COPING RESOURCES IN SAMPLE OF
CHILD WELFARE SERVICES SOCIALWORKERS
A Project
Presented to the faculty of the Division of Social Work
California State University, Sacramento
Submitted in partial satisfaction of
the requirements for the degree of
MASTER OF SOCIAL WORK
by
Martha Leticia Cueva-Hammons
SPRING
2012
COPING RESOURCES IN SAMPLE OF
CHILD WELFARE SERVICES SOCIALWORKERS
A Project
by
Martha Leticia Cueva-Hammons
Approved by:
__________________________________, Committee Chair
Dr. Kisun Nam
____________________________
Date
ii
Student: Martha Leticia Cueva-Hammons
I certify that this student has met the requirements for format contained in the University
format manual, and that this project is suitable for shelving in the Library and credit is to
be awarded for the project.
__________________________________, Graduate Coordinator, _________________
Dale Russell, Ed.D., LCSW
Date
Division of Social Work
iii
Abstract
of
COPING RESOURCES IN SAMPLE OF
CHILD WELFARE SERVICES SOCIAL WORKERS
by
Martha Leticia Cueva-Hammons
The purpose of this study was to explore the preferred coping resources within a sample
of Child Welfare Services (CWS) social workers in Northern California, in their efforts to
prevent burnout. Social workers provided their perceptions about what contributed to
burnout and what types of supports should be offered within in their agency. Thirtyseven participants agreed to complete an on-line questionnaire on the topic. The study
findings indicated that CWS social workers’ most preferred coping resources were
talking to co-workers, talking to family, and exercising. A small percentage of CWS
social workers utilized smoking and alcohol as a coping resource. CWS social workers
stated that having a supportive supervisor or agency support was beneficial in the
prevention of burnout. This study also found that one’s personal history of trauma may
contribute to burnout and that those social workers with positive outlooks in life were less
likely to burn out. Social workers were asked about burnout prevention. Social workers
provided a multitude of responses, including a smaller caseload, supportive supervisors,
and agency support. The study also suggested that CWS social workers with Bachelor
Degrees were more receptive to receive education about burnout than those social
iv
workers with Master’s Degrees. The study further suggested that younger CWS social
workers participated less in spiritual practices.
The study’s secondary purpose was to maintain the subject of burnout and coping
resources at the forefront. Alternative stress reducing activities should be utilized
including modifying environmental factors that may be contributing to burnout. Social
workers with positive dispositions should be strategically introduced into areas within the
agency. Environmental changes will therefore begin from within the group rather than
upper management.
____________________________, Committee Chair
Dr. Kisun Nam
_______________________
Date
v
ACKNOWLEDGEMENTS
This project is dedicated to my devoted husband Jon E. Hammons and our son Jon E.
Hammons, Jr. To my beautiful daughter Yesenia Y. Nunez, who was my first true
inspiration in life.
vi
TABLE OF CONTENTS
Page
Acknowledgements .................................................................................................... vi
List of Tables ............................................................................................................. ix
Chapter
1. INTRODUCTION ........................................................................................
1
Background ........................................................................................
1
Statement of Research Problem .........................................................
2
Purpose of Research ...........................................................................
2
Rationale/Reason ...............................................................................
3
Theoretical Framework ......................................................................
4
Assumptions.......................................................................................
6
Justification ........................................................................................
7
Limitations .........................................................................................
8
2. LITERATURE REVIEW .............................................................................
9
Burnout ..............................................................................................
9
Effects of Burnout on CWS Social Workers ..................................... 13
Coping Strategies/Resources ............................................................. 14
Coping Defined .................................................................................. 14
Gaps in Literature .............................................................................. 19
Summary ............................................................................................ 20
3. METHODS/METHODOLOGY ................................................................... 22
Introduction ........................................................................................ 22
Study Design ...................................................................................... 22
4. OUTCOMES ................................................................................................ 27
Coping Resources .............................................................................. 27
5. CONCLUSIONS............................................................................................ 39
vii
Preferred Coping Resources .............................................................. 39
Statistically Significant Data Regarding Burnout .............................. 40
Narrative Responses........................................................................... 41
Implications to the Social Work Profession....................................... 42
Limitations ......................................................................................... 43
Summary ............................................................................................ 43
Recommendation ............................................................................... 44
Appendix A. Self-administered Questionnaire ....................................................... 46
Appendix B. Human Subjects Final Approval ........................................................ 49
Appendix C. Consent to Participate in Research ..................................................... 50
References .................................................................................................................. 53
viii
LIST OF TABLES
Tables
Page
1.
Demographic Characteristics of Survey Participants ......................................... 28
2.
Coping Resources Utilized When Dealing with Stressful Situations ................. 29
3.
Level of Agreement with Statements ................................................................. 30
4.
Gender Comparisons – Notable Differences in Agreement with Statements ..... 32
5.
Age Comparisons– Notable Differences in Agreement with Statements ........... 33
6.
Years Working in Child Welfare Comparisons– Notable Differences in
Agreement with Statements................................................................................ 34
7.
Education Comparisons– Notable Differences in Agreement with
Statements ........................................................................................................... 35
8.
Survey Participants’ Ideas to Prevent Burnout ................................................... 37
9.
Responses Remaining in the “Other” Category.................................................. 38
ix
1
Chapter 1
Introduction
Coping resources and burnout are subjects of much interest to Child Welfare
Services (CWS) social workers. Most of the available literature speaks to the negative
effects of burnout on a person’s quality of life, personal relationships, physical health and
job performance. According the U.S. General Accounting Office (2003), the annual
estimated turnover of child welfare caseworkers is between 30 and 40 percent, with the
average duration of employment being less than 2 years. The research clearly establishes
that certain professions doing “people work” are more vulnerable to burnout, and such is
the case for CWS social workers. Therefore, a true understanding of the long-term effects
of burnout and the types of coping resources found to be most useful for those working
within the profession continues to be of great interest.
Background
The concept of burnout was first introduced in 1974 by Hebert Freudenberger, (as
cited in Bakker, Van Der Zee, Lewig & Dollard, 2006) who characterized the
psychological state of volunteers who worked in alternative health care situations.
Burnout, also referred to as emotional exhaustion, is central to the concept of burnout
(Mann, 2004), and can be as severe and debilitating as any other type of health-related
illness. Emotional exhaustion maybe the result of intensified focus or continued
exposure within a stressful environment. Maslach and Jackson (as cited in Mann)
described burnout in 1981 as a syndrome distinguished by emotional exhaustion,
depersonalization and a lack of personal accomplishment. Essentially, burnout is the
2
body’s response to the failure of coping strategies that individuals typically utilize to
manage stressors at work (Gil-Monte, 2005).
Coping resources specific to the profession of CWS is limited within the
literature. Coping is defined as aspects of oneself or the environment that can help in
overcoming the difficulties identified by the individual (Centre for Clinical Intervention,
2011). Coping skills or resources are seen as moderators or protective factors that help
the individual reduce the effects of stressful situations or environments as those found in
social support, individuals differences such as good self-esteem, resilience, hardiness and
personal control, along with generally well known physiological release mechanism such
as exercise (Carson & Kuipers, 1998, as cited in Collins, 2008). Some coping resources
among CWS workers suggested that engaged, problem-focused techniques are the most
effective, and that those workers with disengaged coping, or emotional-focused coping
resources can lead the worker to suffer emotional exhaustion and feelings of
depersonalization (Anderson, 2000). The most effective supportive coping resource
according to the literature is having a supportive supervisor and talking to other workers
(Rogers, 1997).
Statement of Research Problem
What coping resources are perceived as most effective to prevent burnout by
CWS social workers?
Purpose of Research
This study will explore different coping methods used by social workers in the
field. General or maladaptive coping methods will also be recognized based on the
3
questions posed on the questionnaire, using the social workers’ self-perception of their
burnout. The study will measure coping resources specific to personal activities, social
and environmental supports, and the worker’s self-perceived burnout. Coping resources,
for the purposes of this study, include vacations, family support, co-worker and
supervisor support, spiritual practices, exercise, running, meditation, massage, and
internet support or social groups (e.g., Facebook, etc.), journaling, smoking and alcohol.
The study is intended to create self-awareness of different types of coping resources and
adaptive traits. The information gathered from this study may be useful in developing
treatment plans. It may also serve as a form of identifying training opportunities within
government entities, public agencies, employees or supervisors. Individuals searching for
specific activities may find the information in the study helpful in their personal efforts to
reduce the incidents of burnout and/or stress.
Rationale/Reason
The purpose of this study is not to measure burnout specifically, but instead to
inquire about social workers’ self-perception of burnout and coping resources. The study
will identify the specific coping resources of choice in a sample of CWS social workers
in Northern California. This researcher became interested in the subject of burnout and
coping resources after having worked as a CWS social worker. It was of concern that
such an important job, which deals with the health and safety of children, has been
consistently compromised by high staff turnover, incidence of burnout, and stress
throughout the history of the profession. A profession dedicated to ensuring the safety,
well-being, and permanency of children involved with it is not able to find its own
4
permanency, as reflected by the low staff retention numbers in CWS throughout the
State. One cannot deny that staff turnover affects the community and the families and
children we serve. That said, this researcher also found several senior social workers of
15 or more years continuing to work as CWS social workers in Northern California,
causing this researcher to believe that some individuals must possess or apply certain
coping resources that have allowed them to remain in such a high stress job longer than
others. This observation, and the natural desire of this researcher’s aspiration to work in a
field for more than two years, was the driving force to research the subject further. The
primary focus of this exploratory study is therefore coping resources within a sample of
CWS social workers in Northern California.
Theoretical Framework
This research was based on the cognitive theory. “The Cognitive Theory is based
on the assumptions that people construct their own realities” (Hepworth, Rooney,
Deberry Rooney, Strom-Gottfried & Larsen, 2010). A preferred evidence-based
treatment plan for the reframing of the thoughts, such as positive self-talk, stress and time
management, and the strengthening of the natural supports system within the subject’s
environment, will be improved using Cognitive Behavioral Therapy. The basic tenets of
the cognitive-behavioral theory are: (a) thinking, and the statement we say to ourselves,
positive or negative thoughts; (b) feelings such as anger, happiness, frustration, and
disappointments, (c) cognitions, which often affect behaviors and which function as the
cognitive process of attention, retention, production, and motivation as well as of
5
rewarding or unrewarding consequences; and (d) behavioral changes—if we can change
our thoughts, we can change the behaviors (Bandura, 1986).
The Cognitive Theory can help offset some of the feelings and symptoms
associated with working in a negative or stressful environment, as the subject can
purposely reframe his or her experiences, thereby lowering levels of stress and ultimately
minimizing the incidence of burnout. However, the Cognitive Theory alone would not
fully impact the complexities of burnout and identify the possible coping resources within
a person. Therefore, a co-application of Cognitive Theory with the Ecological Systems
Model might yield great benefits in the efforts to combat or alleviate symptoms
associated with burnout. The Ecological Systems Model, for example, considers the
“person-in-environment,” which essentially recognizes the habitat of people as being
their physical and social setting within a cultural context and that when these habits are
rich in resources needed to grow and develop, people thrive. The unique setting of CWS
can therefore be considered a habitat in where may people hope to find their niche. This
niche consists of statuses, roles or occupations that promote social justice, and all of these
systems ultimately affect each other. When vital resources are deficient from the habitat,
the physical, social, and emotional development and ongoing functioning may be affected
(Hepworth, et al., 2010). Therefore, if the environment is being affected by many factors,
including other social workers who are burned out, failing to address the environment
could spread the negative thought patterns throughout an agency. Perhaps the deliberate
placement of people with positive personalities within the negative environment or
employing socially enriching activities that acknowledge the efforts of workers may
6
strengthen coping mechanisms and offset burnout (Hepworth, et al.). The research
further suggests that workers are influenced by their co-workers’ perception of their own
burnout. If applying a strengthen the base approach to this, it could be inferred that if coworkers encourage self-care, other workers will be influenced by this as well. In the end,
self-awareness might be better received if these messages are coming from within the
social network. Likewise, the Ecological Model accepts that CWS social workers are
working within many systems that affect their personal and professional lives. Many of
the systems overlap, impacting the function of the others, and thus also could create
additional areas in one’s life that need attention. For example, divorce, school or family
problems may affect the work, and the work may affect the home environment as well.
In the end, the combined Cognitive Theory and Ecological System Model may serve as
useful tools in developing interventions that are pertinent and deliberate, whether in a
micro setting or in the mezzo and/or macro levels systems.
Assumptions
This study makes the basic assumptions that even while exposed to job stress,
CWS social workers with specific coping resources are less likely to suffer from burnout.
The goal of the study is to identify specific variables or traits which may be strengthened
within the subject and which may ultimately reduce burnout within CWS social workers.
These variables or traits will include items such as access to social supports, internal
processes, and personal history, as well as a consideration of environmental factors
within the family system or work environment which may need strengthening. This
study will create self-awareness within CWS social workers and will promote deliberate
7
co-worker support and encouragement of self-care, given the high rates of burnout within
the profession. The study will further encourage agencies to continue to study the
environmental factors which may be contributing to CWS social workers’ burnout. This
study makes the basic assumption that CWS agencies do not have deliberate strategies in
place to promote a fully functioning and healthy system.
Justification
This proposal is significant to the profession because burnout continues to be a
major concern within CWS social workers as strength-based research pertaining to
burnout, which includes internal and external variables specifically relating to CWS
social workers, appears to be limited. Despite the profession’s strength-based
philosophy, many of the agency practices are less than strength based. The whole CWS
system’s focus is on identifying safety issues and problems, and overall it operates on a
deficit model. If is there is no problem, then no intervention is needed. Many of the
children who receive services from CWS suffer from attachment disorders due to the
neglect of their parents and the systematic neglect in the CWS system caused by
numerous placements changes. Not only are placement changes a common occurrence in
CWS, but so is the movement or change in the social workers assigned to children
throughout their stay in the CWS system. Statistics related to placement changes vary
from 6 placements on average to extraordinary cases involving 18 to 30 placement
changes. For children who suffer from attachment disorders, some of their social
workers become that object of permanence they so desperately need to resolve these
issues. When social workers are moved, or there is a high turnover of social workers
8
within agencies, the same attachment disruptions are perpetrated within the CWS system.
Therefore, permanence is not only valuable within the profession, but will ultimately
create a sense of congruence between the CWS systems and therapeutic practices that
affect children and their possible outcomes. Burnout is therefore at the heart of the CWS
practice as is the identification and strengthening of CWS services coping resources.
Limitations
While this study provides useful information about CWS social workers’
perceptions of contributing factors related to burnout and their preferred coping
resources, only a limited number of cross-tabulations resulted in statistical significance.
The measurement instrument’s internal consistency reliability is measured by coefficient
alpha, the most common method used for calculating internal reliability. However, the
face validity of the study itself may be limited. The participants in the study were all
approached at their place of employment, which may have influenced either more
negative or positive responses. Some of the participants were supervisors; therefore, their
experience might not be the same as line staff. Some of the language in the questionnaire
may have been misinterpreted. This study’s information should be utilized with caution
and in combination with other literature available on the subject of burnout and coping
due to the small sample size.
9
Chapter 2
Literature Review
While burnout and coping have been studied for many years, specific studies
related to the complexities of multiple systems interactions that affect each other and may
contribute to burnout within CWS social workers have not yet received an equal amount
of attention. The following literature review presents the most relevant studies
applicable to this researcher’s question: What coping resources are perceived as most
effective to prevent burnout by CWS social workers?
Burnout
Definition and types of burnout.
The concept of burnout was first introduced in 1974 by Hebert Freudenberger,
who characterized the psychological state of volunteers who worked in alternative health
care situations. Burnout, also referred to as emotional exhaustion, is central to the concept
of burnout (Mann, 1994) and can be as severe and debilitating as any other type of
health-related illness. Emotional exhaustion maybe the result of intensified focus or
continued exposure within a stressful environment. Maslach and Jackson (1981)
described burnout as a syndrome distinguished by emotional exhaustion,
depersonalization and a lack of personal accomplishment. According to Srinika Jayarate,
“Organizations must treat burnout as a priority; otherwise it’s just a case of blaming the
victim” (as cited in Robb, 2004). Nothing is more important to the existence of the
profession than the study of known hazards which may jeopardize the profession, its
existence, and the quality of life of those who wish to engage in this field. In other words,
10
burnout is the body’s response to the failure of coping strategies that individuals typically
utilize to manage stressors at work (Gil-Monte, 2005)
A recent study conducted by Loo (2004) attempted to examine burnout types in
law enforcement officers. Using a multidimensional construct and clustering
methodology, the study found that officers fell into three different patterns or categories:
laissez-faire managers, well-adjusted mangers, and distressed managers. The results of
the study revealed these three specific burnout types, which could aid in the development
of specialized policies and programs to address the unique needs of police officers (Lee,
Cho, Kissinger, & Ogle, 2010). Loo recommended further research to be conducted due
to the fact that the primary focus of pattern types in the study was associated with law
enforcement managers only. Nonetheless, the multidimensional construct and clustering
methodology may be useful in categorizing other patterns in professionals engaged in
similar work such as social workers, therefore opening other opportunities to expand the
definition of burnout and its possible subtypes.
A broader definition of burnout to include clinical subtypes was conducted in a
sample of 409 employees of the University of Zaragoza, Spain by researchers MonteroMarin and Garcia-Campayo (2010). The study challenges the uniformity of the
definition of burnout and utilizes Farber’s (2000) burnout typology (conducted on
schoolteachers) as those utilized. The three types were frenetic, underchallenged, and
worn-out. The frenetic types were those who were highly applied and committed
individuals, who were characterized by the investment of a substantial amount of time
and those who were dedicated to their work. The under-challenged types were those who
11
had no interest in their work and performed tasks in a superficial manner. This type was
found to lack challenge, motivation or desire for engagement. Montero-Marin and
Garcia- Campayo go on to describe the third category as the worn-out type, or those
whose level of involvement in their work is reduced to the point that they disregard the
responsibilities of their position. Some affected individuals, however, may defy this
classification by fluctuating and moving through and between the three profiles or by
gradually evolving from one profile into another over time as their dedication diminishes
(Farber, 1999). Montero-Marin and Garcia-Campayo’s study suggests burnout
progresses from more to less (from enthusiasm to apathy). Therefore, burnout appears to
develop at a time of excessive involvement and commitment, typical of the frenetic
profile also known as workaholics. The study further found that workers will adopt
certain distancing to protect themselves, having to do with indifference and cynicism.
Distancing also erodes efficacy in the long run by leading to passive coping strategies
such as neglect of responsibilities and emotional venting, which are typical of the wornout profile. This study primarily attempts to extend the burnout syndrome to account for
the level of involvement in which subjects cope as their symptoms progress.
Measuring burnout.
While several measuring tools exist within the literature, the Maslach Burnout
Inventory (MBI), developed in the United States in the early 1970s, thus far is the most
recognized and used burnout measuring tool to date. Initially, the MBI’s purpose was to
measure the burnout rate for employees in the health care profession. Different
occupations such as teachers, social workers, and law enforcement officers were later
12
included as part of those professions in the “people work” category and also considered at
the heart of the burnout phenomenon (Maslach, 1993). In the 1980s, the Coping
Resource Inventory for Stress was developed, which measured 15 coping resources of
respondents: Self-disclosure, Self-Directedness, Confidence, Acceptance, Social Support,
Financial Freedom, Physical Health, Physical Fitness, Stress Monitoring, Tension
Control, Structuring, and Problem Solving (Matheny, Curlette, Aycock, Pugh & Taylor,
1981, 1987, as cited in Matheny, Gfroeger, Curlett & Harris, 1999).
Factors associated with burnout.
While there has been a great deal of research on the subject of burnout, there was
no significant focus on the influence of the social comparison process and the etiology of
burnout. Social comparisons in the form of perceptions of burnout relative to others can
influence the development of burnout, especially when interacting within a socially rich
environment such as CWS. A study conducted by Hasbeslen and Buckkey (date)
suggests a relationship between one’s self or others’ perceptions of burnout and the
development of burnout. The study found that social support moderates the relationship
such that those who experience social support in the form of conversation with their
coworkers exhibit a reduced influence of social comparison of their later burnout
(Hasbeslen & Buckley, 2006).
Previous researchers have focused on situational stressors influencing burnout,
such as excessive workload, emotionally demanding interactions with patients for
volunteer counselors, and lack of control or participation in decisions that affect the
worker’s environment (Maslach, Schaufeli & Leiter, 2011; Schaufeli & Enzamann, 1998,
13
as cited in Appel & Kim-Appel, 2008.) Likewise, lack of a supportive supervisor,
inadequate training at work, or the worker’s feeling of incompetence were factors
associated with burnout throughout the literature. In addition, low pay, long hours
exposure to potentially dangerous and hazardous environments, inadequate community
resources and the high rate of foreclosures and unemployment of clients, the threat of
legal liability, and the role confusion of investigator vs. helper, may be factors
contributing to burnout (Anderson, 2000).
Effects of Burnout on CWS Social Workers
The literature further explains that underestimating the prevalence of burnout can
lead employees to perceive that they are alone with their problems. This perceived
isolation can lead to the further depletion of emotional resources; in other words, the
worker can become emotionally exhausted. The worker may then pull away from the
job. Some workers may engage in depersonalization or become cynical, which may
translate into the improper handling of CWS foster children and their families. Also,
workers may then feel that they cannot perform on the job as competently as they were
once able to and thus their personal efficacy is reduced (Halsbeslen & Buckley, 2006).
CWS social workers deal with involuntary clients who are for the most part resistant to
interactions or help. Continued exposure to negative information, limited community
services to support the family’s needs, and clients’ perception of the social workers for
the most part as obstructive instead of being useful, may influence the worker’s self-talk
and may lead to feeling of reduced personal efficacy. However, burnout prevention
among social workers may be achieved if supervisors help workers realize the small
14
gains their clients make and by formally recognizing workers of their accomplishments
(Drake, Yamada & Gautam, 1996).
Coping Strategies/Resources
The focus on coping strategies and resources is the profession’s attempt to find a
solution to or understanding of a person’s ability to deal with stressful situations that may
contribute to worker burnout. The following is a summary of available literature which
reflects different coping strategies and which is the base for this researcher’s question:
What coping resources are perceived as most effective to prevent burnout by CWS social
workers?
Coping Defined
The Center for Clinical Intervention (2007) defines coping resources as aspects of
oneself or the environment that can help in overcoming the difficulties identified by the
individual. Coping skills or resources seen as moderators or protective factors that help
the individual reduce the effects of stressful situations or environments are those found in
social support: individual differences such as good self-esteem, resilience, hardiness and
personal control, along with generally well known physiological release mechanisms
such as exercise (Carson & Kuipers, 1998). Developing awareness of different types of
coping skills could put social workers in touch not only with general knowledge about
these matters, but also in applying them to their own coping skills, thus reinforcing the
positive in their exiting repertoire of skills and opening up possibilities for developing
new ones (Collins, 2008). The literature identifies many different coping types of those
involved in the field of people work, commonly known as the helping professions.
15
A study conducted by Dinah G. Anderson (2000) found that CWS workers who
rely on the engaged coping strategies depersonalize their clients less and feel a greater
sense of accomplishment at work. These workers apply problem-focused techniques to
resolve situations. Some problem-focused engaged coping strategies may include
creating lists that can help organize and separate tasks that may be overwhelming.
Breaking down tasks may assist in the management of each task. With the completion of
each task, the worker will become encouraged to move forward. These problem-focused
and engaged coping strategies are parts of the task-centered model (Hepworth, et al.,
2010). Additionally, workers who use disengaged coping strategies are more likely to
suffer emotional exhaustion, feelings of depersonalization and a diminished sense of
personal accomplishment (Anderson). Disengaged coping can therefore be similar to
emotion-focused coping strategies in that both can encourage a higher incidence of
burnout.
A 2010 study (Acker, 2010) of 1,000 randomly selected social workers, of which
591 responded, aimed at exploring in depth the lives of social workers heavily involved
in managed care and to identify the coping strategies which they found most useful in
helping them deal with job demands. The strategies measured focused on the following
the following:
1. Social workers who use problem-focused coping are more likely to feel
competent;
2. Social workers who use emotion-focused coping strategies are less likely to
feel competent;
16
3. Social workers who use problem-focus coping strategies are less likely to
suffer from burnout, including emotional exhaustion, depersonalization,
reduced personal accomplishment, and somatic symptoms;
4. Social workers who use emotional-focused coping strategies are more likely
to suffer from burnout, including emotional exhaustion, depersonalization,
reduced personal accomplishment and somatic symptoms.
The data in this study (citation) suggested that social workers who felt competent
in working with managed care organizations relied heavily on problem-focused coping.
Those who did not feel competent in working with managed care relied on emotionfocused coping and used escape-avoidance behaviors. Further, the findings of this study
are in accordance with the coping strategies literature, which suggests that the mere
existences of stress is less important than how individuals appraise and cope with stress
(Acker, 2010; Aldwin & Revenson, 1987; Antonovski, 1979; Gellis, 2002; Lazarus,
1993).
The study (citation) further suggested that younger and less educated workers
may be at a disadvantage when negotiating and intervening in the managed care
organizations in comparison to more experienced and skilled workers. The study was
limited in that it does not include younger participants and diverse ethnic and racial
backgrounds. The median age in this study was 51, and the mean for social work
experience was 22 years. The participants were also predominately white at 86% of the
total sample, with 89% holding masters degrees and 4% doctoral degrees. The researcher
therefore recommends a cautious interpretation of the findings.
17
The literature in some instances refers to those individuals involved in the people
work profession as involved in the double-edged sword of “emotional labor.” Emotional
labor refers to work role requirements concerning the display of appropriate emotions to
create a desired impression (Bailey, 1996, as cited in Mann, 2004), although Mann
(2004) cautions that “within the caring professions, expressing genuine emotion is not
always the most helpful response—in some cases performing emotional labour might be
more beneficial to the client.” Studies have suggested that those involved in people work
and who engaged in emotional labour consider that “the emotional labourer can actually
distance themselves cognitively from the situation by acting rather than experiencing the
required emotions” (Ashfordth & Humprey, 1993; Lief & Fox, 1963, as cited in Mann,
2004). This will allow the workers to remain objective and retain their own emotional
equilibrium (Mann, 2004). Thus, acting may also be an appropriate coping resource,
which may give the desired appearance of caring while preserving the worker’s internal
resources. While emotional labor may be seen as a negative aspect of people work, it is
suggested that negative experiences are to “celebrate the creative and heroic means by
which people can cope with it” (Shuler, 2001). In other order words, this means applying
cognitive restructuring so that the labor is not seen as something negative, but rather a
skilled part of the job (Mann). Humor was also reported within the literature as an
effective coping resource when engaged in emotional labor (Pogrebin & Poole, 1998;
Cahill & Eggleston, 1994; Bolton, 2000; Miller, et. al, 1988, 1995, all as cited in Mann,
2004).
18
A 2007 study involving Israeli women in the caregiving profession of social work
in the health care setting found that in the areas of stress, a comparison study on the use
of coping strategies by Israelis and Americans shows a high similarity between the
present study and results, as well as with other Israeli studies. The study found that both
cultures favored problem-focused coping over emotional-focused coping strategies (BenZur& Michael, 2007). Despite the political, social and economic uncertainties, Israeli
professionals showed relatively lower levels of burnout than Americans (Pines, 2004).
Written expression in the form of journaling as a coping method was studied in a
sample of volunteer Child Protective Services officers (CWS social workers) in which the
participants were asked to write in a private journal about stresses and emotions. The
journaling led to decreased psychological distress and increased job satisfaction (Alford,
Malouff & Osland, 2005). Talking to either family, co-workers or a supervisor as a way
for a person to seek a resolution to an emotional issue through discussion with another
was also found to be an effective coping resource (Rogers, 1977).
Finally, a study of 500 law enforcement officers conducted by Violanti and
Marshall in 1983 revealed that police officers learned to disassociate from their emotions
when coping with unpleasant work experiences. The Violanti and Marshall study also
points to the strong relationship between stress and the use of alcohol among officers.
Humor was also a way of defusing (coping) with the impact of tragedy for police officers.
A study conducted by Harvey-Lintz in 1997, studying the coping strategies of 141 police
officers after the Rodney King incident of 1992, found that 17% of the respondents met
the criteria of Post Traumatic Stress Disorder (PTSD). Police officers and social workers
19
alike are involved in people work and are often involved and exposed to similar working
environments.
Gaps in Literature
Much of the reviewed literature resulted from studies performed in the United
Kingdom or other foreign countries. Many of the studies focused on the environmental
causation of burnout, such as job related stress, depression, and lack of supervisor support
or depleted emotional energy or exhaustion to explain burnout among human services
professionals. Only a few spoke about the potential medical issues experienced by social
workers in the field of CWS. Surprisingly, most of the research focused on the negative
aspects of the CWS profession. Given that the profession is strongly rooted in the
strength-based or the ecological theory, it is surprising how much of the research is
primarily based on the focus of the specific individuals’ adaptive or maladaptive traits
and how these may influence the outcome of burnout.
There was minimal research as to the internal coping mechanisms within
individuals which may be nurtured to help reduce incidents of burnout in CWS social
workers through Cognitive Behavior Therapy interventions or other therapeutic models.
Much of the available research focuses on the internal locus of control, implying that
individuals must learn to control all aspects of their existence despite the numerous
systems interacting with the individual which may affect the individual. Elements out of
the person’s control were not considered when referring to the internal locus of control.
Furthermore, the literature has limited information on other types of coping resources
which may prevent burnout, such as exercise or yoga, which promotes breathing and
20
relaxation; massage; vacations; a rich personal life; and social networks, including online social media groups; and supports outside of the work environment.
Cultural considerations such as internal and external coping resources within
specific cultures such as Hispanic CWS social workers were not available in the
literature. Neither was there a presence of religious practices as a coping resource.
Presently, there is no research on the relationship between social media outlets as a
coping resource and if computer-based supports play an effective part in the reduction of
stress or incidents of burnout. Overall, information related to the experiences specific to
CWS social workers seemed limited and outdated.
Summary
Most of the research suggests that the most effective form of combating burnout
is the person’s support systems, consisting of co-workers and supervisors. Social support
was essentially the coping resource found to be the most effective preventative measure
against burnout. Social workers’ perceptions about other co-workers’ burnout also
affected their perceived comparisons, suggesting this was also at the forefront. In this
researcher’s opinion, this is a subset of social support, given that the perceptions are
created in a social setting. The literature also suggests that not talking to co-workers
about their potential burnout symptoms creates a sense of isolation, which may increase
burnout symptoms. Cultural considerations and information about specific coping
resources among other cultures such as Hispanic CWS workers was extremely limited.
The purpose of this research was to focus on the types of coping resources utilized
by a sample of CWS social workers in Northern California. The research provided
21
workers with an opportunity to express specific views and needs within the subject of
coping and burnout, including deficits or strengths found within their agency. The
information gathered by this research maybe utilized for purposes of enhancing CWS
social workers’ self-awareness into their own coping styles. The study hopes to elicit
further discussion about the subject and to encourage further research about coping
resources within CWS agencies. The goal is to maintain constant awareness as to the
subject of burnout in an effort to improve the quality of life of CWS social workers and
the clients they serve.
22
Chapter 3
Methods/Methodology
Introduction
This study is an exploratory process searching for specific coping resources that
are used among CWS social workers in an exploratory effort to discover if certain
specific coping resources can reduce the incidence of burnout. A sample of 60 social
workers in Northern California was approached to participate in this study. Given the
limited amount of research in the area of coping and CWS social workers, this researcher
used personal knowledge and experience as a current CWS social worker to formulate
questions that would specifically identify coping resources found to be useful by other
social workers in the field. The Brief Coping Inventory, an abbreviated version of the
COPE inventory, was also considered when formulating this researcher’s questionnaire
(Carver, 1997). The Brief Coping Inventory measured both adaptive and maladaptive
coping skills by self-report in the areas of self-distraction, active coping, denial,
substance use, use of emotional support, use of instrumental support, behavioral
disengagement, venting, positive reframing, humor, acceptance, religion, and self-blame.
This researcher considered some of these areas and incorporated several of them into the
process.
Study Design
A quantitative survey study design was utilized to engage in the exploratory
process of discovering specific coping resources that may benefit social workers and
23
reduce the incidence of burnout based on self-reports. This study used a univariate and
bivariate analysis as well as non-probability-sampling methods.
Independent and dependent variables.
The research-independent variable applied in this study is coping resources, with
the dependent variable being the social worker’s self-perception of burnout. Coping
resources are defined as environmental and/or internal supports that strengthen the
individuals’ abilities to deal with difficult situations. For the purposes of this study,
coping resources will include vacations, talking to co-workers and supervisor support,
religious practices, exercise, massage, journaling, smoking, alcohol, watching a movie or
reading a book. The burnout-dependent variable of the study was measured by assessing
CWS social workers’ support systems with co-workers, supervisors, family, written selfcare plan, feelings of competence in the workplace, and outlook on life.
Study population.
The study was focused on a sample of CWS social workers. It is noted that while
all the CWS social workers participating in this study work in Solano County, many of
them commute from different cities around Solano County, including Sacramento, Elk
Grove, San Francisco, Oakland, Concord and Martinez. Therefore, the sample of CWS
social workers will not be referred to simply as Solano County social workers, but instead
CWS social workers in Northern California.
Sampling method.
A sample of social workers working in CWS in Solano County was approached to
participate in this study via email. All existing social worker categories, which included
24
Social Worker II, Social Worker III and Social Services Supervisors, were selected from
a centralized email list. A snowball sampling was utilized in this study, given the
challenges and limited opportunities to engage CWS social workers as research
participants. The sample size consisted of 60 CWS social workers, of which 37
responded.
Measurement instrument.
A Likert-type scale was utilized in the self-administered questionnaire (Appendix
A) presented to the participants. The measurement instrument also included a
demographic section inquiring about the participant’s age, number of years working for
CWS and gender. This measurement instrument met the needs of this study given that
the sample of CWS social workers from Northern California all worked in Solano
County. Use of self-administered questionnaires is the most appropriate way to
administer a survey to a group of respondents who have gathered in the same place at the
same time (Rubin & Babbie, 2008). The Brief Coping Inventory was referenced by this
researcher and influenced the manner in which the questionnaire was developed.
Data collection procedures.
Prior to collecting data, this researcher requested authorization to collect data
from the Solano County management team. A three-member panel consisting of the
management team reviewed this researcher’s request to collect data and that the
questionnaire be distributed to staff. The researcher began collecting data once Solano
County and the Sacramento State University Human Subjects committee approved the
study (Appendix B). An email was distributed requesting that all social workers within
25
the aforementioned categories participate in the study. A hyper-link to the Survey
Monkey on-line data analyzing tool was included as part of the email as well as a
Consent to Participate in the study (Appendix C). The subjects’ rights to privacy was
protected by their anonymity, as no identifying characteristics were asked of the subjects.
According to SurveyMonkey’s website, survey authors are permitted to disable the
storage of email addresses and disable IP address collection so that anonymous survey
responses can be collected.
Information was provided to the potential participants, which included a statement
that their participation was voluntary and how their participation could improve the
profession as a whole. All participating parties were provided with a raffle ticket so they
could participate in a raffle by placing their numeric raffle ticket in a box labeled Coping
Resources Raffle. The winning raffle ticket number was emailed to all participants and
the winner collectd a $25 gift card from a third party not involved in this study.
Statistical analysis plan.
The data was analyzed by entering the data into the computerized statistical data
program SPSS. A cross-sectional study was conducted of several variable combinations.
After conducting the first few statistical comparisons, it was determined that recoding
some of responses produced a simpler question response, making the data interpretation
easier given the small sample size. The responses in the measuring tool were therefore
limited to “Agree” and “Disagree.”
26
Human subjects.
This study was approved by the Sacramento State University Human Subjects
Committee, indicating that the subjects were at minimal risk of harm and therefore this
researcher proceeded to approach the targeted population shortly thereafter. A brief
request to participate in the study and an explanation of the benefits to the profession was
distributed among all potential participants. A Consent to Participate notice informed the
participants that completing the questionnaire was voluntary and confidential. If any of
the questions caused any of the participants emotional discomfort, the participants were
encouraged to access their Employee Assistance Program, which is available in all
County agencies and the Solano County Mental Health Help-line.
27
Chapter 4
Outcomes
The purpose of this study was not to measure burnout specifically, but instead to
inquire about social workers’ self-perceptions of burnout and coping resources. The study
identified the specific coping resources of choice in a sample of CWS social workers in
Northern California
Table 1 describes the demographic characteristics of the sample. As shown in the
table, the majority of the sample was female (89%). Only 11% of the participants were
male. A distribution of the age groups in the sample is portrayed.. The largest group of
respondents is between 31 and 37 years of age (41%). The next largest age group
contains those 44 to 55 years old (22%). This is followed fairly closely by respondents
38 to 43 (19%) and 24 to 30 (16%). Only 3% were over 55 years old.
The number of years the responding sample have worked in CWS is also listed in
Table 1. listed . The largest groups have worked in child welfare between 3 and 5 years
or between 6 and 8 years (27% each). Those who have worked in child welfare 6 to 12
years represent 19% of the sample and 14% of the sample is made up of those who have
worked in the field for less than 3 years or more than 15.
The majority of the sample is comprised of those with an M.A./M.S./MSW
degree, as shown in Table 1. Almost a quarter have B.A./B.S./BSW degrees (24%).
Coping Resources
Table 2 displays the coping resources selected when the participants were asked,
“What are your coping resources (self-care) when dealing with stressful situations?” The
28
Table 1
Demographic Characteristics of Survey Participants
Variable
Percent
Gender
Female
89%
Male
11%
Age
24-30
16%
31-37
41%
38-43
19%
44-55
22%
55-plus
3%
Number of Years Working in Child
Welfare
0-2
14%
3-5
27%
6-8
27%
9-12
19%
15-plus
14%
Education
B.A./B.S./BSW
24%
M.A./M.S./MSW
76%
Sample Size (N)
37
participants’ responses are portrayed in descending order of most frequent mention. The
coping resource most likely to be used by respondents is talking to a co-worker (78%).
The second resource most likely to be used is talking to family members (62%). No other
resource was utilized by more than half of participants, however, exercise, reading a
book, going for a walk, seeing a movie, taking a vacation, spiritual practices, and getting
a massage were mentioned by fairly substantial numbers of people (between 27% and
49%).
29
Table 2
Coping Resources Utilized when Dealing with Stressful Situations
Talk to a Co-Worker
Talk to Family
Exercise
Read a Book
Go for a Walk
See a Movie
Take a Vacation
Spiritual Practices
Get a Massage
Alcohol
Journal
Smoke
Gardening
Other
Frequency
29
23
18
15
14
14
13
11
10
6
4
4
2
10
Percent
78.4
62.2
48.6
40.5
37.8
37.8
35.1
29.7
27.0
16.2
10.8
10.8
5.4
27.0
Table 3 displays the levels of agreement with statements about burnout, in descending
order. All participants agreed with the statement, Social workers with fewer coping
resources are more likely to burn out. Almost all participants also agreed that Having a
negative outlook in life can affects one's view of our clients, that Having a supportive
family is key in coping with stressful environments, that Social workers who have
supportive supervisors are less likely to burn out, and that Practicing self-care reduces
stress at works and prevents burnout (97% each). The statements least likely to be
agreed with were, Social workers who have a written self-care plan are less likely to burn
out (only 53% of the participants agreed with this statement), Burnout prevention (selfcare) training should be offered at least every two years, and Social workers who feel
competent in their work are less likely to burn out (78% each).
30
Table 3
Level of Agreement with Statements
Social workers with fewer coping resources are more likely to burn out.
Percent
Agree
100.0
Having a negative outlook in life can affects one's view of our clients.
97.3
Having a supportive family is key in coping with stressful environments.
97.3
Social workers who have supportive supervisors are less likely to burn
out.
97.3
Practicing self-care reduces stress at works and prevents burnout.
97.2
Having an active social life outside of work can prevent burnout.
94.4
Having a positive outlook in life can affect one's view of our clients.
94.4
One's personal history of trauma may increase the likelihood of burnout.
94.4
Talking to co-workers about stressful situations is beneficial.
91.7
Exercising regularly reduces stress and can prevent burnout.
89.2
Social workers who nurture their spiritual self are less likely to burn out.
86.1
Social workers who take vacations at least once a year are less likely to
burn out.
83.3
Social workers who feel competent in their work are less likely to burn
out.
78.4
Burnout prevention (self-care) training should be offered at least every
two years.
77.8
Social workers who have a written self-care plan are less likely to burn
out.
52.8
Statements regarding burnout were analyzed by the different demographic
questions to determine whether statistically significant differences existed among them.
Out of the 60 cross-tabulation comparisons tested, only two ended up being statistically
significant (Pearson Chi-Square value of less than .05), likely due to the small size of the
sample.
31
This comparison was agreement with the statement One's personal history of
trauma may increase the likelihood of burnout by gender. Female respondents were
more likely to agree (97%), while male respondents were less likely to do so (67%).
Table 4 shows this comparison (denoted in bold font) and other notable, although
not statistically significant, differences in the agreement with statements by male and
female participants.
Female participants were more likely than male participants to agree that
Exercising regularly reduces stress and can prevent burnout and that Social workers who
feel competent in their work are less likely to burn out. Male respondents, on the other
hand, were more likely than female respondents to agree that Social workers who nurture
their spiritual self are less likely to burn out and that Burnout prevention (self-care)
training should be offered at least every two years. Again, these differences are likely
not statistically significant given the small sample size.
Table 5 shows that all participants who are over 55 years of age agreed with the
following statements: Social workers who nurture their spiritual self are less likely to
burn out, Social workers who feel competent in their work are less likely to burn out,
Social workers who take vacations at least once a year are less likely to burn out, and
Burnout prevention (self-care) training should be offered at least every two years. Social
workers who feel competent in their work are less likely to burn out was also agreed with
by all respondents 24 to 30 and 38 to 43 years of age and Social workers who take
vacations at least once a year are less likely to burn out was agreed with by all
participants between 24 and 30 years of age. No real age pattern emerged; no one
32
Table 4
Gender Comparisons—Notable Differences in Agreement with Statements
Gender
One's personal history of trauma may increase the
likelihood of burnout.
Exercising regularly reduces stress and can prevent
burnout.
Social workers who nurture their spiritual self are less
likely to burn out.
Social workers who feel competent in their work are less
likely to burn out.
Burnout prevention (self-care) training should be offered
at least every two years.
Female
Male
Female
Male
Female
Male
Female
Male
Female
Male
Percent
Agree
97%
67%
91%
75%
85%
100%
82%
50%
76%
100%
particular age classification was more or less likely to agree with statements about burn
out across the board, but rather different statements appealed to different age groups.
Table 5 displays the statements that yielded the most variation among the age groups,
although none of these differences were statistically significant.
Table 6 displays the statements that showed the greatest differences among those who
have worked in CWS for differing lengths of time. The participants with 9-12 years
experience and participants with 15 or more years in Child Welfare were most likely to
agree that Social workers who nurture their spiritual self are less likely to burn out and
that Burnout prevention (self-care) training should be offered at least every two years (all
participants in these two age groups agreed with these two statements.
Participants with less than three years (>3) in Child Welfare were most likely to
agree that Social workers who take vacations at least once a year are less likely to burn
33
Table 5
Age Comparisons—Notable Differences in Agreement with Statements
Age
Social workers who nurture their spiritual self are less
likely to burn out.
24-30
31-37
38-43
44-55
55-plus
Percent
Agree
67%
93%
86%
86%
100%
Social workers who feel competent in their work are
less likely to burn out.
24-30
31-37
38-43
44-55
55-plus
100%
60%
100%
75%
100%
Social workers who take vacations at least once a year
are less likely to burn out.
24-30
31-37
38-43
44-55
55-plus
100%
73%
83%
88%
100%
Social workers who have a written self-care plan are
less likely to burn out.
24-30
31-37
38-43
44-55
55-plus
50%
67%
50%
38%
0%
Burnout prevention (self-care) training should be
offered at least every two years.
24-30
31-37
38-43
44-55
55-plus
83%
80%
57%
86%
100%
out and that Burnout prevention (self-care) training should be offered at least every two
years (all respondents in this group agreed with these two statements), however this
group was the least likely to agree that Social workers who nurture their spiritual self are
less likely to burn out. Again, no real age patterns emerged nor did different aged
participants agree more with different statements.
34
Table 6
Years Working in Child Welfare Comparisons—Notable Differences In Agreement with
Statements
Years
Social workers who nurture their spiritual self are less
likely to burn out.
0-2
3-5
6-8
9-12
15-plus
Percent
Agree
60%
90%
80%
100%
100%
Social workers who take vacations at least once a year
are less likely to burn out.
0-2
3-5
6-8
9-12
15-plus
100%
90%
60%
100%
80%
Burnout prevention (self-care) training should be
offered at least every two years.
0-2
3-5
6-8
9-12
15-plus
100%
50%
70%
100%
100%
Table 7 shows the statements that portrayed the greatest differences in levels of
agreement by education level. Participants with a M.A., M.S., or MSW degree were
more likely than those with a B.A., B.S., or BSW degree to agree that Exercising
regularly reduces stress and can prevent burnout. This question was found to have
statistical significance (Pearson Chi-Square value of .205) and is denoted in bold font.
35
Table 7
Education Comparisons—Notable Differences in Agreement with Statements
Education
Exercising regularly reduces stress and can
prevent burnout.
B.A./B.S./BSW
M.A./M.S./MSW
Percent
Agree
78%
93%
Burnout prevention (self-care) training should be
offered at least every two years.
B.A./B.S./BSW
M.A./M.S./MSW
89%
74%
Having an active social life outside of work can
prevent burnout.
B.A./B.S./BSW
M.A./M.S./MSW
89%
96%
One’s personal history of trauma may increase the
likelihood of burnout.
B.A./B.S./BSW
M.A./M.S./MSW
100%
93%
Social Workers who have supportive supervises are
less likely to burn out.
Social Workers who feel competent in their work are
less likely to burn out.
B.A./B.S./BSW
M.A./M.S./MSW
89%
100%
B.A./B.S./BSW
M.A./M.S./MSW
78%
79%
Those with a B.A., B.S., or BSW degree were more likely, on the other hand, to
agree that Burnout prevention (self-care) training should be offered at least every two
years. Those with a B.A., B.S., or BSW agreed (89%) that Having an active social life
outside of work can prevent burnout. Likewise, all with an M.A., M.S., or MSW agreed
(100%) with this statement. All of those with B.A., B.S., or a BSW agreed (100%) with
the statement of One’s personal history of trauma may increase the likelihood of burnout
as well as a majority of those with an M.A., M.S., MSW (93%). Those with a B.A., B.S.
or a BSW agreed (89%) as well as those with an M.A., M.S., or MSW (100%) that Social
Workers who have supportive supervisors are less likely to burn out. Participants within
the B.A., B.S., BSW education levels agreed (78%) along with those with an M.A., M.S.,
MSW (79%) that Social workers who feel competent in their work are less likely to burn
36
out. Table 7 displays the statements that yielded the percentage of agreement or
disagreement among the groups; only one is statistically significant.
The last question of the survey contained an open-ended question in which
respondents were asked, “What do you think would help Social Workers prevent
burnout?” Respondents provided a variety of responses to this question. The researcher
reviewed the open-ended responses to identify recurring themes. Responses offered by
more than one respondent were grouped into code classifications for the purpose of
quantifying and are portrayed in Table 8. The most frequently mentioned aspect of
preventing burnout was supportive management, supervisors, administration, or
agencies. This response was mentioned by almost a third of the respondents (30%).
Smaller caseloads or lower caseloads was mentioned by 19% of respondents and a
positive work environment or a better work environment was mentioned by 16% of
respondents. The only other responses mentioned by more than one in ten respondents
were self-care and more resources or support systems (11% each). No other themes were
offered by more than 10% of respondents.
Table 9 lists the responses given to the open-ended question that were in the
“Other” category.
37
Table 8
Survey Participants’ Ideas to Prevent Burnout
Frequency
Percent
Supportive management/supervisors/administration/
agencies
11
29.7
Smaller case loads/lower case loads
7
18.9
Positive work environment/better work environment
6
16.2
Self-care
4
10.8
More resources/support systems
4
10.8
Taking lunch breaks/Taking a "time out"
3
8.1
Take regular time off away from the office/vacation
3
8.1
Balance between one's caseload and
personal/family/outside of work life
3
8.1
Flexible work schedules
2
5.4
Collaborative service providers and collaterals to work
on cases/Team efforts towards case management
2
5.4
Better supervision/communication with supervisors
2
5.4
Other
22
59.5
38
Table 9
Responses Remaining in the “Other” Category

A self help group

Maintain regular work hours

Less competent co-workers/supervisors

Written or defined professional development plan

Use your social work skills in a different arena

Less responsibilities

Ongoing training

Positive outlook

Counseling, utilizing EAP

Professional feedback

A management team that knows how to run an organization

People need to know their limits

More realistic expectations from the Courts

More freedom to do ones work without being micromanaged

The county to back up their employees

Staff appreciation

Allowing input when changes occur

Management being more engaged in the day to day dealings by social workers

Management not making arbitrary decisions that affect and disrespect social
workers

Taking their job for what it is

Knowledgeable about the symptoms and signs of burnout

Supervisors address this issue specifically in one-on-one sessions
39
Chapter 5
Conclusions
Preferred Coping Resources
The primary purpose of this study was to identify specific coping resources
among a sample of CWS social workers in Northern California. The sample size was
limited, therefore only a few cross-tabulations yielded statistically significant data.
Thirty-seven out of the 60 CWS social workers solicited by email participated in the
study. Eighty-nine percent of the participants were females and 11% were males. It is
noted that social work is predominately comprised of female workers, therefore this
disparity in the percentages is not uncommon. The information gathered about the
participants’ coping styles, while not statistically significant, remained interesting and
noteworthy; therefore, this researcher will discuss each section.
The most preferred coping resource among the participants in this study was
Talking to a Co-Worker (78%), which is consistent with the literature in that social
supports may help reduce the incidence of burnout (Rogers, 1977). The second most
utilized coping resource was Talking to Family (62%), an important element within a
person’s social network. Exercise was listed as the third preferred coping resource
(49%). All of the other listed coping resources such as reading a book, walking, seeing a
movie, taking a vacation, spiritual practices, getting a massage, and gardening were
mentioned less than 50% of the time. The percentage of the participants who engaged in
potentially maladaptive coping resources such as alcohol (16%) and smoking (11%) were
still within the least of the preferred coping resources within this sample.
40
Statistically Significant Data Regarding Burnout
This study confirmed a statistically significant relationship between male and
female respondents when it came to one’s personal history of trauma. The participants
were asked the following question: One’s personal history of trauma may increase the
likelihood of burnout. Ninety-seven percent of the females were more likely to agree with
this statement, while 67 % of males were less likely to agree. This researcher notes that
most of the literature implies that one’s personal trauma may increase the likelihood of
burnout, but specific types of trauma such as incidents of PTSD, childhood abuse, or
exposure to mass violence appear to not to have been studied within this particular
population of workers. A study comparing the incidents of burn out between women and
men who may have a history of personal trauma would therefore be interesting. Further
discussion about compound traumatization within CWS social workers should also be
considered as an area of study, given these findings.
Results show that there is a statistically significant relationship between the
education level and the following questions: Exercising regularly reduces stress and can
prevent burnout. Those with B.A., B.S., or B.S.W. degrees agreed at 78% with this
statement while those with an M.A., M.S., or M.S.W. agreed 93% of the time. This
finding suggested that those with higher levels of education would be less likely to burn
out if exercise was part of their regular regime, while those with lower levels of education
might have higher incidences of burnout due to exercising less frequently.
41
Differences in age groups.
Cross-tabulations for specific age groups re conducted in an effort to capture
potential patterns of differences or similarities among the age groups. The largest age
groups within the participants were those between the ages of (a) 31-37 at 41%, (b) 44-55
at 22%, (c) 38-43 at 18%, (d) 24-30 at 16%, and (e) 55 plus at 3%.
Findings show that 67% of those in age group 24-30 agreed that Social workers
who nurture their spiritual self are less likely to burn out. Those in the age group of 3137 agreed with this statement at 93% of the time. Both groups within the age of 38-43
and 44-55 agreed at 86%, while those workers 55 and up agreed 100% with this
statement. Once again, while this data is not statistically significant, in this particular
sample of people, those in the younger age category of 24-30 appear to have less interest
in spiritual practices. These results therefore could create further interest in the subject
related to spiritual practices and its contribution to the prevention of burnout among
younger workers.
Narrative Responses
The participants were also provided an open-ended question in an effort to allow
CWS social workers the opportunity to further express their opinions. The social workers
were asked: What do you think would help social workers prevent burnout? The
researcher combined answers with similar themes within the narrative responses of the 37
respondents. Thirty percent of social workers felt that having supportive management,
supervisors, or the administration/agency would help prevent burnout. Having a
smaller/lower caseload was the second most important at 19% and a positive work
42
environment was referred to 16% of the time. Self-care and the need for more resources
were referred to 11% of time. Taking lunch breaks, taking “time out,” regular time away
from the office/vacation, as well as the balance of one’s case and personal life was
referenced 8% of the time. (See Table 9 for other responses not mentioned in this
section.)
Implications to the Social Work Profession
Currently, there are no known policies within CWS agencies specifically
delineating the agency’s burnout prevention plan for workers. Just as an agency must
create an emergency exit plan, so an agency should create a burnout prevention plan.
Many agencies, overwhelmed by the daily practices, may fail to address the issues of
burnout or leave this issue on the back burner. Yet, burnout is at the heart of the agency’s
ability to function in a healthy manner. Therefore, the prevention plan should consider
environmental factors that may be contributing to the burnout of staff. The restructuring
of human energy within the agency and alternative forms of relaxation methods should be
further explored and put in place within the agency if possible. Simple awareness that
workers are at risk of burnout is not an effective prevention plan, therefore a deliberate
action plan should be adopted and revised as needed to meet the needs of the workers.
The National Association of Social Workers should encourage this issue and explore the
possibility of developing organizational and state policies to reduce the risk of burnout by
requiring a written worker burnout prevention plan. Burnout and stress can lead to
physical and mental health issues, increased rates of absenteeism, poor job performance,
and job turnover. Such circumstances can cost state and local governments significant
43
amounts of money. In an effort to reduce these costs, policies should be developed to set
aside funding for stress management workshops, incentives for gym memberships,
alternative self-care benefits such as massage, yoga and meditation on-site and during the
lunch hour. Support groups, socially enriching activities within the agency, and other
cognitive therapy interventions should be incorporated in the action plan. Ultimately,
burn out should always be at the forefront of each agency’s planning.
Limitations
While this study provides useful information about CWS social workers’
perceptions of contributing factors related to burnout and their preferred coping
resources, only a few cross-tabulations resulted in statistical significance. This study
does not consider social media networks as coping resources nor is there a consideration
of the different types of coping resources utilized within specific ethnic groups, as an
error in the transfer of the questionnaire into the SurveyMonkey website occurred. This
study’s information should be utilized with caution and in combination with other
literature available on the subject of burnout and coping due to the small sample size and
limitations.
Summary
Overall, this study’s findings are consistent with the available literature. The
study supports other studies’ finding that having a supportive supervisor may help
prevent burnout, as well as talking to co-workers and having a supportive family.
Likewise, the participants stated that their preferred coping resource was talking to coworkers and family members. This study suggests that exercising also can reduce the
44
incidence of burnout and that one’s personal history of trauma may increase the
likelihood of burnout. Likewise, the study revealed that in this particular sample of
participants, many felt environmental factors with the system such as the support of
management and the need for more resources were of importance. Differences in coping
preferences within certain age groups were also studied. Spiritual practices, for one, was
found to be less of a coping resource in younger CWS social workers. Education levels
also revealed interesting information about coping resources differences among
Bachelor’s Degree level social workers and Master’s Degree level social workers.
Bachelor’s Degree level social workers were more receptive to receive education about
burnout than Master’s Degree level social workers. More Master’s Degree social workers
preferred exercise as a coping resource than Bachelor’s Degree level social workers.
Recommendation
The information in this study may be utilized to expand the profession’s
understanding about specific coping resources within the specialized work of CWS.
Environmental factors and internal stressors should be considered when attempting to
address issues of burnout among social workers. Management should show workers
appreciation and support as well as look for additional resources within the community
that may reduce caseloads and frustrations associated with the delivery of services to
clients. CWS social workers and their colleagues providing support within the stressful
environment should encourage self-care, and those in supervisory roles should lead by
example. A type of support group should be created within the agency to allow workers
to feel their co-workers’ support and allow for the validation of feelings and frustrations
45
associated with working in such a specialized field. Agencies should continue to offer
incentives for gym membership and training about burnout so that awareness can always
be at the forefront of agency planning. Counseling services should consider this
information when formulating treatment plans for CWS social workers who may present
with symptoms of burnout. Exercise and social supports should be deliberately
incorporated into their treatment plan. An assessment of co-worker isolation should also
be conducted with a specific plan of action to strength overall social supports for those
workers who are at risk of burnout. The agency should therefore encourage socially
enriching activities among their staff, which may promote closeness and teamwork. In
the end, agencies as well as individual workers will ultimately have to choose their
coping resource preference, yet it is of interest to understand what has worked before and
to discover what new things might work even better. Therefore, this researcher continues
to encourage the research of this subject as environmental factors can affect burnout
within the ranks of social workers and their applied coping resource style within any
given time.
46
Appendix A
Self-administered Questionnaire
CHILD WELFARE SOCIAL WORKERS’
COPING RESOURCES AND BURNOUT
QUESTIONNAIRE
Instructions: Please answer the following demographic information.
Demographics
1.
Your Gender
a. Female b. Male
2.
Your age
a.
3.
b. 31-37
c. 38 – 43
d. 43-55
e. 55+
Number of years working for Child Welfare Services
a.
4.
24 – 30
0-2
b. 2-5
c. 5-10 d. 10-15
e. 15+
b. BA/BSW
c.
d. Other ______
Education
a.
A.S.
MA/MS
Coping Resources
What are your coping resources (self-care) when dealing with stressful situations?
____ Talk to a Co-worker
_____ Get a massage _____ Spiritual Practices
____ Exercise
_____ Go for a walk
_____ Take a Vacation
____ See a Movie
_____ Read a book
_____ Talk to Family
____ Alcohol
_____ Gardening
_____ Smoke
Other:___________________________________________________________
What, out of all the your coping resources, did you find was most useful?
_________________________________________________________________
Coping Resources and Burnout
Questionnaire – page 2
47
Please mark the box underneath the appropriate answer to the right of each
question– (A) Agree or (D) Disagree.
(A)

(D)

I enjoy working with clients even though my job may be stressful .


3.
I believe an active social life outside from work can prevent burnout.


4.
I believe talking to co-workers about stressful situations is beneficial.


5.
Having a positive outlook in life can affects one’s view of our clients.


6.
I believe one’s personal history of trauma may increase


7.
Having a supportive family is key in coping with stressful environments. 

8.
I cope by using social media outlets such as Facebook.


9.
Social Workers who have supportive supervisors are less likely to
burn out.


10.
I find comfort in my religion or spiritual beliefs.


11.
I feel competent at work.


12.
I have been expressing my negative feelings.


13.
Social Workers who have a written self-care plan are less likely to




1.
I exercised regularly.
2.
the likelihood of burnout.
burn out.
14.
Burnout prevention (self-care) training should be offered
at least once every two years.
48
Coping Resources and Burnout
Questionnaire – page 3
Please continue by checking the box that corresponds to the appropriate answer
– (A) Agree or (D) Disagree
15.
I tend to have a pessimistic/realist outlook in life.
16.
I see things in a positive light.
17.
(A)

(D)



What do you think would help Social Workers prevent burnout?
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
49
Appendix B
Human Subjects Final Approval
CALIFORNIA STATE UNIVERSITY, SACRAMENTO
DIVISION OF SOCIAL WORK
TO:
Martha Leticia Hammons
Date: October 27, 2011
FROM: Committee for the Protection of Human Subjects
RE: YOUR RECENT HUMAN SUBJECTS APPLICATION
We are writing on behalf of the Committee for the Protection of Human Subjects from the
Division of Social Work. Your proposed study, “Coping Resources in Child Welfare Services
Social Workers.”
__X_ approved as _ _ _EXEMPT _ __ NO RISK _X___ MINIMAL RISK.
Your human subjects approval number is: 11-12-005. Please use this number in all official
correspondence and written materials relative to your study. Your approval expires one year
from this date. Approval carries with it that you will inform the Committee promptly should an
adverse reaction occur, and that you will make no modification in the protocol without prior
approval of the Committee.
The committee wishes you the best in your research.
Professors: Jude Antonyappan, Teiahsha Bankhead, Maria Dinis, Serge Lee, Kisun Nam, Francis
Yuen.
cc: Kisun Nam
50
Appendix C
Consent to Participate in Research
You are being asked to participate in a master-level research study through California
State University, Sacramento conducted by Martha Leticia Hammons, graduate student,
under the supervision of Kisun Nam, Ph.D. The purpose of this study is to explore the
relationship between coping resources and burnout in a sample of Child Welfare Services
(CWS) Social Workers in Northern California. You are being invited to participate in this
research project because you are employed as a Social Worker III and Social Worker II
with the Solano County Child Welfare Services Division and are presently employed as a
Social Worker in Child Welfare Services agency, and your input will be valuable to this
research.
You will be provided with a hyperlink to complete a survey consisting of questions the
types of coping resources you utilize in an effort to prevent burnout at work. Most
persons typically complete the survey within 15 minutes. Some respondents may find
completing this survey stimulates awareness and provokes emotion about the nature of
their work. The results of this study will be used for scholarly purposes only.
All surveys are anonymous, and your responses will be kept confidential to the degree
permitted by the technology used. All data is stored in a password protected electronic
format. However, no absolute guarantees can be given for the confidentiality of electronic
51
data. To further protect your confidentiality, the surveys will not contain information that
will personally identify you.
Your participation in this research study is voluntary, and you may choose not to
participate without penalty. If you decide to participate in this research survey, you may
withdraw at any time without penalty. However, the researchers will be unable to remove
anonymous data from the database in the event you complete and submit the survey and
then chose to withdraw.
If you have any questions about this research study, please contact Martha Leticia
Hammons (707) 784-8466 or Dr. Kisun Nam, Faculty Advisor, at (916) 278-7069 or by
e-mail at knam@saclink.csus.edu.
This research has been reviewed according to California State University, Sacramento’s
Institutional Review Board (IRB) procedures for research involving human subjects.
There is minimal risk of experiencing emotional discomfort due to the nature of some of
the survey questions. Should you desire to access confidential, professional, short-term
counseling services, you are encouraged to contact the Employee Assistance Program
(EAP) at 1 (800) 242-6220, or Solano County Mental Health Services at 1(800) 5470495. For Sacramento State Students, free or low-cost counseling services are available
52
through the Counseling Services and Psychological Services (CAPS) at (916) 278-6416
or their suicide hotline at 1 (800) 273-TALK (8255).
It is highly encouraged that you print this page, as it provides contact information as well
as resources should you have any questions/concerns and/or experience emotional
discomfort. Sacramento State University Students have been provided a copy for their
convenience.
ELECTRONIC CONSENT (for Solano County Social Workers):
By completing this survey, you are agreeing to participate in the research.
____ I Agree
____ I Do Not Agree
53
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