergonomic chair or workstation, or personal protective equipment, such as masks or gloves.
Environmental resources are often less directly tangible, but no less important. These types of resources are elements present in or linked to the broader work environment.
These types of resources are connected to characteristics and conditions in the work environment to which we are exposed while working. Examples may include the building temperature or air quality, organizational culture, workplace climate, and weather conditions.
Together, these two general types of resources are central to what is often called the “built environment”.
For more information on this concept, you can view the CDC fact sheet on how the built environment can impact public health, which is linked in the content outline and the supplemental resources for this module.
Here it is important to note that even though our physical work environments are typically seen as fairly objective aspects of work, some subjectivity is involved. One person may perceive a workspace as comfortable while another finds it uncomfortable. With that caveat in mind, we will focus on resources that are generally viewed as helpful across individuals and how they can be important for preventing burnout.How do physical and environmental resources relate to burnout?
	Physical and environmental resources can help limit burnout by
limiting workers’ exposure to demands – for instance, a mask reduces exposure to airborne pathogens
reducing the impact of demands – for instance, an ergonomic workstation can make the need to stay seated for long periods of time less uncomfortable, and
increasing access to and effectiveness of other resources – for instance, having useful technology could help you better connect with co-workers or to simply complete tasks and enjoy your workSome physical and environmental resources are logical one-to-one matches to specific physical or environmental demands.
However, it’s rare to have such a straightforward solution to physical and environmental demands.
In other words, physical and environmental resources are necessary, but insufficient for workers to fully respond to their work demands. This relates to our earlier example that providing a resource like a mask can protect against an environmental hazard, but it may not be used without the right psychological or social resources in place.
As we discussed in previous modules, the absence of necessary physical or environmental resources can function as additional demands, in the form of constraints that can hinder public health workers from addressing their core work demands.
A couple of quick examples:
Lack of adequate personal protective equipment can seriously increase the risk of physical harm.
Similarly, a work environment can become toxic without enforced policies to protect public health workers from incivility.
It is important to think of physical and environmental resources as essential components to any strategic effort to minimize burnout. It’s also important to recognize that psychosocial factors are also at play. We will discuss this in other parts of this training series, especially in the next module.
Next, we will get to more specific examples of physical and environmental resources.Physical Resources
	Physical resources important to workers include tools and materials, software systems, safety protective equipment, etc.
For public health workers more specifically, physical resources can:
Take the form of controls that minimize public health workers’ risk of hazardous exposures. Specifically, this might include adequate personal protective equipment, staffing levels, and physical space.
Enable and empower public health workers to respond effectively to complex work demands. This might include providing training and tools for specific tasks. In public health, this might include receiving training in how to plan and facilitate meetings with community groups.
Physical resources can also increase workers’ ability to make use of other resources. Revisiting one of our previous examples, ergonomic and comfortable task chairs can help workers avoid unnecessary discomfort. This can slow the drain of resources like energy and attention.Environmental Resources
	In contrast to physical resources that are often situation-specific, environmental resources tend to be generally applicable to all workers.
Environmental resources also may be more broadly controlled and available across workplaces, even within the same organization.
Some environmental resources are likely to be more essential to burnout prevention than others. These are particularly important resources for public health workers:
**A well-designed work environment:** Public health workers can more effectively manage demands when their work environment generally fits the work being done. For example, having space for collaboration, areas for quiet focus, natural light, and room to move. It is particularly helpful when the work environment allows workers to collaborate with coworkers and supervisors or managers. In this way, thoughtful and appropriate work environment design decisions can facilitate social support and other similar resources.
**A safe work environment:** Physical and psychological safety are essential components to all workers reaching their full potential. In public health workplaces especially, management cannot assure safety without careful attention to building access controls, lighting, and other features. Also having a psychologically safe environment, where workers feel respected and are comfortable speaking up about concerns, ensures that workers are actively involved in the management of a safe working environment.
**Well-regulated or controlled temperature:** Public health workers may find themselves needing to work in extreme temperatures when doing field work. They could also simply be in office spaces with poorly regulated temperatures. Unfortunately, the ideal temperature range for functioning without protective clothing or other equipment is very narrow, ranging from 68 to 76 degrees Fahrenheit (OSHA, 1999). Employers should reduce workplace heat and cold stress by modifying work practices, providing protective gear, and training workers. Thankfully there is lots of guidance from the CDC, NIOSH, and other research teams (e.g., Jacklitsch et al., 2016; NIOSH, 2018).
**Clean and safe air:** Public health workers are likely to be in situations with poor air quality. This may mean exposure to mold, chemicals, viruses, and other airborne pathogens (NIOSH, 2013). Research increasingly shows that better environmental air quality is associated with better cognitive functioning and fewer “sick building” issues among workers (e.g., MacNaughton et al., 2015; 2017).
**Policies and procedures that protect:** Employers can put workplace policies and procedures in place to, for example, minimize harassment and bullying. Other examples are ensuring a sustainable number of work hours, adequate staffing levels, and access to critical physical resources during work hours.
**Policies and procedures that empower:** Similarly, employers can implement policies and procedures that grant public health workers control or autonomy. Leaders, managers, and supervisors can provide opportunities for workers to share their experiences and ideas so that workers feel valued and heard.
With these examples, it is important to highlight how environmental resources help workers’ access and use of many additional psychosocial resources. This will be covered more in-depth in the next module of this training.Reality check
	Public health workers need more than just physical or environmental resources to do their jobs well and to minimize their risks of burnout.
It takes more than a comfortable office chair to stop burnout
However, physical and environmental resources are absolutely essential elements to any effort to reduce burnout risk
It is difficult to impossible to thrive and find a sense of meaning and purpose at work if you do not feel safe and comfortable.
Public health leaders, managers, and supervisors control these types of resources at least to some degree (and to the extent possible) for their workers.
This is why it is so important to understand physical and environmental resources, and the role they play in managing burnout risk.
Here is a quick reminder of the other content covered in this training course. We hope you are finding this information helpful and that you will take the time to review additional modules.ReferencesMacNaughton, P., Pegues, J., Satish, U., Santanam, S., Spengler, J., & Allen, J. (2015). Economic, environmental and health implications of enhanced ventilation in office buildings. *International Journal of Environmental Research and Public Health, 12*(11), 14709-14722. https://doi.org/10.3390/ijerph121114709
MacNaughton, P., Satish, U., Laurent, J. G. C., Flanigan, S., Vallarino, J., Coull, B., Spengler, J. D., & Allen, J. G. (2017). The impact of working in a green certified building on cognitive function and health. *Building and Environment, 114*, 178-186. https://doi.org/10.1016/j.buildenv.2016.11.041
NIOSH. (2013). *Indoor environmental quality*. https://www.cdc.gov/niosh/topics/indoorenv/default.html
NIOSH (2016). Occupational exposure to heat and hot environments: Revised criteria 2016 (2016-106). https://www.cdc.gov/niosh/docs/2016-106/pdfs/2016-106.pdf?id=10.26616/NIOSHPUB2016106
NIOSH. (2018, June 6, 2018). *Cold stress*. https://www.cdc.gov/niosh/topics/coldstress/default.html
OSHA. (1999). *OSHA technical manual*. https://www.osha.gov/dts/osta/otm/otm_iii/otm_iii_2.html#5
ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: the work-home resources model. *American Psychologist*,*67*(7), 545-556. https://doi.org/10.1037/a0027974PreviousNext
							
					
							Last Reviewed:  March 8, 2023						Source: 	National Institute for Occupational Safety and Health
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