2014 Work and Wellbeing Survey Results

2014 Work and Well-Being Survey American Psychological Association April 2014

Methodology The Work and Well-Being Survey was conducted online within the United States by Harris Poll

on behalf of the American Psychological Association between January 28 and February 4, 2014 among 1,562 adults aged 18+ who reside in the U.S. and who are employed full-time, part-time or self-employed.

This study was also conducted in January 2011 (N=1,546), in January 2012 (N=1,714) and January 2013 (N=1,501) among adults aged 18+ who resided in the U.S. and who were employed full-time, part-time or self-employed.

The following report also segments the total audience into several key groups, including 772 males and 790 females, 815 who feel valued by their company or organization and 340 who do not, and 481 Millennials (ages 18-34), 394 Generation Xers (ages 35-48), 630 Boomers (ages 49-67) and 57 Matures (ages 68 or older).

Results were weighted as needed for age, sex, race/ethnicity, education, region and household income. Propensity score weighting was also used to adjust for respondents propensity to be online.

Respondents for this survey were selected from among those who have agreed to participate in Harris Poll surveys. Because the sample is based on those who were invited to participate in the Harris Poll online research panel, no estimates of theoretical sampling error can be calculated.

Executive Summary Even as the U.S. economy continues to improve and organizations return to

profitability, employers are struggling to rebuild trust with employees. According to APAs 2014 Work and Well-Being Survey, only about half of employed adults believe their employers are open and upfront with them, about one-third say their employers are not always honest and truthful and almost a quarter say they dont trust their employers.

Although nearly two-thirds (64%) of employed adults feel that their organization treats them fairly, only slightly more than half (52%) believe their employer is open and upfront with them.

Additionally, about one in three (32%) reports that their employer is not always honest and truthful and about one-quarter (24%) goes as far as to say they dont trust their employer.

Although the majority of workers (70%) report that they are satisfied with their jobs, less than half continue to be satisfied with the employee recognition practices (47%) and growth and development opportunities (49%) offered by their employer.

Executive Summary APAs 2014 Work & Well-Being Survey included the nine-item short version of the Utrecht

Work Engagement Scale (UWES-9), a psychometrically sound, construct-valid measure of work engagement developed by Wilhelm Schaufeli and Arnold Bakker.

Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption (Schaufeli, Salanova, Gonzales-Roma, & Bakker, 2001).

In contrast with recent reports that have suggested that upwards of 70% of employees in the U.S. are not engaged or are actively disengaged, APAs Work and Well-Being Survey finds about half of working Americans reporting average levels of engagement, with approximately a quarter reporting low or very low levels and just under a quarter reporting high or very high levels.

The mean engagement score for working Americans was 3.62 on a six-point scale, with zero representing never being engaged and six representing always being engaged.

It is clear that when a worker feels valued by their employer, they are more likely to be engaged in their work. Workers that feel valued were significantly more likely to report having high levels of energy, being strongly involved in their work and feeling happily engrossed in what they do.

Executive Summary Trust and engagement play important roles in the workplace, accounting

for more than half of the variance in employee well-being. In predicting well-being, engagement and trust accounted for 50.8% of the variance.

Workers reported having more trust in their companies when the organization recognizes employees for their contributions, provides opportunities for involvement and communicates effectively. In predicting trust, employee involvement, recognition and communication predicted

54% of the variance.

Employees experienced higher engagement when they had more positive perceptions of their employers involvement, growth and development and health and safety practices. In predicting work engagement, employee involvement, growth and development

opportunities, and health and safety efforts accounted for 27.1% of the variance.

Executive Summary

While most employed adults (71%) say they are satisfied with the health and safety practices of their employer, only two in five (40%) report that their organization helps employees develop and maintain a healthy lifestyle.

Less than one-third (32%) of working Americans say they regularly participate in the health and wellness programs offered by their employer.

Employees report that mental health and stress management resources are not widely available to them. Less than half of employed adults (45%) report that their employer provides the resources

necessary to help meet mental health needs. Even fewer report receiving sufficient resources from their employers to help manage stress

(36%).

Less than half of employees (49%) are satisfied with the growth and development opportunities offered by their employer.

Only four out of ten employed adults reported that their employer provides sufficient opportunities for internal advancement.

Executive Summary Less than six in ten employed adults (59%) are satisfied with the work-life practices

offered by their employers. Less than half (46%) report that their employer has programs and policies that allow employees to be flexible in where, how much and when they work and only about three in ten (29%) say their employers provide benefits that allow them to meet their non-work demands.

Only 47% of employed adults are satisfied overall with the employee recognition policies of their employer. Fewer than half report that they receive adequate monetary compensation (48%) or non-monetary rewards (42%) for their contributions at work.

The gender pay gap may be at play, with employed women being less likely than employed men to report that they receive adequate monetary compensation.

Only 55% of employed adults are satisfied with their employers communication practices and less than half report that their employers collect feedback from employees (45%) or make changes based on this feedback (36%). Additionally, just 46% say their employer considers the diversity of its workforce when developing new programs, policies or practices.

Executive Summary

Seven in ten employees said they are motivated to do their best for their employer, but 27% reported that they intend to seek new employment in the next year.

Only about half (52%) of working Americans said their organizations make them feel valued.

Employees who report feeling valued are significantly more likely than those who do not feel valued to report that they are satisfied with their job overall and are also more satisfied with other key aspects of growth and development and recognition.

Executive Summary

Employees who feel valued are more likely to be satisfied with their employers recognition and health and safety practices than those who do not feel valued. They are also more likely to be in good overall psychological health and less likely to be stressed out during the workday.

Employed adults who report feeling valued by their employer are more likely to report they are motivated to do their very best for their employer and recommend their workplace to others. They are also less likely to say that they tend to seek employment outside of their company within the next year.

Executive Summary With regard to overall job satisfaction, Boomer and Gen X

employees report slightly higher incidences of overall job satisfaction than Gen Xers or Millennials.

Millennials are significantly more likely than Gen Xers and Boomers to be satisfied with growth and development opportunities at work and to report they receive non-monetary rewards for their contributions at work.

Millennials are significantly more likely to say they intend to seek employment outside of their company within the next year, when compared to Gen Xers and Boomers.

Boomers are significantly less likely to report that their employer provides benefits that allow them to more easily meet their non-work demands, compared to Millennials and Gen Xers.

Executive Summary Although 61% of employed adults say they have the resources to manage

the work stress they experience, almost one-third (31%) report typically feeling tense or stressed out during the workday.

Low salaries and lack of opportunity for growth and advancement top the list of work stress factors.

For the fourth year in a row, low salary is the most commonly reported source of work stress.

Levels of employees reporting a lack of opportunity for growth remain similar to previous years.

A heavy workload moved out of the top five sources of work stress this year, with job insecurity playing a more significant role in 2014.

Outside of the top five sources of work stress, too heavy of a workload is less of a contributing factor to stress than it has been in prior years.

Executive Summary Compared to employees who feel valued at work, those

who do not feel valued are significantly more likely to say that a variety of sources of work stress have an impact on their stress level at work. In some cases, more than twice as many of those who do not feel valued report these sources of work stress as having a significant impact.

Employed Millennials are significantly more likely to report that nearly all measured work factors have a significant impact on their stress levels at work.

The top sources of workplace stress for Millennials are low salaries (65%), a lack of opportunity for growth and advancement (57%), uncertain job expectations (51%) and long hours (50%).

Executive Summary

About one-fifth of employees report that their job interferes with family or home responsibilities. Only about one in ten (12%) report their home responsibilities interfere with their performance at work.

Nearly equal proportions of men and women are satisfied with the work-life balance practices offered by their employer.

70%

71%

65%

59%

49%

47%

67%

68%

61%

57%

47%

47%

70%

73%

64%

60%

46%

48%

69%

70%

62%

57%

44%

46%

All in all, I am satisfied with my job.

Overall, I am satisfied with the health and safety practices of myemployer.

Overall, I am satisfied with the amount of control andinvolvement I have at work.

Overall, I am satisfied with the work-life balance practicesoffered by my employer.

Overall, I am satisfied with the growth and developmentalopportunities offered by my employer.

Overall, I am satisfied with the employee recognition practicesof my employer.

% Strongly Agree/Agree

2014 2013 2012 2011

General Satisfaction with the Workplace The majority of workers (70%) continue to report that they are satisfied with their jobs. Yet, less than half continue to be satisfied with the employee recognition practices (47%) and growth and development opportunities (49%) offered by their employer.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714 ; 2011 n=1546 Q826, Q840, Q855, Q870, Q885, Q905

71%

60%

40%

32%

68%

59%

42%

36%

73%

40%

32%

70%

36%

25%

Overall, I am satisfied with the health and safety practices ofmy employer.

My employer provides its employees with adequate healthinsurance.*

My employer helps employees develop and maintain ahealthy lifestyle.

I regularly participate in the health and wellness programsprovided by my employer.


2014 2013 2012 2011

Health and Safety While most employed adults (71%) say they are satisfied with the health and safety practices of their employer, only two in five (40%) report that their organization helps employees develop and maintain a healthy lifestyle and just 32% say they regularly participate in the health and wellness programs offered by their employer.


*Not asked in 2011 or 2012

49%

40%

51%

47%

39%

52%

46%

40%

54%

44%

35%

53%

Overall, I am satisfied with the growth and developmentopportunities offered by my employer.

My employer provides sufficient opportunities for internalcareer advancement.

I regularly participate in employee training and developmentactivities.


2014 2013 2012 2011

Employee Growth and Development Less than half of employees (49%) are satisfied with the growth and development opportunities offered by their employer. Only four out of ten reported that their employer provides sufficient opportunities for internal advancement.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714 ; 2011 n=1546 Q845, Q850, Q855, Q841, Q846


Work-Life Balance Less than six in ten employed adults (59%) are satisfied with the work-life practices offered by their employers. Less than half (46%) report that their employer has programs and policies that allow employees to be flexible in where, how much and when they work and only about three in ten (29%) say their employers provide benefits that allow them to meet their non-work demands.

59%

54%

46%

43%

40%

29%

57%

52%

39%

40%

42%

30%

60%

45%

43%

57%

43%

43%

Overall, I am satisfied with the work-life balance practices offered bymy employer.

My employer values work-life balance.*

My employer has programs and policies that allow employees to beflexible in where, how much and when they work.

I regularly participate in programs or utilize policies that allow me tobe flexible in where, how much or when I work.

I regularly utilize benefits that allow me to more easily meet my non-work demands.*

My employer provides benefits that allow me to more easily meetmy non-work demands.*


2014 2013 2012 2011



Employee Recognition Less than half of employed adults are satisfied overall with the employee recognition policies of their employer (47%). Fewer than half report that they receive adequate monetary compensation (48%) or non-monetary rewards (42%) for their contributions at work.

47%

48%

45%

42%

47%

46%

43%

43%

48%

48%

46%

46%

45%

43%

Overall, I am satisfied with the employee recognitionpractices of my employer.

I receive adequate monetary compensation (for example,competitive pay, merit raises or bonuses) for my

contributions at work.

Employee recognition is based on a fair and usefulperformance evaluation system.*

I receive non-monetary rewards (for example, awards, praisefrom supervisors or thank-you cards) for my achievements

and contributions at work.


2014 2013 2012 2011

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714 ; 2011 n=1546 Q875, Q880, Q885, Q871, Q872


Communication

55%

46%

45%

36%

57%

50%

47%

37%

Overall, I am satisfied with my employer's communicationpractices.*

My company or organization regularly considers the diversity ofits workforce when developing new programs, policies or

practices.*

My company or organization regularly collects feedback fromemployees.*

My employer regularly makes changes in response to employeefeedback.*


2014 2013

BASE: All respondents 2014 n=1562; 2013 n=1501 Q909, Q906, Q907, Q1016, Q908


Only 55% of employed adults are satisfied with their employers communication practices and less than half report that their employers collect feedback from employees (45%) or make changes based on this feedback (36%). Additionally, just 46% say their employer considers the diversity of its workforce when developing new programs, policies or practices.

Employment Experience Seven in ten employees said they are motivated to do their best for their employer, but 27% reported that they intend to seek new employment in the next year and just over half (52%) said their organizations make them feel valued.

70%

52%

51%

27%

70%

51%

50%

31%

72%

54%

57%

28%

66%

52%

54%

32%

Motivated to do very best for employer

My company makes me feel valued

My values and my employers values are very similar

Intend to seek new employment in next year


2014 2013 2012 2011

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714 ; 2011 n=1546 Q921, Q926, Q931, Q936

Mental Health and Stress Management Resources Consistent with 2013 data, employees report that mental health and stress management resources are not widely available to them. Less than half of employed adults (45%) report that their employer provides the resources necessary to help meet mental health needs and even fewer report receiving sufficient resources from their employers to help manage stress (36%).

45%

36%

44%

36%

My employer provides the resources necessary foremployees to meet their mental health needs.*

My employer provides sufficient resources to helpemployees manage their stress.*


2014 2013

BASE: All respondents 2014 n=1562; 2013 n=1501 Q888, Q898


64%

52%

32%

24%

The organization I work for treats me fairly.

My employer is open and upfront with me.

My employer is not always honest and truthful.

I don't trust my employer.


2014

Trust in the Workplace Although nearly two-thirds (64%) of employed adults feel that their organization treats them fairly, only slightly more than half (52%) believes their employer is open and upfront with them. Additionally, about one in three (32%) reports that their employer is not always honest and truthful and about one-quarter (24%) goes as far as to say they dont trust their employer.

BASE: All respondents 2014 Total n=1562 Q1012, Q1013, Q1014, Q1051 (All new questions in 2014.)

40%

49%

48%

52%

47%

41%

47%

54%

54%

48%

38%

50%

42%

51%

46%

My employer provides sufficient opportunities for internalcareer advancement.

Overall, I am satisfied with the growth and developmentopportunities offered by my employer.

I receive adequate monetary compensation (for example,competitive pay, merit raises or bonuses).

My company or organization makes me feel valued.

Overall, I am satisfied with the employee recognition practicesof my employer.

% Strongly Agree/Agree Total Male Female

Gender Comparison The gender pay gap remains an issue, with employed women being significantly less likely than employed men to report that they receive adequate monetary compensation. Although slightly more men than women report that their employer makes them feel valued, that they are satisfied with the recognition practices of their employer, and that they have sufficient opportunities for advancement, those differences are not statistically significant.

BASE: All respondents 2014 Total n=1562; Men n=772; Women n=790 Q835, Q845, Q850, Q855, Q875, Q885, Q930

70%

51%

40%

49%

48%

42%

92%

64%

58%

75%

70%

65%

29%

34%

12%

10%

17%

12%


I regularly participate in employee training anddevelopment activities.

My employer provides sufficient opportunities forinternal career advancement.

Overall, I am satisfied with the growth anddevelopment opportunities offered by my

employer.

I receive adequate monetary compensation for myachievements and contributions at work.

I receive non-monetary rewards for mycontributions at work.


Total Feels valued Does not feel valued

Feeling Valued at Work Employees who report feeling valued are significantly more likely than those who do not feel valued to report that they are satisfied with their job overall and are also more satisfied with other key aspects of growth and development and recognition.

BASE: All respondents 2014 Total n=1562; Feel valued n=815; Do not feel valued n=340; Q826, Q831, Q835, Q845, Q850, Q855, Q875, Q880

47%

36%

71%

82%

36%

45%

31%

75%

56%

88%

89%

57%

59%

25%

7%

5%

44%

69%

9%

25%

56%

Overall, I am satisfied with the employeerecognition practices of my employer.

My employer regularly makes changes in responseto employee feedback.

Overall, I am satisfied with the health and safetypractices of my employers.

Overall, I am in good psychological health.

My employer provides sufficient resources to helpemployees manage their stress.

My employer provides the resources necessary foremployees to meet their mental health needs.

During my workday, I typically feel tense orstressed out.



Feeling Valued at Work Employees who feel valued are more likely than those who do not to be satisfied with the recognition and health and wellness practices offered by their employer. They are also more likely to be in good overall psychological health and less likely to be stressed out during the workday.

BASE: All respondents 2014 Total n=1562; Feel valued n=815; Do not feel valued n=340; Q905, Q887, Q806, Q913, Q898, Q885, Q888. Q1016, Q948

Feeling Valued at Work Employed adults who report feeling valued by their employer are more likely to report they are motivated to do their very best for their employer and recommend their workplace to others. They are also less likely to say that they tend to seek employment outside of their company within the next year.

70%

57%

27%

91%

85%

19%

37%

15%

53%

I am motivated to do my very best for myemployer.

I would recommend my workplace to othersas a good place to work.

I intend to seek employment outside of mycompany or organization in the next year.


Total Feel valued Do not feel valued

BASE: All respondents 2014 Total n=1562; Feel valued n=815; Do not feel valued n=340; Q925, Q936, Q1011

6.8%

18.4%

51.6%

18.8%

4.4%

Very Low

Low

Average

High

Very High

BASE: All respondents 2014 Total n=1562 Q1105, Q1110, Q1115, Q1120, Q1125, Q1130, Q1135, Q1140, Q1145 (All new questions added in 2014.)

Employee Engagement APAs 2014 Work & Well-Being Survey included the nine-item short version of the Utrecht Work Engagement Scale (UWES-9), a psychometrically sound, construct-valid measure of work engagement developed by Wilhelm Schaufeli and Arnold Bakker.

Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption (Schaufeli, Salanova, Gonzales-Roma, & Bakker, 2001).

The mean engagement score for working Americans was 3.62 on a six-point scale, with zero representing never being engaged and six representing always being engaged. Based on the UWES-9 norms and scoring categories, the breakdown of engagement levels in the U.S. workforce are as follows:

BASE: All respondents 2014 Total n=1562; Feel valued n=815; Do not feel valued n=340; Q1105, Q1110, Q1115, Q1120, Q1125, Q1130, Q1135, Q1140, Q1145, (All new questions added in 2014.)

Feeling Valued at Work Employee Engagement It is clear that when a worker feels valued by their employer, they are more likely to be engaged in their work. Those workers that feel valued are significantly more likely to have high levels of energy, be strongly involved in their work and happily engrossed in what they are doing.

10%

11%

8%

18%

12%

25%

28%

21%

43%

23%

29%

41%

40%

45%

50%

46%

52%

69%

18%

23%

29%

31%

33%

40%

40%

40%

58%

I get carried away when I'm working.

At my work, I feel like I am bursting with energy.

My job inspires me.

At my job, I feel strong and vigorous.

When I get up in the morning, I feel like going towork.

I feel happy when I am working intensely.

I am immersed in my work.

I am enthusiastic about my job.

I am proud of the work that I do.


% Always/Very Often

Predicting Well-Being, Engagement and Trust

Trust and engagement play important roles in the workplace, accounting for more than half of the variance in employee well-being. In predicting well-being, engagement and trust accounted for 50.8% of the variance.

Workers reported having more trust in their companies when the organization recognizes employees for their contributions, provides opportunities for involvement and communicates effectively. In predicting trust, employee involvement, recognition and communication predicted

54% of the variance.

Employees experienced higher engagement when they had more positive perceptions of their employers involvement, growth and development and health and safety practices. In predicting work engagement, employee involvement, growth and development

opportunities, and health and safety efforts accounted for 27.1% of the variance.

Generation Comparison

70%

51%

40%

49%

48%

42%

67%

51%

47%

57%

50%

54%

70%

51%

41%

47%

47%

37%

73%

51%

33%

44%

48%

38%

67%

39%

19%

33%

43%

33%


I regularly participate in employee training anddevelopment activities.

My employer provides sufficient opportunities forinternal career advancement.

Overall, I am satisfied with the growth anddevelopment opportunities offered by my

employer.

I receive adequate monetary compensation for mycontributions at work.

I receive non-monetary rewards for mycontributions at work.

% Strongly Agree/Agree Total Millennial Gen X Boomer Mature

BASE: All respondents 2014 Total n=1562; Millennials (18-34) n=481, Gen X (35-48) n=394, Boomer (49-67) n=630, Mature (68+) n=57 Q826, Q831, Q835, Q845, Q850, Q855, Q875, Q880

With regard to overall job satisfaction, Boomer and Gen X employees report slightly higher incidences of overall job satisfaction than Gen Xers or Millennials. Millennials are significantly more likely than Gen Xers and Boomers to be satisfied with the growth and development opportunities at work, and to report they receive non-monetary rewards for their contributions at work.

52%

51%

27%

54%

53%

41%

52%

50%

23%

51%

52%

21%

54%

47%

4%

My company or organization makes me feelvalued.

My values and the values of my employerare very similar.

I intend to seek employment outside of mycompany or organization in the next year.


Generation Comparison Millennials are significantly more likely to intend to seek employment outside of their company within the next year, when compared to Gen Xers and Boomers.

BASE: All respondents 2014 Total n=1562; Millennials (18-34) n=481, Gen X (35-48) n=394, Boomer (49-67) n=630, Mature (68+) n=57 Q921, Q931, Q936

71%

60%

40%

59%

29%

73%

62%

47%

63%

36%

67%

61%

42%

58%

31%

73%

58%

34%

57%

20%

77%

41%

15%

54%

23%

Overall, I am satisfied with the health and safetypractices of my employer.

My employer provides its employees withadequate health insurance.

My employer helps employees develop andmaintain a healthy lifestyle.

Overall, I am satisfied with the work-life balancepractices offered by my employer.

My employer provides benefits that allow me tomore easily meet my non-work demands.


Generation Comparison Boomers are significantly less likely to report that their employer provides benefits that allow them to more easily meet their non-work demands, compared to Millennials and Gen Xers.

BASE: All respondents 2014 Total n=1562; Millennials (18-34) n=481, Gen X (35-48) n=394, Boomer (49-67) n=630, Mature (68+) n=57 Q905, Q887, Q890, Q866, Q870

Work Stress Although 61% of employed adults say they have the resources to manage the work stress they experience, almost one-third (31%) report typically feeling tense or stressed out during the workday.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714; 2011 n=1546 Q948, Q951

61%

31%

59%

35%

58%

41%

54%

36%

I have the resources that I need to manage the stress Iexperience in my daily work life.

Typically feel tense or stressed out during workday.


2014 2013 2012 2011

Top Five Sources of Work Stress in 2014 Low salaries and lack of opportunity for growth and advancement top the list of workplace stressors.

9% 9% 9% 9% 9%

19% 24% 30% 30% 31%

21% 23%

23% 22% 23% 23%

23% 21% 21% 22%

28% 21% 18% 17% 15%

Low salaries Lack of opportunityfor growth oradvancement

Uncertain orundefined jobexpectations

Job insecurity Long hours

Very significant

Somewhat significant

Not very significant

Not at all significant

Not applicable

BASE: All respondents 2014 n=1562 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.

#1

51% 44% 39% 38% 37%

51%

44%

39%

38%

37%

47%

44%

36%

34%

37%

45%

40%

36%

32%

37%

49%

42%

38%

33%

39%

Low salaries

Lack of opportunity for growth or advancement

Uncertain or undefined job expectations

Job insecurity

Long hours

% Very Significant/Somewhat Significant

2014 2013 2012 2011

Top Five Sources of Work Stress: Trends For the fourth year in a row, low salaries is the most commonly reported factor significantly affecting stress levels in the workplace. Levels of employees reporting a lack of opportunity for growth remain similar to previous years. A heavy workload moved out of the top five factors contributing to stress levels in 2013 with job insecurity playing a more significant role in 2014.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714; 2011 n=1546 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.

29%

29%

27%

26%

24%

21%

27%

26%

25%

23%

23%

23%

24%

28%

21%

22%

20%

21%

26%

28%

23%

27%

20%

22%

Problems with my supervisor

Commuting

Physical illnesses and ailments

Problems with my co-workers

Unpleasant or dangerous physicalconditions

Personal life interferingduring work hours

36%

36%

34%

31%

31%

39%

36%

33%

33%

31%

41%

34%

35%

29%

28%

43%

40%

36%

33%

31%

Too heavy of a workload

Unrealistic job expectations

Work interfering during personal or familytime

Lack of participationin decision making

Inflexible hours


2014 2013 2012 2011

Sources of Work Stress: Trends Outside of the top five sources of work stress, too heavy of a workload is less of a contributing factor to stress than it has been in prior years. Although the differences are not statistically significant, more workers this year report problems with supervisors, commuting, physical illnesses and problems with co-workers as contributing factors to stress at work compared to last year.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714; 2011 n=1546 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.

Sources of Work Stress and Feeling Valued Compared to employees who feel valued at work, those who do not feel valued are significantly more likely to say that a variety of sources of work stress have an impact on their stress level at work. In some cases, more than twice as many of those who do not feel valued report these sources of work stress as having a significant impact.

51%

44%

39%

38%

37%

36%

36%

34%

41%

31%

29%

29%

35%

32%

26%

29%

70%

71%

62%

53%

45%

44%

61%

47%

Low salaries

Lack of opportunity for growth oradvancement

Uncertain or undefined jobexpectations

Job insecurity

Long hours



Work interfering during personal orfamily time



BASE: All respondents 2014 Total n=1562; Feel valued n=815; Do not feel valued n=340 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.

31%

31%

29%

29%

27%

26%

24%

21%

25%

22%

30%

20%

27%

23%

21%

22%

43%

55%

33%

48%

29%

30%

33%

21%

Inflexible hours

Lack of participation in decisionmaking

Commuting




Unpleasant or dangerous physicalconditions

Personal life interfering duringwork hours

Sources of Work Stress By Generation Employed Millennials are significantly more likely to report that nearly all measured factors have a significant impact on their stress levels at work. The most common sources of stress cited by Millennials are low salaries (65%), a lack of opportunity for growth and advancement (57%), uncertain job expectations (51%) and long hours (50%).

51%

44%

39%

38%

37%

36%

36%

34%

65%

57%

51%

47%

50%

48%

48%

49%

47%

44%

38%

38%

34%

34%

34%

34%

41%

35%

31%

30%

30%

28%

29%

23%

45%

17%

16%

39%

18%

17%

15%

5%

Low salaries

Lack of opportunity forgrowth or advancement

Uncertain or undefined jobexpectations

Job insecurity

Long hours



Work interfering duringpersonal or family time

% Very Significant/Somewhat Significant Total Millennial Gen X Boomer Mature

BASE: All respondents 2014 Total n=1562; Millennials (18-34) n=481, Gen X (35-48) n=394, Boomer (49-67) n=630, Mature (68+) n=57 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.

31%

31%

29%

29%

27%

26%

24%

21%

44%

43%

42%

41%

37%

39%

32%

37%

26%

31%

24%

28%

28%

27%

24%

17%

27%

24%

22%

22%

18%

14%

18%

12%

6%

3%

13%

16%

15%

9%

19%

1%

Lack of participation in decision making

Inflexible hours


Commuting



Unpleasant or dangerousphysical conditions

Personal life interferingduring work hours

Total Millenial Gen X Boomer Mature

Sources of Work Stress By Generation Lower rated sources of work stress for Millennials, yet still yielding higher incidences than older generations, are unpleasant or dangerous physical conditions, physical illnesses and ailments and personal life interfering during work hours.

BASE: All respondents 2014 Total n=1562; Millennials (18-34) n=481, Gen X (35-48) n=394, Boomer (49-67) n=630, Mature (68+) n=57 Q955 Below is a list of factors people say impact stress levels in their work. For each one, please indicate how significant the impact is on your stress level at work.


Work-Life Conflict About one-fifth of employees report that their job interferes with family or home responsibilities. Only about one in ten (12%) report their home responsibilities interfere with their performance at work.

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714; 2011 n=1546 Q966 The demands of my job interfere with my ability to fulfill family or home responsibilities. Q970 My home and family responsibilities interfere with my ability to perform my job well.

21%

12%

25%

12%

22%

9%

25%

10%

Job demands interfere with family/home responsibilities

Home/family responsibilities interfere with job performance


2014 2013 2012(B) 2011(A)

59%

40%

54%

60%

40%

56%

58%

39%

53%

Overall, I am satisfied with the work-lifebalance practices offered by my employer.

I regularly utilize benefits that allow me tomore easily meet my non-work demands.

My employer values work-life balance.


Total Male Female

Work-Life Balance: Gender Comparison Nearly equal proportions of men and women are satisfied with the work-life balance practices offered by their employer.

BASE: All respondents 2014 Total n=1562; Men n=772; Women n=790 Q867, Q870, Q856

Workplace and Demographic Profile

Workplace Duties

34%

29%

22%

14%

31%

25%

29%

15%

36%

24%

27%

13%

35%

28%

24%

13%

Front line job within organization: directly involved withproduction of products or providing services, such as sales,

secretarial, bookkeeping, clerical, customer service, etc.

Individual contributor: do not have management responsibilities,but have a middle level or senior position

Middle level job within organization: involves some managementand supervision or coordination of other people or departments,

etc.

Upper level job within organization: upper level manager involvingcoordination of organization, development of plans/goals for the

organization, supervision of managers, etc.

2014 2013 2012 2011

BASE: All respondents 2014 n= 1562; 2013 n= 1501; 2012 n=1714; 2011 n=1546 Q810 Now we would like to ask about your employment experiences. Which of the following best describes most of your duties within your company or organization?

Company Profile

BASE: All respondents 2014 n=1562; 2013 n=1501; 2012 n=1714; 2011 n=1546 Q 815 Which of the following best describes the company or organization where you currently work? If you are presently employed by more than one organization, please think about the organization for which you work the most hours per week. Q 820 How many employees does your company or organization have in the U.S. and globally? If your company has more than one location, please provide the total number of employees that your organization has at all locations. Your best estimate is fine.

68% 68% 70% 67%

16% 15% 16% 18%

16% 17% 15% 15%

0%

20%

40%

60%

80%

100%

2014 2013 2012 2011

Type of Company

Not-for-profit

Local, state orfederal government

For-profit

23%

10%

7%

13%

7%

15%

6%

19%

22%

8%

7%

16%

8%

12%

7%

20%

25%

8%

6%

14%

7%

11%

8%

21%

22%

7%

8%

14%

9%

13%

7%

20%

Fewer than 20

20 to 49

50 to 99

100 to 499

500 to 999

1,000 to 4,999

5,000 to 9,999

10,000 or more

Number of Employees

2014

2013

2012

2011

Demographic Profile 2014 2013 2012 2011

Gender N=

1562 N=

1501 N=

1714 N=

1546

Male 52% 51% 54% 60%

Female 48% 49% 46% 40%

Age N=

1562 N=

1501 N=

1714 N=

1546 18-24 9% 11% 11% 13% 25-34 22% 17% 35% 39% 35-44 22% 22% 20% 21% 45-54 22% 22% 17% 14% 55-64 21% 22% 12% 7% 65 and over 5% 6% 5% 5%

Ethnicity N=

1562 N=

1501 N=

1714 N=

1546 White 67% 70% 74% 79% Black/African American 11% 10% 10% 8% Hispanic 15% 14 10% 7% Asian or Pacific Islander 4% 3% 2% 3% Native American/Alaskan native 1% * * *

Mixed racial background - - * 1% Other race 1% * 1% 1%

2014 2013 2012 2011

Hours Worked per Week N=

1562 N=

1501 N=

1714 N=

1546 1-8 hrs 4% 6% 4% 4% 9-16 hours 5% 6% 5% 6% 17-24 hours 6% 7% 7% 7% 25-31 hours 9% 8% 8% 7%

32 or more hours 75% 72% 75% 76%

Marital Status N=

1562 N=

1501 N=

1714 N=

1546 Single, never married 27% 22% 31% 36%

Married 55% 59% 51% 49% Divorced 9% 8% 7% 5% Separated 1% 2% 3% 2% Widowed 2% 2% 1% 1% Living with partner 6% 7% 8% 6%

NOTE: A ( * ) means less than one-half percent responding; and a ( - ) means non-response or zero percent

Generations N=

1562 N=

1501 Millennial (ages 18-33) 28% 15% Generation X (ages 34-47) 31% 20% Boomer (ages 48-66) 38% 59% Mature (ages 67+) 3% 6%

Demographic Profile

Education N=

1562 N=

1501 N=

1714 N=

1546

High school or less 24% 25% 29% 20% Some college 20% 19% 18% 22% Associate degree 11% 11% 9% 8% Bachelors degree 24% 23% 26% 33% Graduate School 15% 15% 14% 18%

2014 2013 2012 2011

Region N=

1562 N=

1501 N=

1714 N=

1546 East 22% 23% 23% 25% Midwest 22% 23% 24% 23% South 32% 31% 30% 30% West 23% 23% 23% 22%

Income N=

1562 N=

1501 N=

1714 N=

1546

Less than $15,000 4% 4% 5% 5%

$15,000 to $24,999 5% 6% 7% 6%

$25,000 to $34,999 7% 7% 8% 8%

$35,000 to $49,999 11% 12% 13% 13%

$50,000 to $74,999 20% 19% 20% 18%

$75,000 to $99,999 14% 15% 15% 15%

$100,000 to $124,999 14% 12% 12% 16%

$125,000 to $149,999 9% 6% 5% 5%

$150,000 to $199,999 6% 5% 4% 6%

$200,000 to $249,999 2% 2% 1% 1%

$250,000 or more 2% 3% 3% 2%

Decline to answer 7% 9% 7% 6%

Industry

2014 N=

1562

Educational Services 10%

Manufacturing 9%

Retail Trade 9%

Health Care and Social Assistance 9%

Professional, Scientific and Technical Services 8%

Finance and Insurance 6%

Construction 4%

Transportation and Warehousing 3%

Information 3%

Arts, Entertainment and Recreation 3%

Accommodation and Food Services 3%

Public Administration 3%

Agriculture, Forestry, Fishing and Hunting 2%

Wholesale Trade 2%

Mining, Quarrying and Oil and Gas Extraction 1%

Utilities 1%

Real Estate and Rental and Leasing 1%

Management of Companies and Enterprises 1%

Administrative and Support and Waste Management and Remediation Services

1%

Other Services (except Public Administration) 20%

2014 Work and Wellbeing Survey Results

Documents

Transcript of 2014 Work and Wellbeing Survey Results