Early Adulthood and Care Giving Professions in the 21st Century: Mental Wellness as an Institutional Priority and Reward Strategy.
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| Title: | Early Adulthood and Care Giving Professions in the 21st Century: Mental Wellness as an Institutional Priority and Reward Strategy. |
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| Authors: | Pagani, Linda S.1 (AUTHOR) linda.s.pagani@umontreal.ca, Kazandjian, Nairy1 (AUTHOR), Geoffrion, Steve1 (AUTHOR), Barnett, Tracie A.2 (AUTHOR) |
| Source: | Inquiry (00469580). 12/1/2025, Vol. 62, p1-12. 12p. |
| Subject Terms: | *Psychological burnout, *Work-life balance, *Employee recruitment, *Psychology of college students, Employee retention, Medical personnel, Mental health, Psychological distress, Stress management, Health, Mental illness, Mentoring, Psychological well-being, Reward (Psychology), Psychosocial factors, Psychological vulnerability |
| Abstract: | Globally, health care is presently characterized by profound recruitment/retention difficulties. Its systems are currently experiencing an unprecedented workforce crisis marked by high attrition rates and mental health challenges from recruitment onward. This is especially urgent in professions that risk burnout, such as those that expose workers to secondary trauma and require societally undervalued compassionate labor skills (eg, empathy, meticulousness, patience). While numerous studies have highlighted these risks, fewer have explored how institutional structures can proactively respond to this generational shift. Our goal is to provide integrative position paper that synthesizes key findings on etiological and concomitant factors into a structured framework inspired by self-determination and subjective well-being theories to inform practice, policy, and future research. We integrate scientific evidence to examine key factors behind psychological distress in two-thirds of university students and health care recruits in mostly female professions. Psychological difficulties have associated risks for recruitment/performance/retention of workers. Specific pre-existing individual characteristics must be considered, especially in incoming recruits of this generation. This synthesis proposes mental wellness as a central strategy for recruitment and retention in human resource management. Increased and pre-esisting distress affects worker retention. Individual vulnerabilities such as parenting, smartphone and social media use, loneliness, and pre-existing conditions play a role. Consequently, educational and health care institutions should prioritize strategies that enhance subjective well-being, transparency, and work-life balance. Psychological training focused on self-awareness, character strengths, stress management, and growth-oriented effort-reward dynamics is essential for retaining young health care professionals and ensuring workforce, workplace, and worker sustainability. [ABSTRACT FROM AUTHOR] |
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| Database: | Education Research Complete |
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| Abstract: | Globally, health care is presently characterized by profound recruitment/retention difficulties. Its systems are currently experiencing an unprecedented workforce crisis marked by high attrition rates and mental health challenges from recruitment onward. This is especially urgent in professions that risk burnout, such as those that expose workers to secondary trauma and require societally undervalued compassionate labor skills (eg, empathy, meticulousness, patience). While numerous studies have highlighted these risks, fewer have explored how institutional structures can proactively respond to this generational shift. Our goal is to provide integrative position paper that synthesizes key findings on etiological and concomitant factors into a structured framework inspired by self-determination and subjective well-being theories to inform practice, policy, and future research. We integrate scientific evidence to examine key factors behind psychological distress in two-thirds of university students and health care recruits in mostly female professions. Psychological difficulties have associated risks for recruitment/performance/retention of workers. Specific pre-existing individual characteristics must be considered, especially in incoming recruits of this generation. This synthesis proposes mental wellness as a central strategy for recruitment and retention in human resource management. Increased and pre-esisting distress affects worker retention. Individual vulnerabilities such as parenting, smartphone and social media use, loneliness, and pre-existing conditions play a role. Consequently, educational and health care institutions should prioritize strategies that enhance subjective well-being, transparency, and work-life balance. Psychological training focused on self-awareness, character strengths, stress management, and growth-oriented effort-reward dynamics is essential for retaining young health care professionals and ensuring workforce, workplace, and worker sustainability. [ABSTRACT FROM AUTHOR] |
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| ISSN: | 00469580 |
| DOI: | 10.1177/00469580251399302 |
