PADM 700 Research Paper Journal Article Review

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Apr 3, 2024

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ARTICLE REVIEW 1 Journal Article Review PADM 700: Public Administration Ethics, Statesmanship, and Governance Dr. Ronald McDaniel March 17, 2024

ARTICLE REVIEW 2 Journal Article Review 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, and Organizational Commitment. Human Service Organizations: Management, Leadership & Governance, 43 (1), 1- 15. https://doi.org/10.1080/23303131.2019.1569574 Article in Review The article in review is called Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment (Geisler et al., 2019). 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 central thesis of the article is that 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 (Geisler et al., 2019). Within this article review many factors will be taken into consideration. The method of collection will be reviewed. The data collected will be reviewed in its entirety. The conclusion of the authors will be reviewed and scrutinized. Lastly, the weaknesses and strengths of the research

ARTICLE REVIEW 3 and the conclusion will be reviewed. Reviews are important to the scholarly and academic field since they help to hold authors accountable and increase the relatability of the future content written. Methodology The method used to collect data was quantitative in style, using the Likert scale, but used to give value to qualitive research statements. The overall goal of the article is to prove whether two work environmental factors, being Psychosocial safety climate and quality of work relate to retention among social workers: work engagement, job satisfaction, and organizational commitment or not (Geisler et al., 2019). To collect data the researchers included it as a part of a workplace survey sent out in a Swedish city. This survey was sent out to 1,044 social workers via email. The email included a link to the actual survey, and the survey itself took 20 minutes to complete on average. The participation rate was right around 80% with 831 workers filling out the survey (Geisler et al., 2019). Among the 831 workers who responded to the survey, all of them had direct work with clients (Geisler et al., 2019). This direct work with clients was in different capacities but all considered to be direct client contact all the same. In fact, any participants who answered to have worked in a supervisory position, or left the question blank, were excluded from the data(Geisler et al., 2019). In the end, 725 participants presented good quality data for collection. Also important is that the workers were unaware that this was being used for further research. The dealings of the survey metrics and responses were left between the researchers and the social work supervisors, HR team, and other various social work representative (Geisler et al., 2019). The survey was sent out by said representatives and not the research team themselves.

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ARTICLE REVIEW 4 Workplace surveys are common within most fields of work. Often, the information is used for internal purposes and tracking. The article in review was given approval to report the findings by the Regional Ethical Review Board and obtained consent from the participants before publishing (Geisler et al., 2019). Hypotheses, Predictors, and Variables The researchers presented four different hypotheses that tied into their main thesis. 1) Psychological Safety Climate positively relates to the three outcomes of work engagement, job satisfaction, and organizational commitment (Geisler et al., 2019). 2) Role conflict and work-family conflict negatively relate to work engagement, job satisfaction, and organizational commitment (Geisler et al., 2019). 3) Two aspects of social relations at work; social community and at work and social support from superiors positively relates to social workers’ work engagement, job satisfaction, and organizational commitment (Geisler et al., 2019). 4) Perceived quality of work positively relates to work engagement, job satisfaction, and organizational commitment (Geisler et al., 2019). Predictors were split into six categories for questions, Psychological Safety Climate, Role Conflicts, Work-Family Conflict, Social Support from Superiors, Social Community at Work, and Quality of Work (Geisler et al., 2019). There were also three dependent variables taken into consideration: Job Satisfaction, Organizational Commitment, and the Utrecht Work Engagement Scale (Geisler et al., 2019). The survey answers themselves were on a Likert Scale, meaning each question answer was on a five, seven, or three-point scale ranging from disagreeing to

ARTICLE REVIEW 5 agreeing. This is a quantitative collection method which can sometimes be used to give quantitative value to qualitative data. The results of the survey did well to prove the researchers’ hypotheses from before. The dependent variables scored the following: Work Engagement: With a variance of 33%, all predictor variables except Psychological Climate Safety made a significant contribution to social worker’s engagement. The data collected supported hypotheses 2-4, but not 1 (Geisler et al., 2019). Job Satisfaction: With a variance of 43%, all predictors except for Social Community at Work made a significant contribution to job satisfaction. The data supported hypotheses 1, 2 and 4, but only partially supported hypothesis 3 (Geisler et al., 2019). Organizational Commitment: With a variance of 51%, all predictor variables except for Psychological Climate Safety made a significant contribution to the explanation of social workers organizational commitment. The data resulted in supporting hypotheses 2-4, but only partially supporting hypothesis 1 (Geisler et al., 2019). Conclusion The conclusion of the article is that there is a consistent positive relationship between the three predictors for retention and the quality of work performed (Geisler et al., 2019). The conclusion is of sound legitimacy since the conclusion is based on the data collected. The conclusion the authors come to does not show overgeneralization or personal bias and is overall a logical conclusion. The data presented directly supports the hypotheses stated. The article is also well organized, and the research is transparently presented.

ARTICLE REVIEW 6 The authors do a good job of proving the majority of their hypotheses since their findings prove that there were correlations between the three factors of retention and the predictors. Surprisingly, they also discovered that unlike previous research had suggested, psychological climate safety did not prove to be a significant predictor of organizational commitment or work engagement (Geisler et al., 2019). Instead, their results showed that psychological climate safety only showed as a predictor for job satisfaction. Limitations The article does present that the study relied on self-reports for data, which could have resulted in common bias from participants as a possible weakness for their research (Geisler et al., 2019). While that is a possible limitation that they were mindful to report, there are other limitations to the research presented and data collected. Since 100% off the data collected was from a city in Sweden, there are bound to be less factors for different demographics to be considered. Sweden has less demographics than inner city urban areas that social work is practiced in. The more demographics and cultures there are being served, the more aspects that affect social workers. While the results of the survey taken in the Sweden city are sound, a limitation is that the results might not relate or speak for an area with higher amounts of differing demographics.

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