Vocational awe is always harmful; Information Wants To Be Free, December 22, 2022

Meredith Farkas, Information Wants To Be Free; Vocational awe is always harmful 

"Vocational awe for the individual can feel very very good… until it doesn’t. That sense of purpose is a powerful drug. I came into this profession with a healthy dose of vocational awe after leaving another helping profession, which means I should have known better but didn’t. Vocational awe is more than loving your job or caring about doing a good job. It’s a deep sense of identification with your work where your work becomes a core part of your identity. It’s more than a job; it’s something you were called to do (by God, but like the protestant work ethic, it’s mostly lost its religious connotations). It drives you to go “above and beyond” for your job and you feel good about doing it. For people who have experienced trauma and/or oppression, this deep identification can feel very good when you’re doing well in your work. Each achievement or accolade is another opportunity to feel a sense of self-efficacy, of worthiness. I remember that feeling well. But the flip side is that when things go wrong, you also see that as a referendum on your worth. If your sense of self is wrapped up in your work, having a boss who doesn’t like you, being demoted, being laid off, being mistreated by toxic colleagues, can cause deep wounds to one’s psyche. I’ve written in the past about my own experience with this and how it led to the worst depression of my life. I’ve also heard from so many people who had a similar experience and how it broke them. How they went from happily going above and beyond to questioning their own worthiness. No job is worth that. Crocker and Knight write about this phenomenon and the costs of making one’s self-esteem contingent on performance in one area of one’s life in the article “Contingencies of Self-Worth” (which Jennifer Crocker has written about extensively in other publications as well) and argue that “contingencies of self-worth are both sources of motivation and areas of psychological vulnerability.”

Tying your sense of self to your job can also be problematic when you are unable to devote the same amount of yourself to your work as you used to. Perhaps when you just had a baby. Or your spouse is diagnosed with cancer. Or you develop a disabling chronic illness. People whose sense of self-efficacy is tied tightly to their identity as a good worker struggle much more with the idea that they need to shift their priorities."

Quitting Time; American Libraries, June 1, 2022

Lara Ewen , American Libraries ; Quitting Time

The pandemic is exacerbating attrition among library workers

"Those feelings of career ambivalence were complicated, Rorie says, by vocational awe, a term coined in 2017 by academic librarian Fobazi Ettarh to describe the notion that librarians, the library profession, and the institution of libraries as a whole is inherently good and therefore above reproach. For Rorie, the idealized standard only made her feel worse. “I feel like I let down the community,” she says. “I feel like I should have tried harder. It’s hard to have to come face-to-face with that.”

Yet even librarians who spoke out say they were largely ignored. “I told my boss, my director, my team, the whole library on multiple occasions that I was really burned out and not doing okay,” says Jules, a queer, neurodivergent academic librarian at a Mountain-state community college who decided in late 2021 to leave libraries. “And it never changed.” Jules is currently looking for nonlibrarian jobs.

Similar experiences have led to low morale across the profession, according to Kaetrena Davis Kendrick, a researcher and library leader whose work on morale has been widely cited.

“Low morale is a traumatic experience for librarians that was happening before the pandemic,” she says. For the purposes of her research, Kendrick defines low morale as the result of “repeated, protracted exposure to workplace abuse and neglect” and says that the issue strikes at the heart of librarians’ identities. “We feel comfortable in libraries,” she says. “But we’re realizing that libraries are not places of comfort or refuge for librarians anymore. So how do we reconcile those feelings of nostalgia, those feelings of having a calling, when we go to work and we’re being abused and neglected?”

Some libraries have tried to assuage employee unhappiness by implementing programs aimed at reducing stress, but Alex says they fall short. “They don’t seem to understand that wellness programs are placing the problem with the individual library worker,” she says. “You can’t meditate your way out of systemic issues or terrible pay or horrible levels of stress.”...

Yet it’s not just about money, says Elaina Norlin, professional development and diversity, equity, and inclusion program coordinator for the Association of Southeastern Research Libraries. “One of the mistakes most organizations—not just libraries—make is, they assume pay will resolve everything,” says Norlin, author of The Six-Step Guide to Library Worker Engagement (ALA Editions, 2021). “When you look at pay, it’s essential, but it’s not a guarantee of [being] engaged, excited, or interested. I’m not saying money isn’t important. But you can’t just say, ‘Here’s the money’ and expect all of this [other] stuff to go away.”

Norlin says that a library system with a diverse workforce will cultivate diversity of thought and different approaches. “We need libraries to invest internally as much as we invest externally,” she says. “And we need to take a really critical look at hierarchy. There is always a small percentage of people who are benefiting from status quo. They’re the gatekeepers, and that needs to be challenged for the [field] to turn around.”"