PADM700 Research Paper Annotated Bibliography

docx

School

Liberty University *

*We aren’t endorsed by this school

Course

700

Subject

Sociology

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by jusabigamer

ANNOTATED BIBLIOGRAPHY 1 Annotated Bibliography PADM700: Public Administration Ethics, Statesmanship, and Governance Dr. Ronald McDaniel March 3, 2024

ANNOTATED BIBLIOGRAPHY 2 The public policy issue I intend to discuss is the high turnover rate within the field of social work, the reasons behind the turnover rate, and some of the effects it has on both workers of within the field of social work and the youth system involved. This topic is a major part of our society and one that consistently fails the general public. . Annotated Bibliography COLLINGS, J. A., & MURRAY, P. J. (1996). Predictors of Stress Amongst Social Workers: An Empirical Study. The British Journal of Social Work, 26 (3), 375- 387. http://www.jstor.org/stable/23710656 This article studies stress and burnout within social work by investigating and collecting data from 243 social workers across fifteen social service departments in Northern England. The study takes worker’s backgrounds into account, as well as gender, age, and other factors. 400 questionnaires were sent out with a response rate of over half answered. These questionnaires were designed to calculate the stress level as well as pinpoint the stress origin. The central thesis for the article is, burnout is a particularly serious feature of stress and one which can clearly impair the human service worker's effectiveness when it occurs. The author does a great job of proving the thesis by successfully measuring a high level of stress within the human services field when comparing the data collected by the questionnaires. This article is relevant to my interests since it proves that a multitude of factors go into the level of stress within the field of social work. It shows that there isn’t just one or two variables at play; but various factors that can worsen the stress of this field. Geisler, M., Berthelsen, H., & Muhonen, T. (2019). Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction,

ANNOTATED BIBLIOGRAPHY 3 and Organizational Commitment. Human Service Organizations: Management, Leadership & Governance, 43 (1), 1-15. https://doi.org/10.1080/23303131.2019.1569574 This article studies social work workload and increase in stress-related health issues in human service organizations, resulting in high turnover rates. The work environment of social workers is an important topic in public policy since it affects quality of services provided by social workers to the general public. Social work jobs demand constant emotional and mental resources that can result in physical and mental distress. The article investigates how this happens and explores how psychosocial safety climate and perceived quality of work, could predict indicators of retention among social workers. The method used to collect data was through a workplace survey sent out to 1044 social workers, whereas 831 social workers responded with participation. The central thesis of the article is “there is a consistent positive relationship between the retention and quality of work performed by social workers and the three predictors of work engagement, job satisfaction, and organizational commitment. The author does a good job of proving this theory since his findings proved that there were correlations between the three factors and retention. This article is relevant to my research topic since it highlights the lack of job satisfaction, organizational commitment, and work engagement among social workers. Liu, Z., Wong, H., & Liu, J. (2022). Why do Social Workers Leave? A Moderated Mediation of Professionalism, Job Satisfaction, and Managerialism. International Journal of Environmental Research and Public Health, 20 (1), 230. doi: 10.3390/ijerph20010230. https://doi.org/10.3390/ijerph20010230 This article focuses on why social workers leave organizations and eventually the field of social work. The research data is collected from 667 participants from Guangzhou,

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

ANNOTATED BIBLIOGRAPHY 4 Shenzhen, and Shanghai China who took a survey. The results found that lack of job satisfaction does increase turnover rate within social work. The central thesis is job satisfaction plays a full mediation role in the relationship between professionalism and turnover intention. The author proves said theory by successfully be able to show results that lack of job satisfaction increases turnover rate and a positive relationship with ones’ job alleviates turnover rate. This research is of interest to my topic since it analyzes reasons why turnover rate is high within social work and how this is a risk to service quality. McFadden, P., Campbell, A., & Taylor, B. (2015). Resilience and Burnout in Child Protection Social Work: Individual and Organisational Themes from a Systematic Literature Review. The British Journal of Social Work, 45 (5), 1546- 1563. http://www.jstor.org/stable/43687929 Child protection work is stressful work that results in high turnover rate. This turnover rate creates worries of inexperience in the field of social work that can cause even more issues. This article focuses on various factors that result in burnout and turnover rate, as well as factors that result in retention and job satisfaction. The method used to collect data for this was through reviewing 65 articles across ten bibliographic databases, as well as Google Scholar search engine. Various themes were consistent including training, coping, compassion, person history of maltreatment, supervision, workload, and so on. The study splits a total of nine themes into two categories of organizational and individual. The central thesis of the article is that individual and organizational themes provide into the resilience and burnout of child protection workers. The author proves this thesis after successfully correlating themes to the retention and burnout of the field. The findings are that positive coping styles and personal development, as well as quality training and manageable

ANNOTATED BIBLIOGRAPHY 5 workloads can help social workers to stay for longer and be more successful in their careers. Poor support, high caseloads, and toxic workplace culture are connected to workers leaving. This article is relevant to my research since it discusses various reasons why social workers are believed to quit and proves correlations between the themes and result. Shlomit Weiss-Dagan, Anant Ben-Porat, & Itzhaky, H. (2022). Secondary traumatic stress and vicarious post-traumatic growth among social workers who have worked with abused children. Journal of Social Work, 22 (1), 170- 187. https://doi.org/10.1177/1468017320981363 The article studies how working with abused children can have long term negative mental and emotional effects on social workers. It is known that working in social work has been linked to having secondary traumatic stress disorder and post traumatic growth inventory. This study focuses on the correlation between that, the burnout, and stress of the field and working with abused children. The method used to collect data was through a study including 255 social workers who had worked with abused children. All of these workers were either social service workers or child protection workers who has more than a month of experience at the very least. Questionaries were sent out for the workers to fill them out voluntarily and without compensation for doing so. The results found that both post traumatic growth and secondary traumatic stress appeared in workers due to working with abused children. The study also found that more experienced workers, while also having been linked to having secondary traumatic stress from working with abused children, also have post traumatic growth. The central thesis of the research project is, Social workers experience secondary traumatic stress and vicarious post-traumatic growth as a result of working with abused children. The author was able to prove said thesis was proven since the

ANNOTATED BIBLIOGRAPHY 6 findings showed that exposure to working with children who have been abused can lead to secondary traumatic stress and vicarious post-traumatic growth. This article is relevant to my research since it not only showcases that working with abused children leads to two types of traumas, but it also shows that to benefit from said trauma, a worker would need experience. This helps to highlight why retention among social workers is such an important factor to focus on. Söderfeldt, M., Söderfeldt, B., & Warg, L. (1995). Burnout in Social Work. Social Work, 40 (5), 638-646. http://www.jstor.org/stable/23718210 This article focuses on burnout in the field of social work, what burnout is, and if social workers are burned out. It does so by using the Maslach Burnout Inventory scale which compares 22 categories divided into three sub-categories of emotional exhaustion, depersonalization, and personal accomplishment. It also pays close attention to the meaning of burnout itself and discusses the use of the word in the place of words such as, laziness, incompetence, and other words that generally complain about one’s job responsibility. The central thesis of the article is social workers are an occupation at above average risk of burnout. The author does prove a correlation between social work and burnout and although more research is needed to show a string relation between burnout and social work itself, burnout has a direct connection with work in human services. This study is relevant to my research because it speaks on the disbelief of burnout in social work and showcases the studies that have been devoted to this area of interest are few. Weil, M. (1982). Research on Issues in Collaboration between Social Workers and Lawyers. Social Service Review, 56 (3), 393-405. http://www.jstor.org/stable/30011561

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

ANNOTATED BIBLIOGRAPHY 7 This article discusses the issues that social workers and lawyers have in collaboration. The research team set out to create a program that would integrate exposure and cultural training for social services students into the intergroups of legal personnel. They named the course Law and Social Work and placed a social work lawyer with an MSW as the instructor of the course. The method they used to collect data from the course was through a knowledge test, an attitude test, an interprofessional questionnaire, and a self-anchoring scale that gauged the understanding to collaboration with legal teams. They also studied the differences spotted in course work, as well as had the students take an evaluation test after the class concluded. The results showed that increased positive attitudes toward legal personnel transpired. The research concluded that social workers would greatly benefit from specialized agency training that assists in collaborating with legal processes, legal teams, and opposing attorneys. The central thesis of the article is, “The positive and negative interaction between social workers and lawyers frequently affects the quality of legal and social service which families receive”. The thesis was proven when the results of the study found that there was a measurable affect from social work students gaining cultural training and increased exposure of legal parties. This article is relevant to my research since it showcases the high level of competence needed to successfully work within the field of social work. Social work professionals don’t just have to have competence in cultural training and exposure of demographics at risk of systemic involvement, they also have to be culturally competent towards other social work interprofessional in the same field. Williams, N. J., & Glisson, C. (2013). Reducing turnover is not enough: The need for proficient organizational cultures to support positive youth outcomes in child welfare. Children and

ANNOTATED BIBLIOGRAPHY 8 Youth Services Review, 35 (11), 10.1016/j.childyouth.2013.09.002. doi: 10.1016/j.childyouth.2013.09.002. https://doi.org/10.1016/j.childyouth.2013.09.002 This article focuses on if lowering turnover rate is enough to fix the organizational structure of the systemic support needed to produce positive youth outcomes. The method used to collect data is the national survey of child and adolescent well-being with 2346 youth aged under two to 18 years old, as well as 1544 caseworkers across 73 child welfare agencies. The statistics of staff turnover from the agencies were reported and compared to the youth outcomes via the caregivers completing the child behavior checklist during an 18 month follow up. The central thesis of this article is that the effects of reduced caseworker turnover is only associated with improved youth outcomes and alone not enough to support positive youth outcomes in child welfare. The findings of this article are relevant to my research since it highlights the height of the problems within the field of social work and pinpoints that they have become so problematic that just focusing on retention is now not enough. This just adds to my theory that the issues are wide and far in nature, without a simple fix. Worthington, D. J. (1986). Measurement of Social Work Case-Loads. The Journal of the Operational Research Society, 37 (5), 479-486. https://doi.org/10.2307/2582670 This article studies social work caseloads amongst teams and how the availability of the team affects the future case load. It focuses on the how the quantity of cases on each team corelates to the time spent with clients and even what clients are referred for case management. The article utilizes an equation to calculate the number of cases to the perceived need for case management. The central thesis of the article is, calculating social work caseloads among teams estimates the need for social work. The author supports their thesis by proving a correlation between the number of caseloads on a team having an effect

ANNOTATED BIBLIOGRAPHY 9 on what clients are accepted for services. This article is relevant to my research interest because it shows a connection between high caseloads changing the quality of care that social workers give to clients. Yoon, J. C., & Hyun, J. S. (2017). Determinants of Turnover Intention of Social Workers. Public Personnel Management, 46 (1), 41-65. https://doi.org/10.1177/0091026017696395 This article navigates the determining factors of the high turnover rate within social work. 242 social workers in South Korea are analyzed to measure if high turnover rate is directly connected to emotional labor. The study also analyzes if organizational trust results in higher retention. The central thesis of the article is, emotional labor affects turnover intention of social workers. The author proves the correlation between emotional labor and turnover rate through data collected from surveys. After thoroughly explaining what emotional labor is and what it can look like for a social worker, the author then goes on to connect organizational trust and retention. This article is relevant to my research topic since it analyzes and cross analyzes emotional labor in the field of social work and proves its correlation to high turnover rate.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

PADM700 Research Paper Annotated Bibliography

Related Documents