Whether Professional Training Matters: Attitudinal Antecedents to the Turnover Intentions of Social Workers in Guangzhou,China

This study aims to identify whether the professional training of social workers has an effect on the attitudinal antecedents of turnover intention. This study investigated 395 trained and 353 non-trained social workers from the Integrated Family Service Centers in Guangzhou, China. It was found that professional education did not significantly alter the attitudinal antecedents to turnover intention. In both groups, a higher feeling of burnout or a lower level of organizational commitment produced a higher intention of turnover. Furthermore, the significant influences of burnout and organizational commitment were found to be respectively mediated by job satisfaction with professional association or job satisfaction with organizational environment. This study not only provides insights into the stabilization of the emerging workforce of Chinese social workers, but also poses serious questions about social work education.     

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.     

在理念与现实之间——当代中国法治化进程中体制内法治工作者职业倦怠研究

本文以社会认知论为理论框架,采用量化方法研究了体制内法治工作者的职业倦怠及其影响因素,结果表明,该群体总体上存在较高水平的职业倦怠。进一步的分析表明,法治理念水平、对法治建设前景的信心、实际工作法治化程度等因素均对该群体的职业倦怠影响显著。尤其是三个变量两两之间的交互项偏回归系数在统计上的显著更值得关注,表明理念、期待与现实之间的冲突导致的认知失调和心理落差是引发体制内法治工作者职业倦怠不可忽视的重要因素。本研究从科层体制内部为理解当代中国法治化进程提供了一些线索。     

Job Satisfaction Among Volunteers With Personal Cancer Experience

ABSTRACT

This study explored job satisfaction among 753 cancer-experienced volunteers from hospital, palliative care, and community-based oncology settings in nine provinces across Canada. Based on a conceptual framework including three components of volunteering—antecedents, experiences, and consequences—a mixed-methods design to explore job satisfaction was used. Findings from the quantitative and qualitative inquiries indicated that the level of job satisfaction was high and stress was not reported as a major concern. The four themes related to job satisfaction from the volunteers’ responses included learning, personal growth, challenge, and giving back related to their own experience with cancer. Future research should further investigate the important role of job satisfaction for social service professionals for training, marketing, and recruiting, plus the need to explore supports to sustain oncology volunteers in this most challenging environment.     

The Effect of the Mobbing on Organizational Commitment in the Hospital Setting: A Field Study

ABSTRACT

Mobbing includes any kind of systematic behaviors, such as threats, humiliation, and violence, committed by an employee against his or her colleagues, subordinates, or managers. In recent years, reoccurring and persistent mobbing behaviors that result in a power imbalance between harasser and victim are increasing. These unethical behaviors can affect organizational commitment, employee efficiency, motivation, job satisfaction, and potential staff burnout. To measure this concept a questionnaire was given to 320 administrative staff in a university hospital in Ankara, Turkey. Significance was noted between mobbing and affective responses and continuance of employment. In addition, findings support that the majority of the respondents (79%) reported experiencing mobbing and of these 32% reported that these behaviors continued for a duration of 2–5 years. Reasons for these types of behaviors in the work environment included: job stress, administrative/supervisor/management problems, and work performance. The majority of the respondents who were victims did nothing in response. In closing, a correlation analysis was conducted to specifically address the relationship between mobbing and organizational commitment and no significant relationship was found. Reasons for these responses are discussed along with suggestions and practice implications.     

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.     

Challenges to Treating the Elderly Latino Substance Abuser

Summary

The Friendly Companion Program was initiated in May of 1999 to enhance social support for VAMC Northport Nursing Home residents who have infrequent or no visitation by family, friends, or significant others. Friendly Companions are adult and youth volunteers who make a commitment to visit residents on a regular basis. The resulting relationship appears to stimulate increased social interaction and maximize quality of life for nursing home residents. The program is considered part of the overall patient clinical care with multi-disciplinary involvement for volunteer training, patient referral, and evaluation by staff and patients. Social Work Performance Improvement measures and outcomes are discussed.     

Professional Dissonance

Abstract

Social workers in mental health face a complex climate where they encounter value-laden intervention choices daily. Examples of these choices may include deciding to initiate treatment in spite of a client's wishes to the contrary, making a decision to break confidentiality, feeling pressured to diagnose a client with a reimbursable condition despite a treatment philosophy that may be to the contrary, or feeling the need to “pick and choose” therapy topics in light of severe shortages in benefit coverage. These and other scenarios put social work clinicians at risk for professional dissonance or what has been called a feeling of discomfort arising from the conflict between professional values and expected or required job tasks. The current article explores professional dissonance as a pertinent concept for social work in general, and mental health social work in particular. The theory base of the concept is explored as well as its utility for understanding burn-out in a deeper way.     

A further examination of antecedents of correctional staff life satisfaction

Working in corrections is not only a demanding job, but a socially important one. While a growing number of studies have examined how the work environment impacts the job stress, job satisfaction, and organizational commitment of staff, very few studies have examined how working in corrections impacts the life satisfaction of workers. The current study utilized OLS regression to examine the antecedents of life satisfaction among staff at a Midwestern private prison. Job satisfaction had a positive relationship with life satisfaction, while age, work on family conflict, family on work conflict, and job involvement all had statistically significant negative effects. Finally, perceptions of the level of financial rewards, job stress, organizational commitment, gender, race, educational level, tenure, supervisory status, position, marital status, and having children, all had non-significant associations with overall satisfaction with life.     

Assessing low‐income African‐American pre‐schoolers' behaviour problems in relationship to community violence,inter‐partner conflict,parenting, informal social support and social skills

This study examined the relations among community violence exposure, inter‐partner conflict and informal social support and the behaviour problems of pre‐schoolers, and explored how mothers' parenting skills and children's social skills may mediate the child outcomes associated with such exposure. Participants were 185 African‐American mothers and female caregivers of Head Start children who completed study measures in a structured interview. Path analyses revealed that greater inter‐partner conflict was associated with more internalizing and externalizing child behaviour problems. Positive parenting was associated with fewer internalizing and externalizing behaviours. Higher levels of child social skills were associated with fewer internalizing and externalizing behaviour problems. Child social skills fully mediated the relationship between community violence and externalizing behaviours as well as between informal support and externalizing behaviours. Social skills partially mediated the relationships between positive parenting and externalizing behaviours. No mediating effect was found on the relationships between inter‐partner conflict and child behaviour problems. Implications of the findings for intervention and future research are discussed.     

Working in Multidisciplinary Community Mental Health Teams: The Impact on Social Workers and Health Professionals of Integrated Mental Health Care

Correspondence to Professor John Carpenter, Centre for Applied Social Studies, University of Durham, Elvet Riverside II, Durham DH1 3JT, UK. E-mail: J.S.W.Carpenter{at}dur.ac.uk Summary This study investigated the relationships between the organizationof community mental health services and professional and teamidentification, team functioning and the psychological well-beingand job satisfaction of staff working in multidisciplinary communitymental health teams (CMHTs). Staff in four districts in theNorth of England completed anonymous questionnaires on two occasions,twelve months apart. There were systematic differences in teamfunctioning, favouring teams in districts where mental healthand social care services were integrated. However, service organizationhad no evident impact on professional or team identificationor on outcomes for staff in terms of stress or job satisfaction.There were differences between social workers (n = 31) and healthservice professionals (n = 82) indicating that social workershad poorer perceptions of team functioning and experienced higherlevels of role conflict. Controlling for other factors includingthe study districts, role conflict was a significant predictorof stress and of job dissatisfaction, while role clarity promotedjob satisfaction. We conclude that support and supervision aimedat ensuring a social work contribution to multidisciplinaryworking should be provided in the course of establishing CMHTsand integrated health and social care services.     

Compassion Satisfaction Among Social Work Practitioners: The Role of Work–Life Balance

Abstract

Previous research has established that social work practitioners are especially vulnerable to work-related psychological distress and burnout due to the high-stress nature of the profession, yet less research has focused on examining factors are associated with social worker retention. Emerging research on compassion satisfaction suggests that this factor could mitigate professional burnout, yet there is a gap in research focusing explicitly on examining compassion satisfaction among social workers. To address this gap in knowledge, this quantitative study collected survey data on practicing social workers who were alumni from a large southeastern university (n?=?120) to examine individual and organizational factors associated with compassion satisfaction. Multiple regression analyses revealed that higher levels of emotional intelligence, perceived work autonomy, and perceived work–life balance were associated with an increase in compassion satisfaction among experienced, licensed social work practitioners. Findings have implications for how social work employers can promote compassion satisfaction through cultivating emotional intelligence among practitioners, allowing social workers autonomy in decision making, and providing supportive work environments. Recommended directions for future research include longitudinal studies with large sample sizes that expound research on compassion satisfaction by examining the role of additional factors, such as client population, job role characteristics, and supervisor support.     

The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

Professional Identity,Job Satisfaction,and Retention of Licensed Social Workers in Korea

This paper reports the results from a survey of 735 social workers in South Korea on their professional identity as a social worker, job satisfaction, and intention to leave the profession. The overall result shows that there was a high level of job satisfaction. Social workers' intention to leave the profession was significantly related to their integrated feelings of professional identity. This relationship was partially mediated by job satisfaction. Social workers' sense of professional identity can be tapped to help social workers feel adequate to carry out their professional responsibility. Boundaries of their practice should be well defined.     

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

ABSTRACT

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.     

Testing a “Push–Pull” theory of work commitment among organizational professionals

Writers have suggested that the current trend toward decreased job security requires employees to commit more strongly to newly “professionalized” occupations to compensate for social and resource support no longer received from their employers. And it has sometimes been implied that such a shift toward increased professional commitment will arise naturally as organizational commitment is whittled away by perceived job insecurity. We propose that job insecurity does not automatically push the employee toward professional commitment, but rather that such commitment stems from the pull of perceived occupational professionalization. We construct a nonrecursive model proposing relationships between job insecurity, perceived professionalization, and both organizational and professional commitment. This model is supported (using structural equation modeling) in a study of 622 employees in 3 occupations: corporate law, human resource management, and computer programming, all of which can be considered professions or semiprofessions. Finally, we suggest how occupations can be fashioned better to support employees when faced with job insecurity and job loss.     

Job‐related stress,social support,and work–family conflict among Mexican workers in a multinational company: A case study of a Korean‐owned,US‐branded former “sweatshop” in Mexico

Due to globalization and outsourcing of commodity production, an estimated 60 million workers are employed in the garment industry by multinational corporations, yet relatively little is known about the work–family tensions experienced by these workers. Building on role stress and job demands–resources theories, this study employed mixed methods to examine job stressors, support, and work–family conflict (WFC) in a sample of 168 Mexican workers in a multinational factory, a rarely studied and underserved population. As hypothesized, results of hierarchical regression analyses indicated that workers experienced high job stress and WFC. Social support from spouses, family, and friends increased the positive association between job stress and WFC, suggesting that culturally relevant obligations increased WFC. This study highlights the need for multinational corporations to implement culturally adaptive, family‐friendly policies. Implications for social workers in multinational work organizations and for future research are discussed.     

Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers

The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-to-work conflict and psychological strain. These findings contribute significantly to the social work literature on work–family interface and confirm the importance of developing and targeting not only strategies that aim to reduce work–family conflict, but also those that aim to increase job satisfaction among social workers.     

The Compassion Fatigue Scale: Its Use With Social Workers Following Urban Disaster

OBJECTIVE: The present study has two goals: to assess the difference between secondary trauma and job burnout and to examine the utility of secondary trauma in predicting psychological distress. METHOD: The data come from a survey of social workers (N = 236) living in New York City 20 months following the September 11 terrorist attacks on the World Trade Center (WTC). RESULTS: Social workers' involvement in WTC recovery efforts is related to secondary trauma but not burnout. Analyses also reveal that both secondary trauma and burnout are related to psychological distress after controlling for other risk factors. CONCLUSION: This study supports the importance of compassion fatigue as a risk factor for social workers counseling traumatized clients and its association with psychological problems.     

IX. Children referred by the schools to the Worcester child guidance clinic 1

Abstract

The level of job rewards for social workers has been correlated with the quality of service to clients. A purposive quota sample of 127 Licensed Independent Clinical Social Workers in Massachusetts employed in three settings completed the Job Role Quality Scale. Respondents found Decision Authority, Flexibility, and Impact (sense of helping others) most rewarding. Private practitioners reported a significantly higher level of reward than respondents in public and private agencies. Administrative interventions directed toward increasing job rewards and decreasing job concerns, may reduce social work staff turnover and enhance the quality of service to clients.