Cash incentives and turnover in center-based child care staff

The current study evaluates the Workforce INcentive Project (WIN), a programmatic effort to increase child care workforce stability in center- and home-based child care providers via the provision of bi-annual cash incentives based on educational attainment. Five hundred and thirteen center-based teaching staff (304 WIN and 209 comparison) and 167 center directors (93 WIN and 74 comparison) from 179 state-licensed child care centers (99 WIN and 80 comparison) participated in the study reported. Survival analyses were conducted to compare turnover rates between the WIN group and the comparison group over a 20-month period. All analyses controlled for participant satisfaction with employment, location (i.e., urban, suburban, and rural), and, where appropriate, hourly wages. Although WIN participation was generally associated with lower rates of turnover in center-based staff, when position type, educational attainment, experience in the field, and hourly wages were considered (separately and together), WIN's relationship with turnover varied widely for directors and teaching staff. Findings are discussed in terms of past research and future cash incentive programs.     

Intention to leave,anticipated reasons for leaving,and 12-month turnover of child care center staff

Job turnover among a sample of 169 child care workers from rural and semi-rural parts of Pennsylvania was examined in relation to demographic, work related and nonwork related factors. Findings indicate that the perceived choice of other jobs and job tenure both have an impact on intention to leave, as well as on actual 12 month turnover. Turnover in this study was unrelated to a survey measure of job satisfaction as well as to wages; however, job satisfaction was frequently cited in open ended responses as a reason for staying on the job. Participants' open ended responses suggest that the dynamics of staff turnover in child care are complex and that motivations for staying on the job may be both similar to and different than motivations for leaving. Possible reasons for failure to replicate previous research on child care staff turnover are explored as are implications for policy and practice.     

Factors affecting turnover among family child care providers: A longitudinal study

The high turnover rates evident among family child care providers undermine the quality of care provided to children. In this study, we followed 57 family child care providers longitudinally to identify precursors of turnover. Job stress, education, and training directly affected turnover. Providers most likely to leave the profession were more educated, less trained, and reported higher levels of stress. Training and the presence of the provider's own young children indirectly affected turnover through their relationship to job stress. Providers who cared for their own preschool children experienced higher levels of job stress. In contrast, training was associated with lower job stress, but only for less educated providers. The presence of the provider's own young children and training also were associated with greater job satisfaction, but job satisfaction was unrelated to turnover. Finally, there was a curvilinear relationship between job tenure and job stress and, to a lesser extent, turnover. Providers who had been caring for children between 2 and 8 years reported the highest levels of job stress and turnover, although turnover rates were also high during the first 2 years of beginning family child care.     

Measuring child–staff ratios in child care centers: Balancing effort and representativeness

Child–staff ratios are an important quality indicator. They are often collected by observing one randomly selected classroom several times during a 2-h period on a single day. However, it is unclear whether these measures represent the ratios that children actually experience during most of their time in care. This study compared ratio data collected from a single classroom during a 2-h period on a single day with data collected from multiple classrooms in the same center during 8-h periods over 10 days. Analysis of data from 77 child care centers found moderate correlations between the two measurement methods. Ratios measured during a 2-h period from a single classroom on a single day tended to underpredict ratios measured from multiple classrooms and multiple days. Results suggest that the representativeness of ratio measurements can be improved by lengthening the observation period and especially by measuring ratios in multiple classrooms.     

Development of the child care worker job stress inventory

After a series of instrument development studies, a mail survey was conducted with 196 randomly selected family day care providers (FDCPs) and child care center workers (CCCWs) residing in the state of Maryland (response rates were 76.6% and 70.5%, respectively). Embedded in the instrument were three job stress scales, specific to child care workers, measuring job demands, job control, and job resources. Extensive psychometric testing of the three 17-item instruments demonstrated several areas of strength. The job demands scale, because of its breadth of stressors covered, fared slightly worse on indicators of reliability (alpha = 0.77; mean interitem correlation [MIC] = 0.17; item-to-total correlations [ITCs] = 0.14 to 0.49) than did job control (alpha = 0.88; MIC = 0.31; ITCs = 0.26 to 0.69) and job resources (alpha = 0.89; MIC = 0.35; ITCs = 0.32 to 0.70). Known groups validity was demonstrated through a conceptually meaningful pattern of differences between FDCPs and CCCWs. Construct validity for all three scales was demonstrated by a pattern of stronger correlations with conceptually similar versus dissimilar instruments. Average correlations with similar versus dissimilar instruments were: job demands, 0.54 versus 0.24; job control, 0.74 versus 0.30; and job resources, −0.53 versus 0.30. Similar to the reliability analysis, results of factor analysis were stronger for job control and job resources than for job demands.     

Creating cooperation and empowerment in a child care center

Staff turnover in child development centers is epidemic, reaching as high as 41% (Whitebook, Howes, & Phillips, 1989a). Studies have shown that high rates of turnover are related to poor-quality child care, having detrimental effects on children in child care facilities (Clarke-Stewart, 1987; Galinsky, 1990; Whitebook et al., 1982). Variables associated with high staff turnover are low wages, poor working conditions, and minimal benefits.Michael Havercamp and Joanne Everts are with the Department of Human Development and Family Studies, University of Nevada Reno.     

An examination of child protective service involvement among children born to mothers in foster care

ObjectiveThis study identified children born to mothers in foster care and documented Child Protective Service (CPS) involvement among children.MethodsProbabilistically linked birth and CPS records from California (2009–2012) were used to identify all mothers in foster care on or after conception. Children were followed prospectively using linked records to identify CPS involvement occurring during the first three years of life. Differences between reported and unreported children were examined using χ2 tests. The Latent Class Analysis (LCA) identified classes of children born to mothers in care who were at increased risk of CPS involvement. Model fit was assessed using the Bayesian Information Criterion, entropy, and likelihood ratio tests. For each of the classes, the relationship to the distal outcome (i.e., a maltreatment report by age three), was examined.ResultsFindings indicate that 53% of children born to mothers in care were reported. The proportion of children reported to CPS for maltreatment declined over time, from 63% of children born to mothers in foster care in 2009, to 46% in 2012. The LCA documented three distinct classes of mother-child dyads with varying risk of report. More than one third of children in Class 1 and nearly 70% of children in Class 3 were reported.ConclusionsThis study was the first to develop multi-dimensional class profiles of two-generation CPS involvement among mother-child dyads. This study documents that mothers’ experiences in care and mental health conditions vary widely, underscoring the importance of providing services that fit the needs of dyads.     

Understanding occupational stress among educators: an overview

Abstract

International studies reveal that occupational stress among educators has been researched for a number of decades. As a result of a drastically changed working environment in the teaching profession in South Africa, stress as a phenomenon has also received attention. Since valuable studies have been undertaken on certain aspects of educator stress, this article attempts to provide an overview of the occurrence of stress among educators. In the light of this, the article focuses on different models of occupational stress and identifies key factors that may have an impact on occupational stress among educators.     

Pre-kindergarten child care and behavioral outcomes among children of immigrants

The school transition model suggests that children's transitions into formal schooling can have lasting and profound implications for their educational careers, though this model is rarely used to understand the outcomes of children of immigrants. Using data from the Early Childhood Longitudinal Study-Kindergarten Cohort (ECLS-K), a nationally representative sample of kindergarteners in 1998–1999, we examine the pre-kindergarten child care arrangements of children of immigrants and how these care arrangements are associated with children's behavior. We find that minority and immigrant children are less likely than their native-born white counterparts to be enrolled in center-based care and other care, compared to parental care, prior to kindergarten. We also find that ethnic origin is an important predictor of child care usage. Finally, though center-based care, on average, is not independently associated with children's behavior in kindergarten, the association between center-based care and behaviors varies by race and immigrant status. Broadly, these findings underscore the importance of understanding how native- and foreign-born children experience the transition to schooling, a critical period in the life course.     

Relationships between social support,job autonomy,job satisfaction,and burnout among care workers in long-term care facilities in Hawaii

This study examined the effects of social support, job autonomy, and job satisfaction on burnout among long-term care workers in Hawaii, USA. Data were collected from 170 care workers working at long-term care facilities in Hawaii. The study variables included demographic data, burnout, social support, job autonomy, and job satisfaction. The study findings support the association between social support, job autonomy, job satisfaction, and burnout among care workers at long-term care facilities. Social support, job autonomy, and job satisfaction were negatively and significantly associated with the level of burnout of care workers in Hawaii. Furthermore, the findings suggest the need to develop policy and practice considerations for reducing burnout risks among care workers in order to improve quality of care.     

Caregiver instability and early life changes among infants reported to the child welfare system

This study describes the extent of caregiver instability (defined as a new placement for 1 week or longer in a different household and/or with a new caregiver) in a nationally representative sample of infants, followed for 5–7 years. Data were drawn from the National Survey of Child and Adolescent Well-Being (NSCAW), a longitudinal study of 5,501 children investigated for child maltreatment. The analysis sample was restricted to 1,196 infants. Overall, 85.6% of children who were infants at the time of the index maltreatment experienced at least one caregiver instability event during their first 2 years of life. Caregiver instability was associated with the child having a chronic health condition and the caregiver being older than 40 years of age at baseline. The levels of instability reported in this study from infancy to school entry are extremely high. Children with more risk factors were significantly more likely to experience caregiver instability than children with fewer risk factors. The repeated loss of a young child's primary caregiver or unavailable, neglectful care can be experienced as traumatic. Some evidence-based programs that are designed to work with young maltreated children can make a substantial positive difference in the lives of vulnerable infants.     

Stress in Teaching: a study of occupational stress and its determinants,job satisfaction and career commitment among primary schoolteachers

A questionnaire survey of 710 Maltese primary schoolteachers revealed that the level of teacher stress, job satisfaction and career commitment was constituted differently in some of the teacher demographic subgroups. A principal components analysis of the stress ratings of 20 items covering various aspects of the teacher's work environment yielded four factors described in terms of ‘pupil misbehaviour’, ‘time/ resource difficulties’, ‘professional recognition needs’ and ‘poor relationships’. Teacher sex and ability‐group taught interacted significantly with the stress factors. Results also showed that teachers who reported greater stress were less satisfied with their job and less committed to choose a teaching career were they to start life over again. Moreover, the association between the general measure of job stress and the stress due to each of the four stress factors was strongest for ‘pupil misbehaviour’ and ‘time/resource difficulties’. Of the four factors, ‘professional recognition needs’ had the strongest inverse relationship with job satisfaction and career commitment.     

Attitudes of academic staff towards their job and organisation: An empirical assessment

Abstract

The relationships and differences in how academic staff perceive their work and organisation are of great importance for human resource strategies in the higher education sector. The present study examines work‐related attitudes of academic staff, namely job satisfaction, self‐efficacy and organisational commitment. The purpose is to analyse how these attitudes differ among groups of individuals. Results show that there is an alternative way of classifying academic staff into distinct groups based on work‐related attitudes apart from the conventional classification based on position alone. Findings suggest that university managers should be careful in balancing between different systems of control or incentive.     

高校青年教师工作嵌入、工作满意度与离职倾向的关系研究

以河南省4所高校的青年教师为研究对象,探讨高校青年教师工作嵌入、工作满意度与离职倾向的关系.结果表明:高校青年教师的工作嵌入、工作满意度与离职倾向呈显著负相关,工作嵌入、工作满意度是预测其离职倾向的显著变量,工作嵌入在工作满意度与离职倾向之间起显著的正向调节作用.     

Multiple child care arrangements and child well being: Early care experiences in Australia

Nearly one quarter of Australian children under the age of 5 experience multiple non-parental child care arrangements. Research focused on the relationship between multiple child care arrangements and child socioemotional development is limited, particularly in Australia. Evidence from the United States and Europe has linked multiple child care arrangements to increases in children's problem behaviors (0065 and 0155), but there is little corresponding evidence on Australian children's child care experiences. Using a nationally representative sample of Australian children, we examined the associations between concurrent multiple child care arrangements and child socioemotional and behavioral development at age 4.5. We found suggestive evidence that child care multiplicity at age 4.5 is related to higher levels of behavior problems. However, this relationship is moderated by prior child care experiences. We found that prior care multiplicity mitigates the relationship between concurrent multiplicity and children's prosocial skills and conduct problems. In contrast, moving from a single arrangement or no non-parental child care to multiple arrangements appears to be negatively associated with children's concurrent socioemotional skills. Implications for policy and practice are discussed.     

Work commitment and job satisfaction for program staff: How to build it

Children develop appropriately in social, cognitive, physical, and emotional ways in a stable environment. Early childhood administrators can help create this stable environment by minimizing staff turnover. Staff turnover can be kept at a reasonable rate through the development of administrative skills which will enhance staff self-esteem and job satisfaction.Nora Palmer Gould is an Early Childhood Administrator who is currently working as a consultant to Early Childhood Programs.     

Continuity of caregiver for infants and toddlers in center-based child care: Report on a survey of center practices

The purposes of this mail survey were to describe the extent to which child care programs use continuity of caregivers with infants and toddlers, the factors influencing decisions to move infants and toddlers to new classes, the practices used to prepare them for such moves, and the extent to which respondents agreed with the concept of providing continuity of caregivers. Child care programs accredited by the National Association for the Education of Young Children and those that were not accredited were selected randomly from existing data bases. Results indicate that (a) relatively few programs use continuity of caregivers for infants and even fewer use it for toddlers; (b) the majority of programs consider children’s attainment of developmental milestones, their age, and the space available in the next class when deciding when to transition infants and toddlers to new classes; (c) most centers used a number of practices to prepare infants and toddlers to move to new classes; and (d) more respondents report agreement with using continuity of caregivers than practice it. Relatively few differences were noted across accredited and nonaccredited centers on these issues.