Improving the working environment for workers in children's welfare agencies

The working environment and workplace ecology of children's welfare agencies is important to the quality of their service provision. In the past, restructuring and professional development and training have been standard responses to changing needs and demands on children's services but have generally failed to improve the working environment. This research argues that concrete strategies can be developed from a detailed understanding of significant factors impacting on workers' satisfaction and morale. The specific stresses and rewards impacting on workers in three children's welfare services in Australia were investigated over a 12-month period to obtain preliminary information for the formulation of strategies likely to improve satisfaction and morale. The participating organizations were of different size, organizational structure, responsibilities and philosophy. Most factors identified in the study applied across the different organizations. Using a combination of journal writing, recording of critical incidents, relationship mapping and workshops, child welfare workers documented their day-to-day work experiences, outstanding events and networking activities. The narrative data were analysed using force field analysis and quasi-stationary equilibrium analysis based on a categorical framework of individual, team, organizational and political factors. Job satisfaction was strongly linked to intrinsic aspects of the work itself, that is, achieving outcomes for clients. Dissatisfaction with the job was strongly linked to organizational constraints, and strong team identification counterbalanced constraints. Largely unmentioned were political issues, professional practices and ideological and religious beliefs that undoubtedly impacted on practice. This research suggests some concrete steps to enhancing the quality of workplaces in children's welfare services.     

Child welfare workers who are exhausted yet satisfied with their jobs: how do they do it?

In response to a study of Canadian child welfare workers that unexpectedly found participants scoring high on a measure of emotional exhaustion (burnout) and, at the same time, high on overall job satisfaction, this paper reviews research that has investigated these constructs in the social work literature as well as in selected studies from sociology, social psychology, management and women’s studies. The review reveals that some previous studies also report the coexistence of high levels of emotional exhaustion and strong job satisfaction in child welfare and social worker samples. Several studies have suggested that individual characteristics, including finding reward in helping others, having a commitment to the mandate of child welfare and believing that one’s labour is ‘making a difference’, contribute to satisfaction with child welfare work in spite of work overload and emotional exhaustion. Attributions regarding causes of exhaustion, coping strategies and goal orientation may also attenuate the expected negative effects of emotional exhaustion. Considerable evidence supports the positive influence of variables organizational managers can control, including job autonomy, supportive supervisors, workload, promotional opportunities and perception of personal safety. The degree to which this phenomenon is associated with female socialization and the ‘ethic of care’ underlying social work is discussed. Implications for child welfare research, practice and policy are offered.     

Commitment of Private and Public Agency Workers to Child Welfare: How Long Do They Plan to Stay?

ABSTRACT

Method: Child welfare professionals completing training to work in foster care were asked about reasons for taking their child welfare position, commitment to their agencies, and commitment to child welfare. Analyses compared responses from new public agency foster care workers (N = 100), public agency workers making lateral transfers to foster care (N = 64), and new private foster care workers (N = 105).

Results: Private agency foster care workers were less committed to their agencies and to child welfare and more likely to have taken the position because it was the only one available.

Conclusions: The practice by public child welfare of outsourcing foster care services to private agencies needs to be evaluated. This practice may not benefit children in care and may create organizational problems for agencies.     

Intention to Leave the Profession: Welfare Social Workers Compared to Health Care and Community Social Workers in Israel

ABSTRACT

This study aimed to compare specific work related-factors (personal factor: length of work experience; structural factors: personal subjection to violence and fear of being subjected to violence; and psychological factors: professional quality of life—compassion satisfaction, burnout, and compassion fatigue) between welfare social workers (SWs) (n = 200) and health care and community SWs (n = 173). Furthermore, since the issue of turnover among SWs has important implications for the provision and programming of social services, the study also aimed to assess the relationship between these factors and SW intention to leave the profession. For the purpose of this study, online questionnaires were distributed to SWs working at social agencies and services. The findings suggest that the two categories of SWs showed a similarity with regard to the association between the personal and structural factors and intention to leave the profession. However, with regard to the psychological factors, the components of professional quality of life were found to operate differently in each category of SWs. It is suggested that future research examine other work-related factors and explore the intention to leave the profession among other social work specializations and employment sectors.     

Predictors of Child Welfare Worker Retention and Performance

Abstract

Using administrative records, this paper tracks for up to four years using Cox survival methods the retention of 839 public child welfare workers who began child welfare work in 1999. It also examines, using ordinal logistic regression, supervisory performance evaluations of 382 of these workers. Participation in a IV-E-funded social work educational program predicted better retention. In particular, risk of termination decreased by 52% during the mandated contractual employment period in which the educational stipend was “worked off”. Other predictors of longer retention included prior non-child welfare employment at the public agency and working in the state office setting. Temporary job classification predicted higher risk of termination. With temporary classifications excluded, female gender predicted better retention. In exploratory Cox frailty regressions, neither county of employment nor supervisor explained significant variance in retention. Involvement with the IV-E funded social work program was not associated significantly with supervisory ratings. Regression analyses revealed an association between an ethnic group's representation in the population of child welfare workers and supervisory evaluation; the greater that representation, the higher the overall evaluation for the group.     

Support in the Workplace: Buffering the Deleterious Effects of Work–Family Conflict on Child Welfare Workers’ Well-Being and Job Burnout

ABSTRACT

We examined the impact of work–family conflict (WFC) on worker well-being and job burnout, as well as the role of social support in the workplace as a potential buffer against the influence of WFC. Results of hierarchical multiple regression analyses in a cross-sectional sample of 361 public child welfare workers indicate that WFC was related to reduced well-being and increased job burnout, whereas supervisory support moderated the relationship between WFC and well-being. Findings from this study hold implications to workforce management practices aimed at improving worker well-being in human service and child welfare organizations. Human resource management policies designed to manage worker schedules should aim to facilitate workers’ ability to meet work and family demands through programs such as flexible work schedules and telecommuting. Recommendations for future research on WFC and worker well-being are discussed.     

The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit

ABSTRACT

Job burnout is prevalent in child welfare with turnover rates estimated between 20% and 40% nationwide. Although effective leadership has been shown to facilitate positive job attitudes and low job burnout in many industries, including healthcare organizations, limited research exists examining whether transformational leadership affects job burnout and job attitudes among child protective services (CPS) case managers. Moreover, no research exists examining whether job burnout mediates the relationships between transformational leadership and job attitudes. This study was designed to examine the relationships between transformational leadership, job burnout, and job attitudes among CPS case managers and whether job burnout mediates those relationships. Bass's theory of transformational leadership and Maslach's theory of job burnout provided the theoretical frameworks for this study. In this nonexperimental study, 197 CPS case managers (83% women) participated by completing an online survey. Results indicated that transformational leadership and job burnout correlated with each other and with job attitudes as hypothesized, and job burnout partially mediated the relationships between transformational leadership and the criterion variables. Our findings suggest that child welfare organizations should hire and/or train transformational leaders to reduce job burnout and increase job attitudes among CPS case managers. Directions for future research are discussed.     

United we stand? Collaboration as a means for identifying children and adolescents at risk

The study describes collaborative involvement of child welfare agencies in Sweden with mandated reporters and analyses the association between socioeconomic and demographic factors as well as collaborative involvement on referral rates. The empirical material consists of data collected on location in 100 Swedish child welfare agencies, augmented with register data. The study shows that: (i) collaboration is common in the child welfare field, (ii) structural factors moderately predict municipal variations in child welfare referrals and (iii) most importantly, that collaboration on the aggregate level seems to serve as a marginal, or even counter-productive, measure in identifying children and adolescents at risk. The results are particularly discussed in the context of policy principles in Swedish child welfare, i.e. collaboration as a statutory requirement for child welfare agencies and the official notion of collaboration as an important means to facilitate early interventions.     

Sinking,swimming and sailing: experiences of job satisfaction and emotional exhaustion in child welfare employees

The authors conducted a mixed‐method study after a previous study of child welfare employees revealed a subgroup exhibiting surprisingly high levels of both emotional exhaustion (EE) and job satisfaction (JS). This subgroup included direct service workers, supervisors and managers. As these findings appeared to conflict with previous studies, we re‐reviewed the literature and undertook the current study to account for the co‐existence of EE and JS. We explored and compared this subgroup with two others: workers who found their work satisfying without experiencing high levels of EE and those whose high levels of EE were associated with low JS. Using a survey that included several standardized measures with 226 employees and semi‐structured interviews with a criteria‐based subsample of 25, we explored the role that personality, career expectations, coping styles, stage of life, education, gender and social networks play in outcomes for individual employees. Analyses of quantitative and qualitative data yielded a profile for each subgroup, offering insights into the subjective experiences of workers within individual, social and organizational contexts. These findings have implications for recruitment, training and support of child welfare workers.     

Job Satisfaction in the Workplace

This study examines the relative importance of background, perception, and organizational variables in explaining differences in job satisfaction levels of black female managers in human-service agencies. Correlational analysis revealed that nine out of twenty independent variables were significantly related to the level of job satisfaction. Multiple regression analysis revealed a six variable predictive model for job satisfaction. Implications of the findings for organizational policies and programs are discussed.     

Strategies for survival: users' experience of child welfare in three welfare regimes

This paper draws on research into child welfare services in France, Germany and England which compares the subjective experience of mothers who have been in contact with family support and child protection agencies in the three countries. The mothers' stories suggest that successful help‐achieving strategies differ according to the nature of the child welfare regime, and that behaviour which is effective in getting a good response in one country may work less well elsewhere. The stories of two mothers in each of the countries have been chosen to demonstrate how the structures of different social welfare regimes affect the efforts of welfare users to get the help they need.     

The effect of newspaper feature articles on referrals to a child guidance clinic 1

This study investigates the key factors influencing turnover intentions of social workers, adopting a comparative approach within the two patterns. Based on planned behaviors theory, the personal attitudes, subjective norms, and perceived competences of social workers were measured to predict organizational and occupational turnover intention, with controlling variables being demographic factors, work-related factors, and professional perception. It was found that social workers from Guangzhou (as “autonomous-embedded” patterns) expressed stronger intention to leave their current organizations than did their counterparts in Beijing (as “dependent-embedded” patterns), and their attitudes played a salient role in the prediction of organizational or occupational turnover intention. However, personal attitude was not a determinant of either organizational or occupational turnover intention in Beijing. This research sheds light on the importance of subjective norms in dependent-embedded patterns, points out the dominant role of personal belief in autonomous-embedded patterns, and highlights the key role of job satisfaction in the turnover process.     

Negotiating cultural values and expectations within the public child welfare system: A look at familismo and personalismo

This paper examines, from the perspective of parents and child welfare workers, how cultural values and expectations are integrated and negotiated in public child welfare cases. The study focuses on the experiences and interactions of Mexican families with the public child welfare system in Southern California. Grounded theory is used to complete the content analysis. Findings indicate that workers' efforts to provide culturally congruent services are limited by organizational structural factors. Consistent with the value of personalismo, parents stress the importance of a good relationship with their worker and the implications to their case. Specific recommendations to enhance service delivery include (1) developing services models that are informed by families served; (2) developing/providing ongoing training and evaluation to ascertain if services are in fact culturally competent; and (3) promoting a change in child welfare policy that reflects the diverse needs of families.     

Social Vulnerability to Toxic Risk

SUMMARY

A model of social vulnerability to toxic risk from fugitive chemical releases is tested in 8 southeastern U.S. states. Using structural equation modeling techniques, population density emerged as the critical factor driving exposure to toxic risk. Results indicate that: social vulnerability varies across types and sources of toxic risk; social factors, such as race, that increase risk in some circumstances may buffer risk in others; and that toxic risk has both social justice and social welfare components. Practice and research implications include the importance of community planning and economic models that enhance environmental quality and health along with economic security.     

Social Worker Supervision with Novice and Experienced Workers

ABSTRACT

This empirical study compares the perceptions of social work supervisors about the needs of novice and experienced social work supervisees. The respondents, 211 supervisors in public welfare agencies in Israel, provided novice workers more supervisory time in 6 of the 8 content areas examined: administrative matters; inspection and control; inter-organizational communication; client issues; job-related tensions; and personal tensions. Projects in the community were given priority to experienced rather than novice supervisees, and professional development was regarded by the supervisors as equally important for novice and experienced workers. Comparisons were also made between the actual and preferred supervisory time allotment.     

Caregiver involvement in behavioural health services in the context of child welfare service referrals: a qualitative study

Human service agencies serve a growing number of adults with behavioural health needs. Despite these agencies' key role in identifying need and facilitating services, many individuals do not receive care or end services prematurely. Few studies have explored the experiences of families referred to behavioural health services by such agencies or the extent to which families' perceptions of service need align with those of treatment providers and frontline workers. This study presents findings from a qualitative study of caregivers involved with child welfare agencies who were referred to behavioural health services. Researchers reviewed agencies' case records and conducted in‐depth interviews with 16 caregivers, 9 child welfare caseworkers and 12 behavioural health treatment counsellors. Findings suggest that when deciding to engage in services, caregivers weigh not only their individual and family behavioural health needs but also potential agency intervention, including loss of child custody. Many professionals reported that involvement with a child welfare agency hindered the caregiver's disclosure of behavioural healthcare needs. Implications for managers and practitioners are discussed.     

Effects of Placement Changes on Health Insurance Stability Among a National Sample of Children in the Child Welfare System

ABSTRACT

Children in the child welfare system have entitlements to health insurance coverage—critical because of their considerable physical and mental health needs—based largely on their placement status. This study conducted path and transitions analyses on data from the National Survey of Child and Adolescent Well-Being (3,801 children followed-up for 3 years) to examine the interplay between placement changes and insurance stability. Children maintained in-home at Wave 1 had significantly lower odds of being insured (OR = 0.7); children transitioning from out-of-home placement to in-home care had significantly lower odds of maintaining insurance coverage (OR = 0.6). Child welfare workers working with children maintained in-home and those being reunified should safeguard the children's insurance status. Policy makers should consider extension of categorical eligibility to all children presenting to child welfare agencies in order to assure access to needed services for these vulnerable children.     

Dare to Care: Exploring the Relationships between Socio-Moral Climate,Perceived Stress,and Work Engagement in a Social Service Agency

Abstract

Human service professionals working in an interpersonal violence social service agency are at increased risk of experiencing emotional burnout, compassion fatigue, and high levels of stress, which may reduce work engagement, increase turnover, and ultimately negatively affect client outcomes. However, a positive organizational climate has the potential to buffer the negative effects of perceived stress on work engagement. Socio-moral climate is a behavioral-based organizational construct that assumes that workplace practices and procedures can impact employees’ attitudes and behaviors. This exploratory study (N?=?41) investigates the relationships between perceived stress, work engagement, and socio-moral climate in a social service agency serving survivors of interpersonal violence, comparing employees with direct interactions with clients in a shelter to those with indirect contact at a different location. Results of moderation analyses show that socio-moral climate significantly predicts higher work engagement, while perceived stress is negatively associated with work engagement; however, the interaction effect was not significant and there were no differences in perceived stress between both employees. Further research should continue to investigate the role of socio-moral climate on employee work engagement in social service agencies, which could improve the quality of services for their clients.     

Nonresidential fathers with children in foster care: A descriptive study in the United States

This study used the data from 64 nonresidential fathers who had their children placed in foster care to describe their characteristics. The survey included questions about demographic background and personal challenges, the father's involvement with his child in foster care, the father's relationship with the mother, barriers to the father's involvement, and the relationship with child welfare agencies and workers. The average age of the participants was about 39 years, and the majority of them were African American. About 70% of the fathers reported low levels of education. Almost 69% of fathers reported frequent face‐to‐face contact with their children. On average, the participants were arrested 2.6 times, and it ranged from 0 to 34. More research is necessary to learn more about these fathers, develop programs to help them become a viable source for permanency option, and become more involved in their children's lives.