Staff Wellbeing and Retention in Children’s Social Work: Systematic Review of Interventions

Abstract

Objective: To systematically review international evidence on the effectiveness and cost-effectiveness of interventions targeting the mental health, wellbeing, and retention of child and family social workers and their impact on child and family outcomes.Method:Systematic review and narrative synthesis of quantitative comparative studies. Published or unpublished research was sought via 12 bibliographic databases, websites, contact with experts, and citation tracking. Studies in any language were eligible for inclusion. Quality was assessed using Cochrane appraisal tools.Results: Fifteen studies were identified from 24 papers. Three studies considered individual-level interventions, with mixed and inconclusive findings. Eleven considered organisational interventions, with mixed but more promising findings. One study considered community-level interventions, with positive findings but a serious risk of bias. Only one study considered costs.Conclusion: The quality of evidence overall does not warrant clear recommendations for services. Organisation-level interventions show some promise. Robust, high-quality interventional studies are needed.

Professional wellbeing and turnover intention among child therapists: a comparison between therapists trained and untrained in Trauma-Focused Cognitive Behavioral Therapy

“…Almost one-third of respondents (32%) in the present study reported a medium to high level of turnover intention, which is consistent with several findings on actual turnover rate among mental health and child welfare staff [ 13 , 45 , 69 – 73 ]. Since turnover intention is a strong cognitive precursor of actual turnover behavior [ 8 , 74 ], the present findings can be alarming and should be addressed.…”

“…Although therapist directed interventions like this or mindfulness training can help, previous studies have shown that organizational interventions are more alterable and are more efficient in reducing burnout and increase personal efficacy [ 6 ]. Work-related measurements can include promoting and facilitating trauma training and utilization of EBPs; reducing case overloads, role conflict and ambiguity; increasing possibilities for job autonomy, social support, and supervision, adapting regular screening systems for early detection of individuals at risk, as well as reforming the organizational climate and the leadership style [ 25 , 36 , 38 , 73 , 86 ]. However, as mentioned, focusing on factors associated with burnout should receive high priority.…”

“…Compassion fatigue can consist of symptoms of burnout (i.e., feelings of hopelessness, anger, frustration, depression, and reduced perceived self-efficiency), and secondary traumatic stress (i.e., symptoms similar to post-traumatic stress disorder (PTSD) such as re-experiencing other people's detailed description of traumatic events, having invasive thoughts, or being hypervigilant) [1]. Perceived levels of compassion satisfaction, burnout, and secondary traumatic stress can be considered to be subjective measures of professional quality of life [1], and workplace wellbeing [2][3][4].…”

A randomised trial of Mindfulness-based Social Work and Self-Care with social workers

“…Social worker health and well-being has been a focus for research with the impact of working conditions and work-related stress and burnout of particular interest (Beer et al, 2020 ). Social work is a stressful occupation with many aspects of the job proving stressful or, at times, overwhelming for practitioners dealing with substantial caseloads, bureaucratic structures, reducing resources, constant policy changes, staff shortages, client trauma, public scrutiny, and a blame culture (Kinman et al, 2020 ; Turley et al, 2021 ). Perhaps it is unsurprising that social workers have been found to be at higher risk of stress and ultimately burnout because of their job role, particularly when compared to other occupations (Kinman et al, 2020 ).…”

“…Perhaps it is unsurprising that social workers have been found to be at higher risk of stress and ultimately burnout because of their job role, particularly when compared to other occupations (Kinman et al, 2020 ). Indeed, Turley et al ( 2021 ) point to evidence suggesting UK social workers have an average working life span of < 8 years compared to their healthcare counterparts in nursing (16 years) and medicine (25 years). The current COVID pandemic has served to intensity pressures, adversely impacting the well-being of frontline/essential health and social care practitioners (Hosseinzadeh Asl, 2021 ).…”