Psychological Empowerment and Child Welfare Worker Outcomes: A Path Analysis

Lee, Joohee; Hrostowski, Susan

doi:10.1007/s10566-011-9145-7

Cited by 21 publications

(16 citation statements)

References 72 publications

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“…Where supervisors are socially and emotionally supportive to supervisees, workers' selfefficacy is related to intention to stay (Lee et al, 2011). In Cearley's (2004) study, supervisors' empowering behaviours significantly affected workers' feelings of empowerment, specifically increasing their ability to make decisions.…”

Section: Self-efficacy and Empowermentmentioning

confidence: 94%

“…The quality of supervision was consistently associated with positive worker outcomes, with a significant number of papers addressing the impact of supervision on job satisfaction (Renner et al 2009;Lee et al 2011;Barth et al, 2008;Landsman 2008;Mena and Bailey 2008). Job satisfaction coheres around the following three themes: structure, focus and frequency of supervision; task assistance (supervisor's tangible, work-related advice and instruction to a supervisee); and support to access resources for consumers.…”

Section: Job Satisfactionmentioning

confidence: 99%

See 1 more Smart Citation

The surprisingly weak evidence base for supervision: Findings from a systematic review of research in child welfare practice (2000–2012)

Carpenter¹,

Webb²,

Bostock

2013

Children and Youth Services Review

104

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Highlights This systematic review found no high quality evidence for outcomes of supervision. Study designs are weak and samples limited; supervision is rarely defined. Supervision is associated with worker satisfaction, self-efficacy and lower stress. AbstractObjective: The objective of this study is to ascertain what is known about the effectiveness and cost-effectiveness of supervision in child welfare in relation to outcomes for consumers/service users, staff and organizations.Method: This is a systematic review of the English language literature (2000)(2001)(2002)(2003)(2004)(2005)(2006)(2007)(2008)(2009)(2010)(2011)(2012). Scoping study followed by database searches of indexes and abstracts including Campbell Collaboration, CINAHL, the Cochrane Library, Medline, PsycInfo and Social Work Abstracts, journal hosts (EBSCO and IngentaConnect) plus specialist journals. Inclusion criteria: studies that reported on the associations between the provision of supervision and outcomes for service users/consumers, workers and organisations as well as intervention studies. Potentially relevant studies were independently screened by two reviewers (Stage 1) and if meeting the eligibility criteria proceed to full text review and data extraction (Stage 2). Studies were subject to critical appraisal using the Weight of Evidence approach (Stage 3). An analysis of included study characteristics is followed by a narrative synthesis of findings structured to answer the research objective.Results: 690 unique studies were identified at Stage 1, 35 proceeded to Stage 2 and, following quality appraisal, 21 were included in the review. Almost all the studies were cross-sectional, providing evidence of associations between the provision of supervision and a variety of outcomes for workers, including job satisfaction, self-efficacy and stress and for organisations, including workload management, case analysis and retention. There was only one, poorly reported, intervention study and no studies of outcomes for consumers. No economic evaluations were found. Conclusions:The evidence base for the effectiveness of supervision in child welfare is surprisingly weak. An agenda for research based on a framework for the development and evaluation of complex interventions is proposed.

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Section: Self-efficacy and Empowermentmentioning

confidence: 94%

Section: Job Satisfactionmentioning

confidence: 99%

The surprisingly weak evidence base for supervision: Findings from a systematic review of research in child welfare practice (2000–2012)

Carpenter¹,

Webb²,

Bostock

2013

Children and Youth Services Review

104

View full text Add to dashboard Cite

show abstract

“…Support from supervisors was not found to be a predictor for turnover in our study. Studies of organizational climate in child welfare show frontline supervision to be an important retention factor, ameliorating the impact of emotional exhaustion, job conflict, role ambiguity, and work-life conflict (Chen & Scannapieco, 2010;Lee, Weaver, & Hrostowski, 2011;Mor Barak, Levin, Nissly, & Lane, 2006). Hopkins, Cohen-Callow, Kim, and Hwang (2010) found stress, safety, and the consequences of inclusion in decision making were more significant in curtailing turnover than the supervision experience.…”

Section: Discussion and Implications For Social Workmentioning

confidence: 99%

Climate factors related to intention to leave in administrators and clinical professionals

Claiborne

Auerbach

Zeitlin

et al. 2015

Children and Youth Services Review

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“…These findings are not surprising since employees oper ating at administrative levels are given a wider scope of authority and empowerment. Empowerment, defined to include job importance and autonomy, was identified as the mechanism operating in orga nizational climate that influence individual attitudes and behaviors (Lee, Weaver, & Hrostowski, 2011). Administrators in both groups, successful and not successful implementation, are empow ered to call for innovation in their respective agencies.…”

Section: Discussionmentioning

confidence: 99%

Organizational Climate Factors of Successful and Not Successful Implementations of Workforce Innovations in Voluntary Child Welfare Agencies

Claiborne

Auerbach

Zeitlin

et al. 2015

Human Service Organizations Management, Leadership & Govern

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This study advances research on implementing innovations in child welfare organizations, confirming the association between a positive organizational climate and successful change initiative implemen tation. Administrators and child welfare workers from six agencies were surveyed using independent samples t-and OLS regressions. The organizational climate dimensions found significant were organi zation, job and role, indicating the three agencies that fully implemented a change initiative enjoyed a more positive organizational climate. The organization dimension was also significant for administrators, indicating a more positive climate perception than workers. Supervisor dimension was not significant, indicating no association whether or not the change initiative was implemented.Keywords', child welfare, organizational climate, workforce change initiative BA C K G RO U N D In building the capacity o f the child w elfare w orkforce to serve children, youth and fam ilies, w e cannot divorce the w orkforce from the workplace. To be effective in serving vulnerable chil dren and fam ilies, child w elfare w orkers need healthy, w ell-functioning organizations. E ven the m ost resilient, w ell-trained w orker requires an organization that supports them professionally. Subsequently, organizational factors, and efforts to support organizational change, have becom e a m ajor focus in child w elfare w orkforce research.

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Psychological Empowerment and Child Welfare Worker Outcomes: A Path Analysis

Cited by 21 publications

References 72 publications

The surprisingly weak evidence base for supervision: Findings from a systematic review of research in child welfare practice (2000–2012)

The surprisingly weak evidence base for supervision: Findings from a systematic review of research in child welfare practice (2000–2012)

Climate factors related to intention to leave in administrators and clinical professionals

Organizational Climate Factors of Successful and Not Successful Implementations of Workforce Innovations in Voluntary Child Welfare Agencies

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