Predicting engagement in a transition to parenthood program for couples

Fostering participant engagement is a challenging but essential component of effective prevention programs. To better understand which factors influence engagement, this study examines several predictors of couple engagement in Family Foundations (FF), a preventive intervention for first-time parents shown to enhance parent mental health, couple relations, parenting quality, and child adjustment through age 3 years. FF consists of a series of classes delivered through childbirth education departments at local hospitals. Baseline data on socio-demographics, parent mental health, and couple relationship quality were examined as predictors of participants’ level of engagement in FF (n = 89 couples, 178 individuals). Sociodemographic variables such as parent gender, socioeconomic status, and age predicted program engagement to a limited extent. However, findings indicated that marital status was the best predictor of engagement. Discussion focuses on how findings can inform the development of practices that promote engagement, such as the use of targeted outreach efforts for individuals most at risk of disengagement.     

Retention Is Not an Abstract Notion: The Effect of Wages and Caretaking

ABSTRACT

Understanding retention in any profession is dependent on thorough workforce studies. Here, wages and caretaking, and the interaction of the two, were examined to understand retention of social workers. Respondents were 785 Master of social work alumni from the mid-South. Differences among three groups were studied: those working, those who have left the workforce, and those who had left but may return. Of the respondents, 92% thought an above average income was important; 48% of households included children; and 21% reported caretaking others. Wage was not a reason to leave social work but caretaking was. Moreover, caretaking and financial responsibility may be a reason not to return.     

Retaining clients in an outcome monitoring evaluation study: HIV prevention efforts in community settings

The Centers for Disease Control and Prevention (CDC), Division of HIV/AIDS Prevention (DHAP) conducted outcome monitoring studies on evidence-based interventions (EBIs) provided by CDC-funded community-based organizations (CBOs). Critical to the success of outcome monitoring was the ability of CBOs to recruit and retain clients in evaluation studies. Two EBIs, Video Opportunities for Innovative Condom Education and Safer Sex (VOICES/VOCES) and Healthy Relationships, were evaluated using repeated measure studies, which require robust follow-up retention rates to increase the validity and usefulness of the findings. The retention rates were high for both VOICES/VOCES CBOs (95.8% at 30 days and 91.1% at 120 days), and Healthy Relationships CBOs (89.5% at 90 days and 83.5% at 180 days). This paper presents an overview of the retention of clients, challenges to follow-up, and strategies developed by CBOs to achieve high retention rates. These strategies and rates are discussed within the context of the CBOs’ target populations and communities.     

An Empirical Investigation of Web Site Use Using a Commitment‐Based Model

Companies throughout industry are interested in retaining existing customers, because customers' continuous consumption of products and services is critical to the long‐term value propositions of most organizations. Thus, decision‐making strategies that promote continuous use and customer retention are of research interest, both theoretically and practically. In the present research, we investigate one important area of continuous usage, that of Web site use. In particular, we use several theories of commitment to understand how an individual's decision to continue to use a Web site is influenced by his or her commitment toward that Web site and the vendor that supports it. Results derived from data collected from 335 users of a variety of Web sites indicated that affective commitment, calculative commitment, quality of alternatives, and trust were significantly associated with an individual's behavioral intention to continue to use a Web site. Implications for customer retention and decision‐making strategies are discussed.     

A recent look at the factors influencing workforce retention in public child welfare

Consistency of services to children and their families continues to be an ongoing problem in public child welfare agencies. Worker turnover is high, thus affecting the availability of a well trained, experienced workforce. It is critical that we continue to explore the factors associated with worker turnover and retention in public child welfare agencies. Such knowledge will allow us to determine the needs of workers, administrators, and the agency in general, in an effort to create an environment that will result in worker retention, and a better quality of services. Children and their families will be major benefactors of such knowledge as the consistency and quality of services will be enhanced. Existing research has found that outcomes for families and children are affected by the workload and training of frontline workers, and organizational characteristics (GAO, 2003, NASW, 2004, and Milner, 2003). This study describes personal and organizational factors relative to worker retention for public child welfare workers in the northwest corridor of Georgia.     

Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements

High-Performance Work Systems (HPWS) are commonly related to higher rates of employee retention. However, variations in such rates arising from differences in workforce gender composition have hardly been studied, so the aim here is to address these issues based on a sample of British workplaces. It is hypothesized that HPWS have reduced retention outcomes in highly feminized workplaces as compared to less feminized ones. An exploration is also made of how HPWS operate in conjunction with the provision of Flexible Work Arrangements (FWAs) to affect retention across both types of workplaces. The results suggest that workforce gender composition does indeed matter when it comes to the relationship between HPWS and retention. Contrary to expectations, the provision of FWAs alongside HPWS appears to be a less-than-optimal approach to retain employees, particularly in highly feminized workplaces.     

心理机制和外语词汇教学

本文分别就信息的铭记、储备和提取三个过程 ,运用语言的心理机制和心理词汇方面的相关知识和理论 ,结合大学英语的教学实际 ,探讨了外语工作者如何在外语教学中帮助学生加强记忆、增加心理词汇、提高外语水平     

Should I stay or should I go? A mixed methods study examining the factors influencing foster parents' decisions to continue or discontinue providing foster care

The recent economic recession has resulted in dramatic cuts to child welfare programs and services. Licensed foster homes represent an essential component of the child welfare system as these families provide for the care and safety of children during times when their own families are not able to do so. Despite the important role foster parents serve, little attention has been given to understand what impacts their decision about whether to continue fostering. This is especially important when considering the context of recent economic stressors on families and on the systems on which families rely. The purpose of this study was to understand what factors impact a parent's likelihood of continuing fostering. To accomplish this objective, a mixed methods concurrent triangulation design was conducted by sending an online survey to foster parents in one state located in the southwest. Findings based on this sample of 649 foster parents suggest foster families' intentions to continue fostering are positively impacted by their own intrinsic rewards and motivations, satisfaction with fostering, locus of control, and level of emotional and practical supports. Reduction in reimbursement rates, decreases in the amount of quality services available for foster children and for foster families, difficulty navigating the system, and individual-level family changes were cited as reasons foster parents would consider discontinuing fostering. Open-ended responses offer increased understanding about how these factors are perceived by respondents to impact their ability to continue to provide for our nation's most vulnerable children.     

Professional development opportunities as retention incentives in child welfare

This study examined the career paths of 415 Title IV-E MSW graduates in one state retrospectively over 180 months post-graduation to discover factors that could be important in affecting retention in public child welfare agencies. The Title IV-E educational program is designed to be a retention strategy at the same time as it is a professionalization strategy. We surmised that perceived organizational support (POS) contributes to retention by acknowledging the workers' needs for career development support. The median survival time for these child welfare social workers was 43 months for the first job and 168 months for the entire child welfare career. The initial analysis showed steep drops in retention occurred at 24–36 months post-graduation, approximately at the end of the Title IV-E work obligation. Upon further examination, Kaplan–Meier tests showed organizational factors relevant to workers' professional career development predicted retention. Having access to continuing education and agency-supported case-focused supervision for licensure were correlated with retention at the 24–36 month post-graduation mark. At 72 months post-graduation, promotion to supervisor was a significant factor found to encourage retention. Being a field instructor for MSW students and being promoted to a managerial position were not significantly related to retention.     

A SWOT analysis of social work education in Canada

This paper draws upon the research carried out for a study of human resource needs of social workers in Canada to make a SWOT analysis of social work education and the profession. Strengths that were identified included a holistic practice orientation; the linkage between theory and practice; regulation and certification; a generalist approach to practice; increased cultural relevance of social work education; high quality social work programs; a continued demand for social workers; and the values of the profession. Weaknesses included a lack of professional identification, or identity crisis; an inability to promote the profession; the diffuse knowledge base of the profession; conflict between the values of social action and social control; a lack of preparation to manage the stress of our work; insufficient aboriginal, visible minority and multicultural members of the profession; and for aboriginal people, that social work can be seen as a residual effect of colonization. Threats to the profession included a trend to neoliberalism; increasing identification of social workers with the bureaucracy; increasing managerialization; increased community responsibility for service delivery; and interdisciplinarity. Opportunities identified included design of cost effective programs which meet service user needs; exercise of responsibility for social advocacy; development of managerial competence in social workers; extension of job opportunities through privatization; and articulation of social work competencies.