Wendy Zeitlin

Societal Factors Impacting Child Welfare Validating the Perceptions of Child Welfare Scale

Objective: This research examines the psychometric properties of the Perceptions of Child Welfare Scale (PCWS). This instrument is designed to assess child welfare workers’ understanding of how society views their role and their work. Methods: Confirmatory factor analysis (CFA) was utilized to analyze data on 538 child welfare workers. Results: The final model consisted of three latent variables with 14 indicators related to stigma, value, and respect (χ2 = 362.33, p = .00; root mean square error of approximation [RMSEA] = .09; 90% confidence interval [CI]: [.08, .09]; comparative fit index [CFI] = .96; Tucker–Lewis Index [TLI] = .95). Discussion: The way in which workers believe others view their work suggests an increasingly complex prototype for understanding workforce issues. Those wishing to examine societal factors related to child welfare workforce issues could use this validated instrument.

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

This study advances research on implementing innovations in child welfare organizations, confirming the association between a positive organizational climate and successful change initiative implementation. Administrators and child welfare workers from six agencies were surveyed using independent samples t-and OLS regressions. The organizational climate dimensions found significant were organization, 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.

Climate Change in Private Child Welfare Organizations

Agency-based design teams effectively address workforce issues in public child welfare agencies. This article presents findings from an adaptation of a design team intervention for private child welfare agencies. A longitudinal mixed-methodology design measures effects of the intervention and conditions of implementation. Pre–post surveys of workers (n = 137) and a comparison group (n = 153) measure climate, job satisfaction, perceptions of child welfare, and intent to leave. Statistically significant increases of 0.37 points on dimensions of organizational justice and support (justice: p = 0.01; support: p = 0.03) parallel the team’s perceived effect of their work—that it will make the organization more fair and accountable.

Factors Related to Not Following Up with Recommended Testing in the Diagnosis of Newborn Hearing Loss

Childrens hearing is a public health concern, and universal newborn hearing screenings are the first step in detecting and treating congenital hearing loss. Despite the high rate of participation in such programs, loss to follow-up (LTF) with additional recommended diagnosis and treatment has been a persistent problem. The current research seeks to expand the knowledge base at the point of diagnosis, where there is a large drop-off in parents following through with recommended care. This research was organized around the following question: What biopsychosocial factors are associated with LTF between screenings and diagnostic evaluations? A prospective quantitative longitudinal study tracked 203 families whose newborns were referred for additional testing at discharge from the hospital after birth. Binary logistic regression was used to determine what constellation of factors best predicted LTF. Psychosocial factors related to being lost to follow-up at diagnosis included race and ethnicity and access to health care professionals, with African American babies being most at risk for LTF; however, the impact of race and ethnicity declined when parents believed they had more health care professionals with whom to consult.

Validating the Psychological Climate Scale in Voluntary Child Welfare

Objective: Organizational climate has emerged as an important factor in understanding and addressing the complexities of providing services in child welfare. This research examines the psychometric properties of each of the dimensions of Parker and colleagues’ Psychological Climate Survey in a sample of voluntary child welfare workers. Methods: Confirmatory factor analysis was utilized to analyze data on 640 child welfare workers providing services directly to children and families. Results: Strong models were developed for each dimension. Each validated model was more parsimonious than in the original instrument but supported the theoretical underpinnings of each. Discussion and Applications to Social Work: Psychological climate in voluntary child welfare agencies can be assessed along each of four dimensions identified by Parker and colleagues: job, role, organization, and supervision. Those wishing to examine psychological climate in voluntary child welfare settings should consider using the models identified in the current research.

Measuring the impact of public perceptions on child welfare workers

ABSTRACT The Public Perceptions of Child Welfare Scale measures how the social environment influences child welfare workers, including their job satisfaction and intent to leave. Psychometric studies have validated the scale for private child welfare workers, but there are no validation studies with public agency staff. This study fills that gap, showing stigma and respect are important constructs that also predict worker intent to leave. This research found an additional construct, blame, which was not present in private worker validation studies. The scale provides an important tool for the field as we continue to build evidence for effective recruitment and retention.

Assessing the Utility of a Toolkit for Modifying Evidence-Based Practice to Increase Cultural Competence: A Comparative Case Study

ABSTRACT The United States is an increasingly diverse nation, and there is a need to consider culturally modifying interventions to better serve clients. In this study, the Toolkit for Modifying Evidence-Based Practices to Increase Cultural Competence was used to culturally modify evidence-based practices (EPBs) in two agencies. Research questions addressed whether the Toolkit model could be implemented as written with no additional guidance and whether administrators believed the culturally modified interventions would benefit clients. Both agencies found the Toolkit worthwhile. Working groups at both sites were able to successfully complete modification projects by culturally modifying and implementing an EBP.

Validation of the T-SAT-R-2: A Reaction to Training Scale for Use in Child Welfare and Human Service Trainings

ABSTRACT This article reports on the validation of the Training Seminar Assessment Tool-Revised-Second Edition (T-SAT-R-2) instrument designed to measure participants’ satisfaction with training seminars and workshops. It was developed from an earlier version, the Training Seminar Assessment Tool-Revised (T-SAT-R), which was distributed following child welfare and social service staff development training sessions. Using confirmatory factor analysis with a sample of 656 trainees, the 25-item T-SAT-R was reduced to 13 items and is now named the T-SAT-R-2. The final model consists of 3 domains: transfer of knowledge, communication, and substance/access. The T-SAT-R-2 is in a user-friendly format and can be scored on each domain or combined to give a total score. The benefits of using the T-SAT-R-2 include that it is only 1 page, the wording is straightforward, and presenters can add additional items based on their specific presentation. Research is presented that shows the connection between satisfaction surveys and behavior change from trainings to be speculative; however, child welfare studies have indicated a link between satisfaction with training and job satisfaction and, possibly, turnover. Additional research on the effects of satisfaction with trainings for child welfare workers is warranted. For the full T-SAT-R-2 instrument, please contact the corresponding author at the listed address.