The United Church of Canada Report · 2018-10-19 · being of The United Church of Canada pastors and ministers. We asked a variety of questions about both life in general, as well

The United Church of Canada Report

Flourishing in Ministry ïUniversity of Notre Dame

The United Church of Canada Report

Table of Contents o Introductiono About the Researcho Daily Wellbeing Measureso The Data

Demographics and Other Specifics Daily Wellbeing Analysis Flourishing Analysis Personal Factors Related to Wellbeing

INTRODUCTION

We thank you for collaborating with us on this important study of wellbeing at work. This comprehensive survey of wellbeing is just the first step in what we hope will be a long and mutually-beneficial partnership between the Wellbeing at Work/Flourishing in Ministry team and The United Church of Canada.

This report provides a summary of the information we collected in the survey of the wellbeing of members in your organization or network. Most importantly, it provides a comprehensive assessment of members' wellbeing.

We break wellbeing into four major dimensions and assess each dimension with a battery of measures.

Happiness: Everyday happiness is the quality of our daily life experiences. It is the extent to which we have more positive experiences than negative experiences day-to-day, and more good days than bad days over the weeks and months of our lives. When we are happy, we experience mostly positive moods and emotions, and we are also satisfied with the conditions of our lives.

Resilience: Our capacity to adapt, adjust, and change, as well as to grow, learn, and expand our capabilities. Resilience represents our ability to respond effectively to life's challenges and crises, and not be diminished or damaged by such experiences.

Self-Integrity:Self-integrity encompasses all of the things essential to who we are as a person and how we fit into the world around us. Our talents, personality, passions, history and experiences, roles, relationships, and how all of these people and things impact how we think about ourselves.

Thriving:Thriving helps us know life has meaning and purpose, and brings us that essential care, respect, and love we need from others. It represents the values and beliefs that inspire and guide us, purpose toward which we can direct our best selves, and positive relationships to help us grow and enjoy the richness of life.

INTRODUCTION

These dimensions are also referred to as the "building blocks of wellbeing" to emphasize that our wellbeing is an aggregate of four dimensions. My team and I use the term flourishing to describe when someone is experiencing high levels of all four dimensions. We flourish when we experience happiness, resilience, self-integrity and thriving.

We used the following battery of measures to assess each dimension:

Each of these measures is described in more detail in the report. You may also find more information about our research on these dimensions of wellbeing at our project websites: wellbeing.nd.edu and flourishing.nd.edu.

OUR WELLBEING MODEL

INTRODUCTION

Continuing Our Collaboration

There are several ways we can continue support your efforts to foster wellbeing among the members of your organization. Individuals may return to their account on our website and update their wellbeing profile. They will be able to track changes in their wellbeing and continue to receive insights from our research to help them. Annually, they can return and take their wellbeing assessment again to see how their wellbeing has changed.

Individuals who have participated in the wellbeing survey have access to our smart device app that will track the daily ebss and flows of wellbeing. This app can be downloaded to smart phones and tablet devices. It will provide a way for individuals to learn about the factors in their daily life that foster or diminish their wellbeing. Many individuals are unaware of the true nature of the stressors at work nor do they often understand the positive and life-enriching aspects of work. This app will provide a scientific way for them to keep track of their day and gain personal insights into their work experiences.

That app will help us to learn a lot more about the daily hassles, stressors, and uplifts that shape wellbeing. When sufficient members participate, data from this app will also provide benefits for organizations. For example, in special cases, it can create a platform for assessing the effectiveness of new wellbeing programs and initiatives.

We will also launch thematic surveys that focus in greater depth on specific topics such as work-family life, work and non-work relationships, and characteristics of work contexts. We will notify your organization as each of these thematic surveys are available and we can invite all of the individuals who have participated in this baseline survey to join the new thematic surveys.

We look forward to our continued collaboration as we work together to support and enhance the wellbeing of caring and helping professionals.

ABOUT THE RESEARCH

Our Research Project

The Wellbeing at Work Program (WAWP) is a team of researchers who are exploring what makes work a life-enriching versus life-depleting experience. We focus on the helping and caring professions. Our goal is to learn how to help these individuals flourish in the important work they do. The WAWP has three key elements:

• Flourishing in Ministry is our research on the wellbeing of clergy. We study thelives and ministries of women and men in Christian ministry spanning RomanCatholic, Mainline, Evangelical, and Historically Black religious traditions.

• Caring for Caregivers is our research on international humanitarian and globalhealth professionals. We travel around the globe to study wellbeing in actionamong the men and women who serve poor, vulnerable, and marginalizedpeople.

• WorkWell is the practice-oriented part of the Wellbeing at Work Program. Here,we strive to provide research-based insights and tools that organizations, leadersand helping professionals can put to good use in their daily work lives.

ABOUT THE RESEARCH

The Wellbeing Survey

This report is part of collaborations between The United Church of Canada and the University of Notre Dame Wellbeing at Work Research Project, the Lilly Foundation and Templeton Religion Trust. The purpose of this project is to learn more about the well-being of The United Church of Canada pastors and ministers.

We asked a variety of questions about both life in general, as well as life at work. The results of the survey are not intended to be exhaustive. We hope this report provides an overview of what it means to flourish and sacrifice.

Our survey questions are research-based and include questions about life satisfaction, self-evaluation, social support, resilience, and faith.

We are able to report results from those who responded to the surveys. There may be something inherently different about employees who opted out of the survey. People who are interested in taking the survey may visit our web portal at Workwellresearch.com. Please use the referral code UCCANADA. You will receive your own wellbeing assessment and you will contribute to our growing understanding of wellbeing among The United Church of Canada pastors and ministers.

MEASURE DEFINITIONS

o Job Satisfactiono The respondent’s global level of satisfaction with his/her work life

o Work Stresso This measure assesses the degree to which a person experiences negative

challenges, fatigue, and mental exhaustion at work. It captures a person's overallassessment of the stressfulness of their work.

o Daily Emotionso This scale captures the extent to which a person feels they are aware of and in

control of their emotional experiences. It is the foundation for what is commonlyreferred to as “emotional intelligence."

o Work Engagemento This measures positive, fulfilling, work-related state of mind that is characterized

by vigor, dedication, and absorption.

o Satisfaction with Lifeo This scale measures global cognitive judgments of satisfaction with one's life.

o General Happinesso A measure subjective happiness relative to self and peer.

o Physical Healtho This scale captures how a person experiences their physical health day-to-day,

things such as whether their physical health limits daily activities, the amount ofenergy and physical vigor they experience on most days.

Everyday Happiness

MEASURE DEFINITIONS

o Resilienceo A measure of bouncing back in response to adversity, as well as having the

capacity to choose a vital and authentic life

o Burnouto A syndrome of emotional exhaustion, depersonalization, and reduced personal

accomplishment that can occur among individuals who work with people in somecapacity

o Emotion Regulationo This measures the ability to respond to the ongoing demands of experience with the

range of emotions in a manner that is socially tolerable and sufficiently flexible topermit spontaneous reactions as well as the ability to delay spontaneous reactionsas needed

o Work Family Balanceo This measure captures the extent to which a person feels their work has a negative

impact on their home life and also the extent to which home and family issues tendto spill over negatively into work

o Proactivityo Measures a personal disposition toward proactive behavior

o Self Controlo These questions assess a person's willpower which is their capacity to control their

thoughts, feelings, and actions

o Religious Copingo Religious coping measure the extent to which a person’s religious beliefs help or

hinder their ability to deal with smaller life problems as well as more significantlife crises.

Resilience

MEASURE DEFINITIONS

o Authenticity at Worko This measures a basic, fundamental appraisal of one's worthiness, effectiveness,

and capability as a person

o Fito A measure of the respondent's knowledge, skills, and abilities to successfully fit

the demands of the work role

o Self Concept Clarityo This measure captures an important dimension of a person’s identity—how well

they feel they know themselves. People who struggle with a sense of themselveswill score lower, while those who have strong, clear identity will score higher.

o Core Self Evaluationo This measures a basic, fundamental appraisal of one's worthiness, effectiveness,

and capability as a person

o Work as a Callingo A measure to assess if individuals feel called, hard-wired, or destined to live into

their current work role

o Personal Growtho Personal growth measures a the extent to which a person feels they are growing

and developing, both as a person and in their work role.

Self-Integrity

MEASURE DEFINITIONS

Thriving

o Spiritualityo This series of questions asks questions about your experiences of transcendence,

and focused in particular on the extent you feel your core life values and beliefs shape your daily life.

o Meaning in Lifeo As the name implies, Meaning in Life assess the extent to which a person feels a

deep sense of meaning and purpose in their life and in their work role.

o Thrivingo Respondent's self-perceived success in important areas such as relationships,

self-esteem, purpose, and optimism

o Social Supporto Intends to develop an understanding of the respondent's amount and type of

social support they receive from family, friends, and work colleagues.

DEMOGRAPHICS & OTHER SPECIFICS

Demographics & Other Specifics


Gender

Marital Status

DEMOGRAPHIC STATISTICS


How many different churches do you serve at this time?

How many different churches have you served?


What is the size of your church in terms of average attendance at worship? Please indicate the size of your largest church if you serve more than one local congregation.

Other than you, how many paid staff, full- or part-time, are employed by your congregation?


What percent of the total time you spend on ministry activities is allocated to each of the following activities? (Percent of time spent on each task, total = 100%)


Do you consider your work in ministry full time or part time?

Length in Ministry


When did you first seriously consider that you were called to ministry?

Did you work full-time at other occupations before entering your ministry position?


In the past year, how often have you seriously considered leaving pastoral ministry?

DAILY WELLBEING ANALYSIS

Daily Wellbeing Analysis


Ministry Fit and Challenges

MINISTRY FIT AND CHALLENGES




Job Satisfaction is the measure of respondent's global level of satisfaction with their work life.

Job Satisfaction: Please indicate the extent to which you agree or disagree with the following statements.

JOB SATISFACTION



6%


4%


Burnout measures a syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment that can occur among individuals who work with people in some capacity

BURNOUT





Resilience is a measure of bouncing back in response to adversity, as well as having the capacity to choose a vital and authentic life.

RESILIENCE


4%

10% 4%

14% 3%



2%

9% 2%

8% 2%


Satisfaction with Life measures global cognitive judgments of satisfaction with one's life.

Satisfaction with Life: This next series of questions asks you to step back and think of your overall life, including work experiences and your life outside of work, your home life and the other, non-work, aspects of your life. As you consider your overall life or your life in general, please indicate the extent to which you agree or disagree with the following statements.

SATISFACTION WITH LIFE





General Happiness is a measure of subjective happiness relative to self and peers

Happy - Compared to most of my peers, I consider myself:

GENERAL HAPPINESS


Stress - Overall, how much stress do you experience in your ministry work.

FLOURISHING ANALYSIS

Flourishing Analysis


Authenticity at Work is a measure of unobstructed operation of one's true or core self in one's daily enterprise.

AUTHENTICITY AT WORK


4%

4% 16%

4%

12%




Job Engagement measures positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption.

JOB ENAGAGEMENT



3%

3% 14% 12%

3%







Thriving measures essential aspects of psychological wealth including the extent to which you feel that you have strong, positive, supportive relationships; whether you feel a rich, spiritual dimension in your life; and the degree to which you experience work or other major life activities as positive and fulfilling.

THRIVING




4%


4% 9%


Relationships/Social Support intends to develop an understanding of the respondent's amount and type of social support they receive from family, friends, and work colleagues and supervisors.

Please indicate the extent to which you feel truly cared for, accepted and supported by each of the following relationships. Some relationships may fit in multiple categories.

QUALITY OF SOCIAL SUPPORT AND RELATIONSHIPS


7%



Spirituality, Religious, Personal Beliefs: To what extent do your spiritual, religious, or personal beliefs:

SPIRITUAL WELLBEING






3%

17% 4% 18%


How often do you spend time in private religious activities, such as prayer, meditation or Bible study?

Intrinsic Beliefs: Please indicate the extent to which you agree or disagree with the following statements.



Transcendence: Please indicate the extent to which you agree or disagree with the following statements.

4%

3%


2%

8%


Religious Coping: Think about how you try to understand and deal with major problems in your life. To what extent is each of the following involved in the way you cope:






Work Family Balance captures the extent to which a person feels their work has a negative impact on their home life and also the extent to which home and family issues tend to spill over negatively into work.

WORK FAMILY BALANCE






Work as a Calling is a measure to assess if individuals feel called, hard-wired, or destined to live into their current work role.

WORK AS A CALLING


3%


PER

PERSONAL FACTORS RELATED TO WELLBEING

WORK AS A CALLING

Personal Factors Related to W e l l b e i n g

PER


Emotions - Overall, how would you characterize the feelings and emotions you experience most days in your ministry work.

Emotion Regulation measures the ability to respond to the ongoing demands of experience with the range of emotions in a manner that is socially tolerable and sufficiently flexible to permit spontaneous reactions as well as the ability to delay spontaneous reactions as needed.

EMOTIONAL REGULATION

PER


Emotion Regulation: Please indicate the extent to which you agree or disagree with the following statements.

PER


4%

PER


PER


PER


Proactivity measures a personal disposition toward proactive behavior.

PROACTIVITY

PER


Self-Control measures a person's willpower which is their capacity to control their thoughts, feelings, and actions.

SELF - CONTROL

PER


Core Self Evaluation is a measure of basic, fundamental appraisal of one's worthiness, effectiveness, and capability as a person.

CORE SELF - EVALUATIONS

PER


Financial Worries measures the extent to which a person experiences worries and stress related to their income and personal finances.

FINANCIAL WORRIES

PER


PER


PER PERSONAL FACTORS RELATED TO WELLBEING



PHYSICAL HEALTH

STATISTICS FOR THE GROUP

Qualitative Analysis

In analyzing the qualitative responses to the surveys, we noted five reoccurring themes. Our

report here is the pure, objective, grounded theory approach to analyzing the responses.

We leave it to further conversation between The United Church of Canada leadership

and our core team of researchers to implement positive changes that may lead to lasting positive change among The United

Church of Canada pastors and their families.


Research in Practice What are some ways that church can support pastors and their families? While a church cannot suddenly change a salary, perhaps there are ways to inspire congregations to support pastors in qualitative or indirect ways, like buying groceries and making dinners. Money is a difficult subject, but plays a huge role in the effectiveness of a pastor.

"Saving for retirement is difficult at my current salary. I am aware of my congregation's financial limitations and worries."

"Retirement is a concern. Pension amounts have not increased in several years." "Worried about pensions and savings not being enough to support me (as well as I

might want) in retirement."

"Regarding my income meeting my needs, it is JUST enough to get by. I don't bank anything, and some months there are things I must go without to make the

required bills be paid."

"financial stress and extreme demand at work are draining."

"Financially I have spent years needing help from my family, living under the poverty level, and struggling to make ends meet."

"We have serious money worries."

"Life is expensive, and yet this is not acknowledged by my employer- I have to continually hear how tough the times are for churches."

"I can make ends meet but not do anything extra."

THEME 1: Financial Strains Many pastors who responded to the survey reported having suffered from financial strain or stress. This is often due to already existent financial stresses on the church as a whole, and is considered a problem by pastors only in so much as it prevents them from fulfilling their calling to the fullest.

Research in Practice What is the best way for a pastor to maintain a healthy life outside of work? Work-life balance is key to the occupation of a minister, but oftentimes a pastor’s personal life can become a hindrance to his/her vocational life. Is there a tangible way to separate these two “lives”?

"Time management to include recreational relationships outside of my congregation is difficult. It takes time to develop relationships outside of work that never seems to come."

"I don't feel stressed about my work, but the number of hours involved in my work is both energy demanding and leaves me with little time for other interests."

"I feel I "owe" my pastoral charge my whole time. I feel I am 'on call' and should be available 16/7 because the people here are also run ragged, and I feel guilty taking time

off."

"My work in ministry is very meaningful but leaves me exhausted at the end of the day. Not much energy left for my own pursuits."

"I would love to count on working a 40 hour week. Right now in the church all my clergy friends are stressed out a lot."

"I often don't know where to draw a limit around serving and resting, working and playing."

"The expectations of the community and the expectation that one is always "on duty." I don't spend time in personal meditation not because I don't see it as important.. I just don't

have time."

"The volume of work is too much for one person and the pressure is something overwhelming. I frequently have less than one day off a week and spend it catching up on

the rest of life."

THEME 2: Making Time Away From WorkThe well-being of a pastor is heavily influenced by their ability to spend time both in and out of work. Often pastors feel they are expected to work more than 40 hours a week. In fact, many pastors in our study stated they felt a sense of guilt for not committing all of their time to their work.

Research in Practice Are there resources that can be provided to pastors to encourage them in their ministry and strengthen their sense of purpose? Are there groups that these pastors can turn to to discuss their fears or concerns about church changes?

"We no longer live in a Christian society and people feel no social pressure to come to church... This is a source of depression for me and don't know what to do about

it."

"The word religion has many negative aspects now."

"In general, support for or interest in the church is declining in this area."

"I often feel the weight and responsibility of a declining church."

"So many changes in the UCC and in society (aging boomers and nones), means that ministry work is changing very rapidly. It's hard to retain enough to meet expectations, and my original training isn't a good fit all the time anymore."

"Throughout my whole working life in ministry I recognized the changing dynamics of organized religion and society--and my frustration in ministry has to

come when congregations refuse to make changes."

"There are deep and significant changes beginning in our denomination. In the short term this has meant a dwindling number of staff people and a significant way in

which I feel unsupported at this work."

THEME 3: Changing Church ClimatePastors in our study expressed concerns about the direction of their churches. Because of this shift, pastors fear they will be unable to provide the required support to keep their church afloat. There is also a sense of uncertainty about potential job opportunities in the future.

Research in Practice How can ministers maintain two positions, while at the same time keeping their congregation and parish as a priority? Would parish staff and pastors benefit from a more open conversation about part-time and bi-vocational work? .

"Often I feel the wider church does not value my second career, halftime ministry as valid or worthwhile."

"I work full time as a minister and have to work a part time job on top of that to make ends meet."

"Now that I share my ministry with another career I feel much better."

"I am bi-vocational. Also have a part-time contract job teaching."

"In addition to these positions I also have some other seasonal PT jobs to help out financially to insure both my short-term and long-term

needs are met."

"I also am employed in a part-time job that is not related to ministry - for some extra cash flow but also to give me a change of pace once a

week (and where the job is done when you leave)."

"I have worked on a part-time basis. This position provides me with all of the employment related stimulation that I require, and the extra

income makes a nice addition to my pension."

THEME 4: Part-time or Bi-Vocational Many pastors who responded to the survey are bi-vocational with, at least part-time, but oftentimes full-time secular careers. While this in itself is not a problem, many pastors are forced to have two 'careers' because they need to financially support their families.

Research in Practice Do pastors have access to any health resources through The United Church of Canada? If so, are there any factors that may inhibit a pastor or his/her spouse from accessing the resources?

"I see a psychiatrist monthly having just gone off medication for depression and anxiety. I am an anxious person and spend quite a bit of time worrying,

whether or not I need to."

"I am aware I am going through a difficult time with the church and am feeling depressed, so my answers are influenced by that."

"I struggle most are a sense that I am not "good enough" (despite having concrete reassurances that I am, at least at work); this is the basis of my

dysthymia/chronic 'functioning depression'."

"I have a hidden disability which creates stress on my personal and professional life."

"I have a child with a disability and complex medical needs. This has added a dimension of challenge to my life and ministry work that I never

expected."

"I have had a persistent health issue for over 2 years that is unresolved at this point. It leaves me tired and with less sleep than I need."

"My current situation was terrible on my health and well-being."

THEME 5: Stress and Health Issues While health issues (e.g., depression, loneliness, isolation, physical and mental disability) do not apply to all pastors, we noted a recurring theme that the life of a pastor is difficult and it feels that there is sometimes nowhere to turn.

Thank you for working with

Wellbeing at Work!

The Wellbeing at Work Program

www.wellbeing.nd.edu

Documents

The United Church of Canada Report · 2018-10-19 · being of The United Church of Canada pastors and ministers. We asked a variety of questions about both life in general, as well