Child protection social work is acknowledged as a very stressful occupation with high turnover and poor retention of staff being a major concern. This paper highlights themes that emerged from findings of 65 articles that were included as part of a systematic literature review. The review focused on the evaluation of research findings, which considered individual and organizational factors associated with resilience or burnout in child protection social work staff. The results identified a range of individual and organizational themes for staff in child protection social work.Nine themes were identified in total. These are categorised under 'Individual' and 'Organizational' themes. Themes categorised as individual included, personal history of maltreatment, training and preparation for child welfare, coping, secondary traumatic stress, compassion fatigue and compassion satisfaction. Those classified as organisational included workload, social support and supervision, organizational culture and climate, organizational and professional commitment and job satisfaction or dissatisfaction. The range of factors are discussed with recommendations and areas for future research are highlighted.

The coronavirus disease 2019 (COVID-19) was declared a global pandemic in early 2020. Due to the rapid spread of the virus and limited availability of effective treatments, health and social care systems worldwide quickly became overwhelmed. Such stressful circumstances are likely to have negative impacts on health and social care workers’ wellbeing. The current study examined the relationship between coping strategies and wellbeing and quality of working life in nurses, midwives, allied health professionals, social care workers and social workers who worked in health and social care in the UK during its first wave of COVID-19. Data were collected using an anonymous online survey (N = 3425), and regression analyses were used to examine the associations of coping strategies and demographic characteristics with staff wellbeing and quality of working life. The results showed that positive coping strategies, particularly active coping and help-seeking, were associated with higher wellbeing and better quality of working life. Negative coping strategies, such as avoidance, were risk factors for low wellbeing and worse quality of working life. The results point to the importance of organizational and management support during stressful times, which could include psycho-education and training about active coping and might take the form of workshops designed to equip staff with better coping skills.

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Social workers play a vital role in maintaining and improving the lives of the service users that they work with. Despite this, the role is replete with high levels of stress-related sickness absence, turnover intentions and low levels of jobs satisfaction in addition to poor working conditions. This study sought to further investigate working conditions in the UK social workers, as well as the reasons for these working conditions via a mixed-methods survey and interview study. A total of 3,421 responses were gained from the cross-sectional survey which looked at working conditions, perceived stress, job satisfaction and turnover intentions (both migration and attrition), with the semi-structured interview schedule (n = 15) based on survey findings and analysed via thematic analysis continuing through to saturation. Similar to 2018, results demonstrated poor working conditions, irrespective of job role, and regression analysis suggested each of demands, control, managerial support, role and change influenced stress. Qualitative results found that workload, lack of managerial support and service user/family abuse were distinct demands associated with the role, whereas buffering positive resources were the social work role, peer support and positive managerial support. Implications for managerial practice, and harnessing the positive experience of peer support, are discussed.

Burnout has been disproportionally reported in child protection social work. This paper presents data from 162 child protection staff in Northern Ireland, assessed for burnout using the Maslach Burnout Inventory. Path models were estimated, based on an extension of the two-process demands and values model (Leiter, ) to include additional measures of resilience using the Resilience Scale-14, as well as perceived rewards and sense of community from the Areas of Work Life Scale (Leiter, ). Optimal model fit was achieved by modelling resilience as a mediator of the relationship between organizational factors of control and value congruence and burnout. Resilience also directly predicted emotional exhaustion (β = -.23, p < .005) and personal accomplishment (β = .46, p < .001). Workload was the strongest direct predictor of emotional exhaustion (β = -.54, p < .001). Adding perceived rewards to extend the two-process model resulted in moderate associations with control (β = .44, p < .001), workload (β = .26, p < .005), fairness (β = .40, p < .001), and values (β = .32, p < .001). In the final model, resilience is modelled as both an outcome of some organizational factors whilst also making a unique direct contribution to explaining burnout alongside other organizational factors. Other pathways and mediating relationships are reported and further research directions discussed.

Child protection is a stressful occupation that can result in burnout and job exit for some social workers. This article will focus on the positive and negative impacts of co-worker and manager relationships, reporting on the meaning applied by workers, and on how these relationships impact their ability to manage the challenges of child protection work. Semi-structured interviews with 15 social-workers who left and 15 who stayed reveal the critical importance of relationships at work for either building resilience or contributing to burnout. Recommendations call for employer-level interventions to promote relationship-focused interventions to enhance social worker resilience.

Inter-country Social Work admissions and educational comparisons are difficult due to variance in policy and practices between Social Work educational providers, even within the same country. However, this paper aims to provide an examination of different levels of impact that COVID-19 'lockdown' had on 'admissions to social work' processes and on education, using examples from universities in

As the COVID-19 pandemic continues to evolve around the world, it is important to examine its effect on societies and individuals, including health and social care (HSC) professionals. The aim of this study was to compare cross-sectional data collected from HSC staff in the UK at two time points during the COVID-19 pandemic: Phase 1 (May–July 2020) and Phase 2 (November 2020–January 2021). The HSC staff surveyed consisted of nurses, midwives, allied health professionals, social care workers and social workers from across the UK (England, Wales, Scotland, Northern Ireland). Multiple regressions were used to examine the effects of different coping strategies and demographic and work-related variables on participants’ wellbeing and quality of working life to see how and if the predictors changed over time. An additional multiple regression was used to directly examine the effects of time (Phase 1 vs. Phase 2) on the outcome variables. Findings suggested that both wellbeing and quality of working life deteriorated from Phase 1 to Phase 2. The results have the potential to inform interventions for HSC staff during future waves of the COVID-19 pandemic, other infectious outbreaks or even other circumstances putting long-term pressures on HSC systems.