Self–care practices among social workers: do they predict job satisfaction and turnover intention?

ABSTRACT

The current health and mental health care delivery system in the United States strives to provide efficient quality care at a lower cost. This cost-effective approach and recent budget cuts have created new challenges for social workers. This study explores the relationships between self-care strategies, role stress, job autonomy, and job satisfaction and turnover intention. Four-hundred sixty-nine social workers were surveyed to assess multiple measures of self-care including professional support, professional development, coping strategies, and professional resilience, and their effects on job satisfaction and turnover intention. Role stress and job autonomy were also examined in relation to job satisfaction and turnover intention. The results supported the main hypotheses that claimed that self-care strategies are associated with both job satisfaction and turnover intention. The author discusses the important implications of these findings in education and training of both students and practitioners.     

Intention to leave in social workers and educators employed in voluntary child welfare agencies

Introduction

Individuals employed in child welfare settings can have a profound impact on children in care. Research shows that direct care staff can have an effect on emotional and physical outcomes for children with whom they work. This paper seeks to expand knowledge of the child welfare workforce by studying educators employed in child welfare settings and comparing their job satisfaction and intent to leave with that of prevention workers employed in similar settings.

Materials and methods

Data for prevention workers (n = 538) were obtained from workers employed at all preventive service programs under contract with a large municipality. Data for educators were obtained from voluntary agencies located elsewhere in the state (n = 139). The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included various aspects of job satisfaction, intention to leave, and whether workers regretted taking their jobs. Data were analyzed using bivariate analysis and structural equation modeling (SEM).

Results

While both educators and prevention workers varied on different domains of job satisfaction, their overall satisfaction did not differ nor did their intention to leave their jobs. Satisfaction with contingent rewards, the nature of the work and opportunities for promotion along with not regretting taking one's job were predictive of thinking about leaving one's job. Thinking about leaving was predictive of taking concrete steps towards actual leaving.

Discussion

While people both prevention workers and educators report different levels of job satisfaction and work conditions in their agencies, job title itself has less to do with a worker's intention to leave, as measured by both thinking about leaving and taking steps towards actively looking for a new job, than other factors. Larger contextual factors may be at play in workers' decisions to stay employed. Suggestions are made for reducing turnover intentions along with suggestions for further study to clarify the role of organizational factors in workers' intention to leave.     

Factors impacting intention to leave in social workers and child care workers employed at voluntary agencies

Introduction

To ameliorate high turnover in child welfare, researchers have attempted to identify factors that lead to undesirable turnover. While this has been studied extensively, little attention has been paid to turnover based upon job roles. Like social workers in child welfare, the field of child care also experiences high turnover. Child care workers employed in child welfare settings are no exception. The current study seeks to understand differential factors that impact intent to leave for preventive and child care workers employed in child welfare agencies.

Materials and methods

Data for prevention workers (n = 538) were obtained from all preventive service programs under contract with the City. Data for child care workers (n = 222) were obtained from three voluntary agencies located elsewhere in the State. The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included job satisfaction, intention to leave, career commitment, and agency investment. Data were analyzed using bivariate analysis and Structural Equation Modeling (SEM).

Results

Child care workers had more positive perceptions of child welfare and planned to stay in child welfare longer. Despite this, prevention workers felt more invested in their work. Child care and prevention workers had different levels of satisfaction with their jobs although overall job satisfaction did not differ nor did their intention to leave. Tenure at the agency was predictive of career investment. Investment, perceptions of child welfare, satisfaction with nature of work, and contingent rewards were associated with career commitment. Commitment and satisfaction with supervision were the greatest predictors of intention to leave.

Discussion

There is a gap in literature addressing child care workers in child welfare, and future study of this group is needed. Child care workers are just as likely to intend to leave their jobs as prevention workers. For both groups, it appears that investment in their jobs increases commitment to the field which reduces intention to leave.     

Predicting the Job Satisfaction of Female Sex Workers in Queensland,Australia

ABSTRACT. This study used a cross-sectional survey to examine job satisfaction and its correlates among 247 female sex workers working as private service providers, in licensed brothels, and in illegal sectors of the industry (mainly street-based workers). Overall, most sex workers reported positive job satisfaction. Satisfaction was higher in women working legally and was comparable with women from the general population. Multivariate analyses revealed that job satisfaction was significantly linked to women's reasons for initially entering the industry. Sex workers’ age, education, marital status, length of time in the industry, and current working conditions were apparently less important for satisfaction.     

The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers

Due to increasing diversity among clients and workers in the public child welfare] sector, it is essential to understand how workforce diversity can be channeled into positive organizational outcomes. Using theories of symbolic interaction, reference groups, and social identity, we tested a conceptual model of the relationships between diversity characteristics, leader–member exchange, diversity climate, perception of inclusion, and job satisfaction and intention to leave among public child welfare workers. The current study used two waves of data from 363 employees of a large urban public child welfare agency in the western United States. Path analysis results indicate that leader–member exchange and diversity climate have a positive effect on job satisfaction through inclusion, and that a positive organizational diversity climate can lower intention to leave through both inclusion and job satisfaction. Findings illustrate how organizational climates of diversity and inclusion affect both job satisfaction and intention to leave, providing insight into organizational factors that can be targeted for workplace interventions.     

Predicting Future Volunteering Intentions Through a Self-determination Theory Perspective

Using self-determination theory (SDT; Deci and Ryan 1985), we conducted a cross-sectional survey to test the relationship among competence, intrinsic motivation, job satisfaction, and intention to continue volunteering. A total of 180 Special Olympics volunteers from China participated in this study. The results showed that competence positively predicted intrinsic motivation and job satisfaction. Intrinsic motivation was a partial mediator for the relationship between competence and job satisfaction. Job satisfaction positively influenced intention and it acted as a full mediator in the relationship between intrinsic motivation and intention. It was concluded that SDT is a useful theoretical framework in understanding intention to continue volunteering. Theoretical and practical implications are provided.     

A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

The purpose of this study was to investigate the effects of diversity characteristics and organizational inclusion on organizational outcomes (e.g., organizational commitment, job satisfaction, and intention to leave) among public child welfare workers. The study used secondary data collected from public child welfare workers across a diversified Mid-Atlantic state. Structural Equation Modeling (SEM) was used to test the conceptual model. The results indicated that workers' higher perceptions of inclusion resulted in significantly higher levels of organizational commitment and job satisfaction. Furthermore, higher levels of workers' organizational commitment played a role in significantly reducing their intention to leave. The findings of the study provide practical implications for enhancing diversity management and organizational commitment, including instituting more participative decision-making structures and processes, and creating more accessible organizational information networks.     

Evaluation of job satisfaction in a sample of Spanish social workers through the ‘Job Satisfaction Survey’ scale

The objective of this study is to determine the level of job satisfaction experienced by social workers and to establish whether there are significant differences between the various levels of job satisfaction and a series of personal features and job characteristics. The participants were 947 social workers (861 women and 86 men) belonging to 35 of the 36 Professional Associations existing in Spain. The measurement tool used is the Job Satisfaction Survey scale, designed by Spector [2002. Psicología Industrial y Organizacional: Investigación y Práctica [Industrial and organizational psychology: Research and practice]. México: Manual Moderno]. The results show that the social workers surveyed experience moderate levels of job satisfaction (M?=?115.8; SD?=?21.4). The intrinsic factor that seems to have the greatest positive influence on job satisfaction is the nature of the job, while the extrinsic factors of pay, fringe benefits, and operating conditions are the ones that contribute most to job dissatisfaction, and social workers have no control over any of them.     

Graduate Education for Social Change

ABSTRACT

Is it possible to conduct an effective, progressive, and politicized program for graduate students in our contemporary conservative context? This article evaluates the outcomes over seven years of a pioneering program in Political Social Work. Based on survey data of Political Social Work alumni, it addresses four outcome measures: enrollment, satisfaction with curriculum and field opportunities, job and career development, and persistence of political ideology and practice. While being “political” during the past decade is clearly different than it was in the 1960s, the evidence proposes that political content and practice can have a significant place in both social work education and the field. More specifically, the study demonstrates that politicized social workers in the 1990s were able after graduation to secure employment, sustain progressive values, and practice political social work.     

Further evidence on education and job satisfaction

Regression analysis of data from recent U.S. national surveys was used to estimate, for white men and women separately, the total effect of amount of education on job satisfaction and the effect net of extrinsic rewards (money, prestige, authority, and autonomy). We reasoned that education which does not lead to extrinsic rewards would lead to dissatisfaction with work by producing unfulfilled expectations and aspirations, and thus we hypothesized that the estimated effect of education on job satisfaction net of extrinsic rewards would be negative. The hypothesis was not supported for women and was only weakly supported for men, and thus the findings of this study do not suggest that any increase in overeducated workers will have a major negative impact on job satisfaction., The indicated total effect of education is positive for both sexes but is considerably stronger for women than for men.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.     

Job satisfaction among control room operators of electrical systems

Shift workers from control centers of electrical systems are a group that has received little attention in Brazil. This study aimed to compare workers' job satisfaction at five control centers of a Brazilian company electrical system, and according to their job titles. Method: The Organization Satisfaction Index (OSI) questionnaire to assess job satisfaction was used. ANOVA was used to compare OSI means, according to job title and control center. The results showed that there is no difference in job satisfaction among job titles, but a significant difference was found according to the control center. A single organizational culture cannot be applied to several branches. It is required to implement actions that would result in job satisfaction improvements among workers of all studied control rooms centers. The high level of education of operators working in all centers might have contributed to the similar values of perceived satisfaction among distinct job titles.     

Predicting job satisfaction of mental health peer support workers (PSWs)

ABSTRACT

The Mental Health Recovery Model is an empowering service philosophy which has been transforming the field of mental health. An important service approach to actualizing this model is hiring peer support workers (PSWs) who are peers advanced in recovery and employed to assist other peers in their recovery process. This study reports on factors hypothesized to affect PSW job satisfaction. Using multiple regression analyses, organizational culture and relationship with peers predicted 29% of job satisfaction. Based on these findings, suggestions are offered to assist social work administrators in effectively integrating and supporting PSWs in the workplace.     

Job insecurity and coworker support among U.S. Workers

Abstract

The negative outcomes associated with job insecurity have been well established in the literature. Yet, scholars know very little about how job insecurity is related to coworker relationships in the workplace. Informed by the life stress perspective, this study examines the relationship between job insecurity and coworker support among U.S. workers. It also considers whether relationships diverge by gender. We use data from a nationally representative sample of U.S. workers (N?=?2,822) to examine these relationships. The results showed that job insecurity was negatively related to coworker support among both men and women, with no evidence of gender disparities. Altogether, the findings suggest job insecurity is damaging to the workplace environment, creating barriers to supportive coworker relationships among both men and women.     

‘Something to Deal With’: Customer Sexual Harassment and Women's Retail Service Work in Canada

While sexual harassment in the workplace has been extensively researched over the past two decades, the majority of studies have focused on employer–employee or co-worker relationships. In contrast, the issue of ‘customer sexual harassment’ (i.e. the sexual harassment of employees by customers) has been less explicitly explored. This paper examines customer sexual harassment in the Canadian context, drawing on a study of 63 female retail service workers and 20 security workers. It focuses on the nature, prevalence, and consequences of this form of harassment for women who work in various jobs in retail sales (e.g. flower shops, book shops). Findings from the study suggest that customer sexual harassment is a significant problem. Not only have a majority of women been sexually harassed by customers in their current job, but they appear to be highly constrained in dealing with such behaviour. To the extent that the work environment privileges the customer, through its emphasis on customer satisfaction, women are reluctant to confront harassers and may engage in behaviours (e.g. avoiding male customers, being less friendly) which potentially impact their performance on the job. The paper examines the dilemmas facing female workers and the policy issues raised.     

Job satisfaction in social services in Crete,Greece: social workers’ views

This research-based article presents the results of a study examining job satisfaction among social workers in public social services in Crete, Greece. It focuses on their overall job satisfaction, as well as on their satisfaction or dissatisfaction with intrinsic, extrinsic and organisational work aspects. The results of this study suggest that while respondents experienced a quite high level of overall satisfaction with their job, other indicators of job satisfaction showed that the level of job satisfaction was not so high. The main sources of respondents’ satisfaction were intrinsic work aspects while the main sources of dissatisfaction were organisational and extrinsic work aspects. Respondents’ job satisfaction was found to be significantly correlated with: the years of unemployment before respondents first worked as social workers, the number of social workers working in the organisation, and their intention to leave or change their present job.

     

The Lifestyle, Commitment and Satisfaction among Male Workers in Tokyo

Abstract  This study examines the relationship between workers' lifestyle, organizational commitment, and satisfaction. First, this study describes the lifestyle, i.e. cluster of value orientations, of male workers in Tokyo. The sample of this study is 2,003 regular male private firm employees and public (government) employees aged 20-54 living in the Tokyo metropolitan areas. We measure attitudes of workers toward work and the place of work. The 33 measures of attitudes are analyzed by means of cluster analysis to construct typologies of lifestyle of workers. We obtained three clusters: cluster 1 (career-oriented generalists, i.e., company man), cluster 2 (stability-oriented family man), and cluster 3 (work-oriented specialist). Second, we found demographic differences among the three clusters. Workers in cluster 1 tend to be older. to be more university educated, to obtain higher income, and to have higher positions at their current job. Workers in cluster 2 are more likely to be young, to graduate from senior high school, and to be in the middle-income group. Workers in cluster 3 tend to graduate from special training school or university and to be in lower-income group. Finally, we found differences in organizational commitment and job satisfaction among the three clusters. Workers in cluster 2 are more likely than are those in the other two clusters to be dissatisfied with their current job. to have a lower level of identification with their current firm, and consequently to have a greater propensity to leave their present company.     

Workplace support, role overload, and job satisfaction of direct care workers in assisted living

This study aims to enhance our understanding of job satisfaction of direct care workers in assisted living facilities. Low job satisfaction is related to high turnover rates and lower quality of care in assisted living. We integrate two theories of job satisfaction to investigate relationships among workplace support, role overload, and job satisfaction. Data are from a survey of 984 direct care workers in 108 assisted living facilities. Results from multilevel hierarchical linear models (HLM) indicate that job satisfaction varies both within and among facilities. Job satisfaction is negatively associated with role overload, and it is positively associated with institutional support, supervisor instrumental and emotional support, and coworker emotional support. These workplace support measures and role overload are separately and independently associated with job satisfaction. Enhancing job satisfaction of assisted living direct care workers will likely require a multipronged approach that includes improving institutional, supervisor, and coworker support while simultaneously directly addressing role overload.     

Validation of the Four-Dimensional Connectedness Scale in a Multisample Volunteer Study: A Distinct Construct from Work Engagement and Organisational Commitment

This study examines the psychometric properties of a new self-report instrument to measure organisational connectedness (The Four-Dimensional Connectedness Scale; 4DCS) in two volunteer samples: state emergency service volunteers and volunteer ambulance workers. Confirmatory factor analyses in both studies supported the proposed four-factor structure of the 4DCS (other workers, recipients, task and values). In addition, confirmatory factor analyses showed that connectedness, commitment and engagement were separate constructs??a three-factor model with a Connectedness factor, a Commitment factor and an Engagement factor fitted best to the data. Moreover, hierarchical multiple regression analyses revealed that connectedness and engagement each shared unique variance with job satisfaction and intention to continue. The results confirm the factorial, discriminant and predictive validity of connectedness relative to engagement and commitment. It is concluded that the 4DCS has acceptable psychometric properties and that the instrument can be used to study volunteer wellbeing.     

THE EFFECTS OF MACROECONOMIC CONDITIONS AT GRADUATION ON OVEREDUCATION

This article shows that unfavorable economic conditions at graduation decrease the likelihood of a good job‐worker match over a worker's subsequent career. Mismatch is quantified in terms of overeducation by both industry and occupation. The German Socio‐Economic Panel and region‐level unemployment rates from 1994 to 2012 are used. Instrumental variables estimates account for endogenous graduation timing. A single percentage point increase in regional unemployment causes an increase in the probability of overeducation of 1.6–1.7 percentage points for university graduates. Effects for technical tertiary education and apprenticeship graduates are smaller. Labor market entry conditions affect workers for up to 9 years after graduation. (JEL J23, J22, E32, I23)