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Exploring the Connections between Ch...

Bowman, Miriam Elizabeth.

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Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment./
Author:	Bowman, Miriam Elizabeth.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	204 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-12, Section: A.
Contained By:	Dissertations Abstracts International81-12A.
Subject:	Social work. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27838415
ISBN:	9798645475062

Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment.
Bowman, Miriam Elizabeth.

Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 204 p.

Source: Dissertations Abstracts International, Volume: 81-12, Section: A.

Thesis (Ph.D.)--The Catholic University of America, 2020.

This item must not be sold to any third party vendors.

The social work profession has a long tradition of involvement with the child welfare system. The very core of social work practice in child welfare lies in the relationship between the workers and the children and families served by the child welfare organizational system. Workers' organizational commitment significantly impacts workforce practices, and workers' commitment to child welfare is critical to the quality of their work and child and family outcomes. Yet, in recent years, research has revealed that workers' lack of organizational commitment poses an ongoing problem for nearly half a million children in the United States, and that workers' higher levels of burnout and role strain reduce their commitment, leading to poorer child and family outcomes; whereas workers' higher levels of agency support increase their organizational commitment, improving their retention and work efforts. However, there is a problem in how the connections between workers' burnout, role strain, and agency support have been studied and applied in practice. In research, workers' burnout, role strain, and agency support have been studied as total constructs operationalized from different variable components. Yet in practice, only the individual components have been applied for building intervention efforts to improve workers' organizational commitment, showing a gap in research, as these individual components lack empirical evidence of their individual importance to workers' organizational commitment. Therefore, the purpose of this study was to reduce this gap in research, and contribute new empirical knowledge on the relationship between the discrete components of burnout, role strain, and agency support, and the workers' organizational commitment in child welfare. Both social exchange theory and person-in-environment perspective support the direction of this study by addressing the dynamic processes that take place between workers and their agency environments in child welfare. Using the 2011 National Survey of Child and Adolescent Well-being (NSCAW-II) de-identified data from the National Data Archive on Child Abuse and Neglect (NDACAN), this author conducts secondary analysis and investigates whether workers' perceptions of individual components of burnout, role strain, and agency support, predict their organizational commitment in child welfare, when their gender, education, length of employment, and caseload size, are controlled. Results include a representative and well powered sample of N = 2346, representing 83% of workers' with complete data on their organizational commitment and consisting of primarily urban workers providing predominantly direct care services to children and families in child welfare. Applying a multiple regression analysis reveals a statistically significant model with 5 (out of 7) predictors explaining 64% of variance in workers' organizational commitment. Workers' reports on opportunities to grow and advance and on personal accomplishments were the strongest predictors, followed by workers' emotional exhaustion, agency support for staff cooperation, and role conflict. Workers' depersonalization in burnout and overload in role strain, did not predict commitment. As workers' opportunities for growth and advancement and personal accomplishment are largely within the control of the agency, findings bear important implication for practice and policy in child welfare. Other implications, study limitation, and recommendations for future research are discussed as well.

ISBN: 9798645475062Subjects--Topical Terms:

644197
Social work.
Subjects--Index Terms:

Burnout

Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment.
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100 1 $a Bowman, Miriam Elizabeth. $0 (orcid)0000-0003-2028-4031 $3 3557046
245 1 0 $a Exploring the Connections between Child Welfare Workers' Burnout, Role Strain, Support, and Organizational Commitment.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2020
300 $a 204 p.
500 $a Source: Dissertations Abstracts International, Volume: 81-12, Section: A.
500 $a Advisor: Farber, Michaela.
502 $a Thesis (Ph.D.)--The Catholic University of America, 2020.
506 $a This item must not be sold to any third party vendors.
520 $a The social work profession has a long tradition of involvement with the child welfare system. The very core of social work practice in child welfare lies in the relationship between the workers and the children and families served by the child welfare organizational system. Workers' organizational commitment significantly impacts workforce practices, and workers' commitment to child welfare is critical to the quality of their work and child and family outcomes. Yet, in recent years, research has revealed that workers' lack of organizational commitment poses an ongoing problem for nearly half a million children in the United States, and that workers' higher levels of burnout and role strain reduce their commitment, leading to poorer child and family outcomes; whereas workers' higher levels of agency support increase their organizational commitment, improving their retention and work efforts. However, there is a problem in how the connections between workers' burnout, role strain, and agency support have been studied and applied in practice. In research, workers' burnout, role strain, and agency support have been studied as total constructs operationalized from different variable components. Yet in practice, only the individual components have been applied for building intervention efforts to improve workers' organizational commitment, showing a gap in research, as these individual components lack empirical evidence of their individual importance to workers' organizational commitment. Therefore, the purpose of this study was to reduce this gap in research, and contribute new empirical knowledge on the relationship between the discrete components of burnout, role strain, and agency support, and the workers' organizational commitment in child welfare. Both social exchange theory and person-in-environment perspective support the direction of this study by addressing the dynamic processes that take place between workers and their agency environments in child welfare. Using the 2011 National Survey of Child and Adolescent Well-being (NSCAW-II) de-identified data from the National Data Archive on Child Abuse and Neglect (NDACAN), this author conducts secondary analysis and investigates whether workers' perceptions of individual components of burnout, role strain, and agency support, predict their organizational commitment in child welfare, when their gender, education, length of employment, and caseload size, are controlled. Results include a representative and well powered sample of N = 2346, representing 83% of workers' with complete data on their organizational commitment and consisting of primarily urban workers providing predominantly direct care services to children and families in child welfare. Applying a multiple regression analysis reveals a statistically significant model with 5 (out of 7) predictors explaining 64% of variance in workers' organizational commitment. Workers' reports on opportunities to grow and advance and on personal accomplishments were the strongest predictors, followed by workers' emotional exhaustion, agency support for staff cooperation, and role conflict. Workers' depersonalization in burnout and overload in role strain, did not predict commitment. As workers' opportunities for growth and advancement and personal accomplishment are largely within the control of the agency, findings bear important implication for practice and policy in child welfare. Other implications, study limitation, and recommendations for future research are discussed as well.
590 $a School code: 0043.
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653 $a Organizational commitment
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