Individual and Organisational Practices Addressing Social Workers’ Experiences of Vicarious Trauma

Ashley-Binge, Simon; Cousins, Carolyn

doi:10.1080/09503153.2019.1620201

Cited by 31 publications

(21 citation statements)

References 30 publications

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“…Continuing flexible work hours and location arrangements used during the COVID‐19 pandemic, even as lockdown restrictions are relaxed, can give employees more autonomy. Creating online opportunities for collegial discussions about patient encounters through individual debriefings or regular group meetings to discuss peer caseloads can mitigate isolation and increase self‐efficacy (Ashley‐Binge & Cousins, 2019). Another important approach is to promote a culture of ongoing professional development (Nolte et al, 2017).…”

Section: Resultsmentioning

confidence: 99%

Recognising and responding to intimate partner violence using telehealth: Practical guidance for nurses and midwives

Jack

Munro‐Kramer

Williams

et al. 2020

Journal of Clinical Nursing

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Aims To synthesise the current, global evidence‐informed guidance that supports nurses and midwives to recognise and respond to intimate partner violence (IPV), and how these practices can be translated from face‐to‐face encounters to care that is delivered through telehealth. Background COVID‐19‐related social and physical distancing measures increase the risk for individuals who are socially isolated with partners who perpetuate violence. Providing support through telehealth is one strategy that can mitigate the pandemic of IPV, while helping patients and providers stay safe from COVID‐19. Design and Methods In this discursive paper, we describe how practical guidance for safely recognising and responding to IPV in telehealth encounters was developed. The ADAPT‐ITT (Assessment, Decisions, Administration, Production, Topical Experts, Integration, Testing, Training) framework was used to guide the novel identification and adaptation of evidence‐informed guidance. We focused on the first six stages of the ADAPT‐ITT framework. Conclusions This paper fills a gap in available guidance, specifically for IPV recognition and response via telehealth. We present strategies for prioritising safety and promoting privacy while initiating, managing or terminating a telehealth encounter with patients who may be at risk for or experiencing IPV. Strategies for assessment, planning and intervention are also summarised. System‐level responses, such as increasing equitable access to telecommunication technology, are also discussed. Relevance to clinical practice Integrating innovative IPV‐focused practices into telehealth care is an important opportunity for nurses and midwives during the current global COVID‐19 pandemic. There are also implications for future secondary outbreaks, natural disasters or other physically isolating events, for improving healthcare efficiency, and for addressing the needs of vulnerable populations with limited access to health care.

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Section: Resultsmentioning

confidence: 99%

Recognising and responding to intimate partner violence using telehealth: Practical guidance for nurses and midwives

Jack

Munro‐Kramer

Williams

et al. 2020

Journal of Clinical Nursing

View full text Add to dashboard Cite

show abstract

“…A variety of workers and professionals are susceptible to being exposed to or experiencing vicarious trauma such as social workers (Ashley‐Binge & Cousins, 2019), drug and alcohol clinicians (Huggard et al, 2017), nurses (Taylor et al, 2016), therapists and psychologists (Sui & Padmanabhanunni, 2016), and even athletic coaches (Day et al, 2013). However, many individuals who work outside of the above professions may experience vicarious trauma on the job as well.…”

Section: Discussionmentioning

confidence: 99%

Vicarious abusive supervision and turnover in expectant working mothers: Does financial dependency trigger emotional disconnect?

et al. 2021

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Summary Using a sample of 297 working mothers across three time periods (their last trimester of pregnancy, while on maternity leave, and after returning to the workplace), we examined the role of vicarious abusive supervision, beyond their own experience of abusive supervision, on turnover intentions through experiences of maternal mental health. Utilizing the unfolding model of turnover and Conservation of Resources theory, we found that experiencing the shock event of vicarious abusive supervision contributed to job‐related negative emotions as well as postpartum depressive symptoms in working new moms. Further, this experience of vicarious abusive supervision contributed to job‐related emotional exhaustion and turnover intentions, even after controlling for the mother's own experience of being targeted with abusive supervision behaviors. Finally, we examined the moderating role of financial dependence on this process and found that when working mothers' families were financially dependent on her job, the mothers were less likely to have turnover intentions. Implications for research and practice are provided.

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“…Additionally, in our review of the literature, we found that efforts made by CW agencies to address well-being often focused on modifying the thoughts, behaviors, and actions of employees to be more resilient to stress and cope better with time pressure rather than changing the conditions of the organization to provide better resources and supports (Cummings, Singer, Moody, & Benuto, 2020;McFadden et al, 2015). However, workforce well-being is the mutual responsibility of the employee and the organization (Dickson-Swift, Fox, Marshall, Welch, & Willis, 2014).…”

Section: Practice Implicationsmentioning

confidence: 98%

“…Social support is one of the most important qualities of a relationship (House, Umberson, & Landis, 1988) and has the capacity to be "health promoting or stress-buffering" (p. 302). Research points to how important healthy and supportive working relationships with peers and supervisors are to CW workers' well-being (DePanfilis & Zlotnik, 2008;Kim & Kao, 2014;McFadden, Campbell, & Taylor, 2015). Greater levels of peer support are positively associated with job satisfaction and intention to stay on the job (Johnco, Salloum, Olson, & Edwards, 2014;Sedivy, Rienks, Leake, & He, 2020).…”

Section: Social Well-beingmentioning

confidence: 99%

Caring for Our Child Welfare Workforce: A Holistic Framework of Worker Well-being

Lizano

Leake

2021

Human Service Organizations: Management, Leadership & Gover

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Child welfare (CW) workers, who play a critical role in the delivery of services to children and families, have a fundamental right to workplace well-being and opportunities to develop their job-related capacities. According to the human development capability approach, the freedom to achieve wellbeing is a moral imperative; people must have the opportunity to do what is needed to achieve the kind of life they want to lead (Nussbaum, 2011). This approach is anchored in social justice and equity and generally applied at the societal and political levels. It is the responsibility of the individual workers to exercise this freedom to achieve their capabilities and the organization's responsibility to provide employees with an equitable, supportive, and safe work environment (Cumming, 2017). Several other professional (e.g., National Association of Social Workers) and political (e.g., Service Employees International Union and the American Federation of State, County & Municipal Employees) organizations similarly call attention to and advocate for the professional well-being of human services workers.However, there are currently no frameworks or best practice guidelines that consider the multiple dimensions of worker well-being within the CW context, a profession totaling around 30,000 workers in the United States (Administration on Children, Youth, and Families, 2020). Outside of the CW context, Danna and Griffin (1999) provided an organizational framework of the antecedents and consequences of workplace well-being based on a synthesis of the general workforce literature. However, this framework includes only two dimensions of health and well-being, (i.e., mental and physical health) and as previously noted, is not specific to the CW workforce. This leaves CW organizations and leaders lacking guidance on a comprehensive approach to understanding and addressing their workforce's well-being. The lack of a holistic worker well-being framework makes it difficult to know how to measure its absence or presence and how to create optimal work environments to ensure and support worker well-being.To address this gap in the literature, we developed a framework of worker well-being specific to the CW workforce and context, guided by Engel's (1978) biopsychosocial model of health and a review of the current CW workforce literature. The proposed biopsychosocial framework includes conceptual definitions for three key dimensions of worker well-being: (a) physical well-being (e.g., low secondary traumatic stress), physical safety in the workplace, and general health); (b) psychological well-being (e.g., psychological safety, job satisfaction, inclusion and equity); and (c) social well-being (e.g., peer and supervisory support, work-life effectiveness). This biopsychosocial framework takes into account that understanding well-being in the CW context requires consideration of the complexity embedded within workers' job functions. This includes the multifaceted job demands of working with children and families with repeated experiences ...

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Individual and Organisational Practices Addressing Social Workers’ Experiences of Vicarious Trauma

Cited by 31 publications

References 30 publications

Recognising and responding to intimate partner violence using telehealth: Practical guidance for nurses and midwives

Recognising and responding to intimate partner violence using telehealth: Practical guidance for nurses and midwives

Vicarious abusive supervision and turnover in expectant working mothers: Does financial dependency trigger emotional disconnect?

Caring for Our Child Welfare Workforce: A Holistic Framework of Worker Well-being

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