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Department leaders must pay attention to workplace stressors
such as excessive workloads, inflexible hours, negative
organizational culture, unclear job roles, and limited support
from colleagues, since all these factors can pose a risk
to employees' mental health.
Those with a high school or GED degree reported the lowest impact in terms
of mean score (M = 2.45), and the difference was also statistically significant when
compared to those in graduate school or with a graduate degree and those having no
degree at all. This result likely represents the interactions between custodial staff and
the graduate assistant and full-time hall directors. Again, more research is needed on
the mental health of custodial staff and the impact of the pandemic.
CONCLUSION
The purpose of this study was to investigate the impact of the pandemic on the mental
health of housing staff, as well as to explore if any differences exist across different
grouping variables. The results, based on 218 respondents, indicated that the mental
health of a majority of university housing staff was impacted by the COVID-19 pandemic.
Results also indicated significant differences between grouping variables such
as race, institutional type, functional role, educational level, and age.
Future studies should take a deeper dive into significant differences of race, housing
function, and institutional type, focusing on obtaining larger sample sizes for the
underrepresented groups from this study. Larger sample sizes for such groups would
allow a better examination of differences to determine if any of the results would be
generalizable to university housing staff in the U.S. In particular, future studies with
a focus on custodial staff are recommended, preferably with the inclusion of qualitative
analyses, to help offer an explanation for some of the surprising findings of this
study. Most importantly, this study draws attention to the current state of mental health
within our university housing staff and calls for increased departmental support and
training for leadership to ensure that the culture of a healthy work/life balance is being
fostered and that the mental health of all employees is prioritized.
Volume 49, No. 3 * 2023 29
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