addition, a longitudinal study could be undertaken to track junior legal staff over time to see whether changes in working conditions associated with gaining seniority lead to enhanced mental health, or if attrition explains the lower psychological distress apparent at higher levels of the firm. High levels of burnout were associated with more psychological distress, while high work engagement was associated with less psychological distress. Although we cannot establish causality from this study, findings confirm many of the expected relationships. The study indicated that work-family conflict may be a particular source of burnout, which highlights the importance of work-life balance initiatives such as flexible work hours, childcare assistance and policies to assist with juggling competing work and personal demands. Work engagement was particularly associated with positive challenge and work-role fit. Building a sense of positive challenge at work could involve ensuring that work is meaningful for legal staff and uses their skills and knowledge by, for example, identifying staff development needs, matching opportunities to levels of competence and communicating how work tasks contribute to organisational objectives. Partners and senior lawyers can assist by providing opportunities and supporting the efforts of junior staff to use their strengths in wider team and firm activities. The extent to which respondents felt their role fitted with their personal values and provided a positive sense of identity was a key correlate of work engagement and burnout. Where possible, attention to selecting graduates whose values, aptitudes and skills are congruent with the work should help lawyers positively identify with the role. In addition, realistic job previews can provide an accurate representation of the role and culture of the firm and allow applicants to evaluate for themselves
addition, a longitudinal study could be undertaken to track junior legal staff over time to see whether changes in working conditions associated with gaining seniority lead to enhanced mental health, or if attrition explains the lower psychological distress apparent at higher levels of the firm. High levels of burnout were associated with more psychological distress, while high work engagement was associated with less psychological distress. Although we cannot establish causality from this study, findings confirm many of the expected relationships. The study indicated that work-family conflict may be a particular source of burnout, which highlights the importance of work-life balance initiatives such as flexible work hours, childcare assistance and policies to assist with juggling competing work and personal demands. Work engagement was particularly associated with positive challenge and work-role fit. Building a sense of positive challenge at work could involve ensuring that work is meaningful for legal staff and uses their skills and knowledge by, for example, identifying staff development needs, matching opportunities to levels of competence and communicating how work tasks contribute to organisational objectives. Partners and senior lawyers can assist by providing opportunities and supporting the efforts of junior staff to use their strengths in wider team and firm activities. The extent to which respondents felt their role fitted with their personal values and provided a positive sense of identity was a key correlate of work engagement and burnout. Where possible, attention to selecting graduates whose values, aptitudes and skills are congruent with the work should help lawyers positively identify with the role. In addition, realistic job previews can provide an accurate representation of the role and culture of the firm and allow applicants to evaluate for themselves
Hopkins-Gardner.docx