Professional Documents
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Sarah Hatfield
10 per cent had an abuse history. Friedrich
and Davies (2003) investigated sexually
intrusive behaviour in both sexually abused
and non-sexually abused children and indicated that sexually intrusive behaviour was
correlated with low family income, low
education, single parent, domestic violence,
physical abuse and sexual abuse (in order of
statistical significance).
(Holahan, Moos & Schaefer (1996), religious belief (Yang & Meilfatrick, 2001) and
good self-esteem and self-enhancement abilities (Bonanno, 2004). At a systemic level,
factors supporting resilience included supervision from a respected supervisor who
upholds values perceived to be closely
aligned to the values of the organisation
(Eisenberger et al., 2002), financial reward,
although this may not apply equally to
different professional groups (Rhoades &
Eisenberger, 2002), clear career prospects
and seeing that ones work is moving things
forward or having a beneficial impact (Eisenberger et al., 2002). Vulnerability factors
included personal views, thoughts or experiences that may be evoked by a child or
family. Trowell et al. (2008), in a study of a
multi-professional group very similar to that
in current study, focussed on enabling
keyworkers to have opportunities to reflect
on their own emotional experiences of
stressful work encounters to increase their
capacity to cope with their emotions and
therefore enhance their resilience.
Those working in care-giving or public
service occupations are most likely to suffer
from burnout (Maslach et al., 2001).
Working with child clients may be particularly difficult in terms of burnout levels experienced. Bennett et al. (1993) reported that
social workers involved in child protection
work, as opposed to other social work areas,
showed higher levels of emotional exhaustion, more negative feelings and greater
difficulty in maintaining professional boundaries and emotional distance from the cases
with whom they were involved. Burnout is
considered to have three dimensions, which
are related to work overload and role
conflict or ambiguity: emotional exhaustion,
depersonalisation (tendency to treat clients
as objects) and reduced personal accomplishment (Maslach et al., 2001). Rhoades
and Eisenberger (2002) highlighted low
perception of organisational support in relation to employee turnover and Sardiwalla et
al. (2007) reported a correlation between
job insecurity and lack of career prospects
Educational & Child Psychology Vol. 31 No. 3
Method
Participants
The participants were 24 adults working in a
local authority. They came from a range of
departments including educational psychology, social care, education, clinical psychology and specialist workers from a jointly
funded (social care/health authority) family
centre. All took part in a special training
course for those working with the target
group of children and young people in a
new multi-agency team. The participants
studied in two groups at two separate times.
Design
The investigation was conducted in three
stages. In the first stage participants
completed the Resilience Scale for Adults
(Friborg et al., 2003). This corresponded
most closely to the concept of adult
resilience reported in the literature (for
example, Bonanno, 2005) and enabled
investigation of resilience in relation to
personal strength and structure, social
competence, family cohesion and social
resources. Participant responses were
collected both before and after completing
the training programme and conducting
work applying training skills in cases of
children displaying inappropriate sexual
behaviour.
Educational & Child Psychology Vol. 31 No. 3
Sarah Hatfield
which were transcribed and coded into 115
statements, resulting in 22 codes (Ahern,
1999). These codes were then reduced into
themes and cross-coded with three independent coders (after Braun & Clarke, 2006),
using a percentage of agreement to ascertain
an index of inter-rater reliability. These
themes were reduced to a final selection in
discussion with two trained coders.
Results
Although the experimental measure selected
(the Resilience Scale for Adults) had good
published reliability and validity figures, the
experimental data obtained from the questionnaire were further checked using SPSS.
Investigation of reliability showed that
removal of one questionnaire item (Item 30)
from one of the five experimental factors
(Structured style, factor 5) would give
improved reliability. Item 30 was, therefore,
removed from further statistical analysis.
A univariate ANOVA (dependent variable
total resilience level, independent variables
time and training group) was conducted.
There were no main effects of time on
resilience levels: F(3,1)=0.37, p>0.5. There
were no significant differences between
average resilience levels pre- and posttraining: T1 (M=5.36); T2 (M=5.22).
A MANOVA on resilience subscales x training
x time x training group (two factors of time
and training with six subscales and six
dependent variables) further indicated no
significant changes in factors related to social
competence, social resources and personal
strength. In addition, an independent t-test
showed no significant differences in
resilience measures between the two
different training groups both before and
after the training programme.
The responses to the key questions at the
second stage provided broad pointers which
helped to formulate the semi-structured interview. Of the 16 participants who responded to
the key questions, almost all felt that both
their organisation and their supervisor was
supportive. Issues were raised, however,
regarding the skills of their supervisors in
36
Sarah Hatfield
around who was doing what was needed
a commissioner discussion with all the
agencies should have taken place so as to
separate roles.
Many responses went further than just criticising the basic structure, suggesting that coordination both within and outside the team
was a factor in their decision to leave:
It needed more co-ordination, a co-ordinating
point so that all professionals were working
together.
All professionals working together not just
selectively.
It must be noted that there were no positive
comments about the structure of the team.
In addition to difficulties with structure,
individual job roles, co-working and co-ordination, several participants also expressed
frustration at the location of the team at a
wider organisational level:
How does such a team bolt on to things like
CAF, Family Welfare? A more co-ordinated
approach alongside other teams was needed.
Senior managers were aware of the project so
why was it not better co-ordinated.
The department didnt acknowledge the work,
we just had to fit it in.
The need for a clearer referral process into
the team was also mentioned by several
participants:
It needed more robust referral processes, ideally
a centralised system for referrals so there was
consistency countywide (the local authority
is divided into five areas that are
managed separately).
Thematic analysis of Theme 2 suggests why
perception of organisational support and
supervisor support was good in the previous
questionnaire responses. This earlier finding
had been difficult for the researcher to
understand. If support was perceived as
good why had so many left the team? This
further analysis shows the issue was more
fundamental than perceived support by
supervisor or organisation. The difficulties
were actually within the team.
The diverse professional groups and
views within the team were never explored or
explicitly acknowledged. Research into
38
Discussion
In summary, although participant perception of organisational support and supervisory support did not appear involved in
choosing to leave the team, questionnaire
data and thematic analysis demonstrated
that support factors within the team itself
and lack of specialist support for the specific
needs associated with managing cases
involving inappropriate sexual behaviour
were important factors in participant decisions to leave the team. Support was, therefore, a vital component within this current
project, but support within the team and of
the team was the difficulty, as opposed to the
wider organisational support and supervisory support outlined as in the research
considered.
Sarah Hatfield
that a concept such as self-efficacy could have
perhaps yielded more detailed results about
participants rating of their own abilities
within the work context. Such an approach
could have been further enhanced by asking
participants to rate their supervisors efficacy
within this area and also the collective efficacy of their department. This would enable
triangulation of factors within the three
areas. Another methodological weakness was
that the author was not able to match participant scores pre- and post-training, or
between the initial resilience questionnaire
and the follow up questionnaire because of
participant anonymity. Ethical approval was
obtained for the study under the understanding of participant anonymity.
As safeguarding is currently of such
major national and local prominence, skills
such as those obtained by working in this
area are much in demand. This study
Acknowledgements
The author wishes to thank Sean Cameron at
UCL and Val Haarbosch at Norfolk County
Council for their support.
References
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