Childcare center directors' perceptions of their work environments: a comparison of for-profit and non-profit programs

Perceptions of childcare center directors in for-profit and non-profit childcare centers were examined. Previous research indicates that childcare employees are poorly compensated, not properly trained, and dissatisfied with their work environment. This study explores further into the training, work environment, and job satisfactions of childcare center directors. Questionnaires were distributed throughout a southeast state in the United States to three hundred and ten childcare center directors from for-profit and non-profit centers. Levels of job satisfaction, work environments (including employment benefits and challenges), and the educational and training experiences of for-profit and non-profit childcare center directors were examined. There were no significant differences between for-profit and non-profit center directors in their perceptions of job satisfaction and in their reports of benefits and challenges. However, there was a significant difference in education level of directors with directors of non-profit centers having higher educational attainment than directors of for-profit centers.     

Readiness to Implement a National Quality Framework: Evidence from Irish Early Childhood Care and Education Centres

This study examined the factors associated with childcare staff members' readiness to implement quality standards in early childhood settings in Ireland. To coincide with a new government policy that provides every three-year-old child with access to a free preschool year, a framework designed to improve the quality of early childhood care and education centres (ECCECs) is being rolled out nationally. The new quality framework details the first national set of best practice standards for early childhood care and education in Ireland. This study measured support for this change in childcare practices in one pilot community, which introduced the framework prior to national roll-out. The study used the Organizational Change Recipients' Belief Scale to determine how readiness for change was associated with job satisfaction and the work environment in childcare settings. One hundred and twenty surveys were completed by childcare staff in nine pilot ECCECs. The surveys were distributed in 2009 and therefore capture staff attitudes towards the introduction of the new quality framework. The results show that individual staff characteristics had little association with support for the implementation of the quality framework, while factors related to group dynamics were significantly associated with readiness for change. Specifically, a positive work environment and greater job satisfaction were associated with a lower belief that there is a need for the national quality framework, but a higher belief that the childcare staff will be supported by management when the quality framework is introduced.     

Childcare center directors' perceptions of their work environments: a comparison of for‐profit and non‐profit programs

Perceptions of childcare center directors in for‐profit and non‐profit childcare centers were examined. Previous research indicates that childcare employees are poorly compensated, not properly trained, and dissatisfied with their work environment. This study explores further into the training, work environment, and job satisfactions of childcare center directors. Questionnaires were distributed throughout a southeast state in the United States to three hundred and ten childcare center directors from for‐profit and non‐profit centers. Levels of job satisfaction, work environments (including employment benefits and challenges), and the educational and training experiences of for‐profit and non‐profit childcare center directors were examined. There were no significant differences between for‐profit and non‐profit center directors in their perceptions of job satisfaction and in their reports of benefits and challenges. However, there was a significant difference in education level of directors with directors of non‐profit centers having higher educational attainment than directors of for‐profit centers.     

Child Protection Work and Family Support Practice in Five Family Centres

Academic interest in the work of family centres in the United Kingdom has largely been concerned with categorising the work of such centres in terms of issues of childcare ideology, working practices and degree of service user control. Meanwhile, the re-focusing of child protection services in order to develop child welfare services has largely dominated childcare social work in recent years, with scant attention paid to the role of family centres in relation to this debate. This study is concerned with examining the perspectives of staff and service users in five 'client focused' family centres in Northern Ireland in relation to how child protection issues are understood and dealt with. It was found that staff enter into negotiations with both referrers and service users to conceptually reframe child protection work as family support practice. This leads to the development of partnership relationships between staff and service users based upon mutual high regard. The work of such centres leaves them well placed to provide integrated services to children-in-need in line with current government priorities, but could leave some children vulnerable where child protection issues are not amenable to conceptual reframing along family support lines.     

Supporting Parental Involvement in Children's Early Learning: Lessons from Community Childcare Centres in Dublin's Docklands

Recently in Ireland attention has been placed on the importance of parental involvement in early childhood care and education settings as seen in the Síolta Quality Standards and Aistear Curriculum Framework. Yet there is little Irish empirical evidence on parental involvement in childcare settings; on the involvement models being used, or on the benefits and limitations of efforts to involve parents. This paper reports on research in five Dublin Docklands community childcare centres where practitioners had been trained in the Pen Green Parental Involvement in Children's Early Learning programme (PICL). The research aimed to understand how practitioners were able to implement new parental involvement techniques as a result of their training, how the training impacted on centres' understandings of, and approach to, parental involvement; and barriers and facilitators to the implementation of a parental involvement model from a different cultural context in community childcare settings in Dublin. A participatory research strategy involved a stakeholder reference group; documentary analysis; interviews; and focus groups conducted with childcare practitioners, and with parents. Their involvement in PICL has benefited childcare workers in a variety of ways that include: improved image as professional childcare practitioners— (they are not just “babysitters”), the validation of existing practices, the introduction of new techniques and the confidence to communicate with parents. A number of structural issues impede practitioners' efforts to involve parents in their children's early learning. These include childcare regulations, short-term staffing, police clearance, resources, and dependence upon Community Employment Scheme staff. Involving parents in their children's early learning may also be constrained by attitudes about the role of child-minders and childcare centres. While there has been considerable practice change, there is still some distance to go in the Docklands childcare centres to develop the partnerships between practitioners and parents envisaged in the PICL framework. Consistent work is required to change parental values and attitudes about the role of the childcare practitioner, and to embed the idea of parents as partners in early education amongst both practitioners and parents.     

Educators or Babysitters? Daycare Caregivers Reflect on their Profession

Forty-nine caregivers in eight daycare centres were interviewed about their daycare experiences, their own childcare decisions and practices, and their views of how their profession is perceived by society. Results suggest that: caregivers comment positively on the process elements of their work, such as their enjoyment and love of children, and negatively on structural elements, such as salary and working conditions; caregivers’ “insider” view of daycare provides a seldom tapped but potentially useful source of information about both the workforce and the work; and caregivers strongly resent being viewed as mere babysitters. They increasingly see themselves—and demand to be treated—as professional educators, who contribute greatly to the successful development of the children in their care.     

乡镇卫生院医务人员工作满意度分析——基于新疆三县的调查

目的:调查新疆乡镇卫生院医务人员工作满意度现状并分析其影响因素,了解医务人员心理需求,从而提高医务人员工作积极性,能更好地为病人提供高质量的医疗服务,促进农村医疗卫生事业的发展。方法:对新疆三个样本县中9所乡镇卫生院的所有医务人员进行问卷调查,运用Excel对数据资料进行录入,采用SPSS软件进行统计学分析。结果:乡镇卫生院医务人员工作总体满意度水平偏低,不同满意度因子中最不满意的依次为报酬与工作量评价、工作的提升机会、机构政策的实施;单因素方差分析结果显示,各年龄阶段、学历层次、行政职务、专业技术职务的满意度得分差异有统计学意义(P0.05);logistic多元线性回归结果显示:年龄越小、行政业务管理职位越高,对工作满意程度越高。结论:通过多方调研与反馈,制定可操作性的政策,通过完善薪酬制度,提高工资待遇、健全人员培训机制、制定人员晋升培养计划等措施促进乡镇卫生院医务人员的工作满意度。     

A comparative study of Malay-operated and Chinese-operated childcare centres in the state of Melaka, Malaysia

Demand for childcare services in Malaysia is increasing. With the changing demographic landscape and increasing knowledge of the importance of early childhood education, provision of alternative childcare services has never been more significant. Children younger than four years of age are placed in registered childcare centres while their parents work. Some children stay in the centres for half a day while others spend most of their time there. Hence, a great deal of learning takes place in these centres. The kinds of activities and how these activities are implemented may have a major influence on children's future development. Observations carried out in childcare centres in Melaka, one of the 13 states in Malaysia, revealed that there were wide variations in the services provided by Chinese and Malay childcare owners. There are 59 centres registered with the Department of Welfare, Melaka: one is Indian operated, 13 are Malay operated and the rest are Chinese operated. This paper highlights the differences in care provision between Malay-operated and Chinese-operated childcare centres along the following dimensions: (i) structured activities; (ii) toys, equipment and facilities; (iii) physical set-up; (v) division of duties among childcare providers; and (vi) availability of childcare principals or owners. This paper argues that the dimensions listed contribute to quality childcare. Recommendations are included to ensure consistency of care in these two ethnic-based childcare provision.     

东西部两所三甲医院护士现状满意度及比较研究

目的：研究东西部两所三甲医院（以下为两所医院）护士的现状满意度,以发现问题和寻找提高满意度的对策。方法：通过对两所医院328名护士采用问卷调查、自主发表意见形式,获得两所医院护士现状满意度和工作态度的资料。结果：在两所医院中,对工资和福利待遇的满意度分别为20.3%和34.6%,对工作环境与职业安全的满意度为45.9%和79.5%,对社会地位的满意度为35.5%和60.9%,对工作和精神压力满意度为4.1%和12.8%,差异均有统计学意义（P〈0.05）;获得学习提高机会的满意度为43.2%和25.6%,差异无统计学意义（P〉0.05）。两所医院60.0%以上的护士工作态度好和护理质量高,与患者的沟通和协调能力强。结论：两所医院护士对工作和精神压力、工资和福利待遇以及获得学习提高机会的满意度低。医院管理者可通过增加护理人员和提高福利待遇,以及增加学习提高的机会等措施,提高护士对现状的满意度。     

Wie geht es Kita-Leitungen?

Background

The main aim of the study is a classification of the heads of childcare centres?? fields of work, of experienced stress factors and resources during the actual working process, as well as of potential solutions and developments in health promotion for heads of childcare centres

Materials and method

The key aspect is a qualitative interview survey carried out with the heads of 35 childcare centres. This is supplemented by a survey with the COPSOQ with 255 kindergarten teachers and heads of childcare centres.

Results

The results of the qualitative interviews are presented in more detail. Thus it appears that specific fields of work can be identified which not only give rise to multiple stress factors but also offer resources among heads of childcare centres. Of those, human resource management comes first, together with educational management, public relations, administration, sickness/absentee management and work organisation. In general, the interviewed heads of childcare centres evaluated their overall work experience as being feasible and satisfying, despite considerable stress factors.

Conclusion

A clear orientation within the specific fields of work facilitates the strategic combination of educational quality development with health promotion in the childcare centre setting and is thus effective in the long term.     

Factors associated with the recruitment and retention of social workers in Wales: employer and employee perspectives

Despite acute staffing shortages in social work, workforce planning within the UK social care sector is compromised by poor workforce intelligence. This study aimed to inform the evidence base providing new data on recruitment and retention in Wales, examining what personal and organizational characteristics are associated with intentions to leave, and what initiatives or incentives might mediate that effect. A multi‐method design facilitated comparisons between two data sources – a census of all 22 Welsh local authority employers about recruitment and retention practices and a survey of all social workers and senior practitioners employed in social services (n = 998; response rate 45.9%) about demography, workforce characteristics, working patterns, morale and plans and reasons for leaving one's job. Vacancy (mean 14.4%) and turnover (mean 15%) rates were statistically significantly higher in children's services than in adult services; vacancy rates were also higher in authorities that offered higher starting salaries. The provision of certain types of traineeship might also be associated with higher vacancy rates but these results should be treated with some caution. There was little evidence that recruitment and retention initiatives were associated with lower vacancy or turnover rates, despite employers’ perceptions about their effectiveness. Social workers derived a lot of satisfaction from their work, but more than a quarter wanted to leave their job within 6 months, and almost as many were actively seeking alternative employment. Intention to leave was explained by job and employer satisfaction, and negative feelings about pay. Senior practitioners and staff members with longer lengths of service were less likely to want to leave, even if they were dissatisfied with their job or employer. Job and employer dissatisfaction was associated with retention initiatives related to facilities, good caseload management and home‐working, suggesting that dissatisfied staff might remain in employment for longer if these initiatives were in place.     

Looking inside and out: perceptions of physical activity in childcare spaces

This study addresses the need to better understand how providers' perceptions of indoor and outdoor childcare settings can set the stage for arranging play spaces to optimise children's moderate-to-vigorous physical play. Childcare providers' perceptions of the level of physical activity, safety, and quality that children experience in childcare settings were examined. Childcare providers rated coloured photographs of indoor and outdoor childcare centres and family childcare homes. The providers rated higher levels of physical activity outdoors as compared with indoors and in childcare centres as compared with family childcare homes. When asked to select specific features of the childcare settings that contributed to their physical activity, safety, and quality ratings, open space was frequently selected, among other features. The findings also suggest that prior provider training on physical activity promotion results in providers' greater sensitivity when critiquing the physical environment.     

The providers’ profile of the disability support workforce in New Zealand

To understand one of the predominant groups supporting people with disabilities and illness, this study examined the profile of New Zealand paid caregivers, including their training needs. Paid caregivers, also known as healthcare assistants, caregivers and home health aides, work across several long‐term care settings, such as residential homes, continuing‐care hospitals and also private homes. Their roles include assisting with personal care and household management. New Zealand, similar to other countries, is facing a health workforce shortage. A three‐phased design was used: phase I, a survey of all home‐based and residential care providers (N = 942, response rate = 45%); phase II, a targeted survey of training needs (n = 107, response = 100%); phase III, four focus groups and 14 interviews with 36 providers, exploring themes arising from phases I and II. Findings on 17 910 paid caregivers revealed a workforce predominantly female (94%), aged between 40 and 50, with 6% over the age of 60. Mean hourly pay NZ$10.90 (minimum wage NZ$10.00 approx. UK3.00 at time of study) and 24 hours per week. The national paid caregiver turnover was 29% residential care and 39% community. Most providers recognised the importance of training, but felt their paid caregivers were not adequately trained. Training was poorly attended; reasons cited were funding, family, secondary employment, staff turnover, low pay and few incentives. The paid caregiver profile described reflects trends also observed in other countries. There is a clear policy direction in New Zealand and other countries to support people with a disability at home, and yet the workforce which is facilitating this vision is itself highly vulnerable. Paid caregivers have minimum pay, are female, work part‐time and although it is recognised that training is important for them, they do not attend, so consequently remain untrained.     

Examining the Relationship Between Patient Orientation and Job Satisfaction in Health Care: Evidence from the Nursing Profession

It is well-known that the United States faces a serious nursing shortage. A number of factors have contributed to the problem including an aging nursing workforce, fewer nursing job candidates, the aging of the baby boom population, and increased nurse dissatisfaction. The current work addresses one issue that is central to the problem: nursing satisfaction/dissatisfaction. Drawing from previous research in the services marketing literature, the work introduces the “patient orientation” construct and suggests that it is a critical motivational factor that is related to nursing satisfaction. Results from an empirical study reveal that the construct is positively related to overall nursing satisfaction while controlling for external factors including pay, benefits, supervisor, and reward satisfaction. Implications for healthcare managers and suggestions for future research are discussed.     

Use of Food Practices by Childcare Staff and the Association with Dietary Intake of Children at Childcare

The study explored the associations between various childcare staff food practices and children’s dietary intake at childcare. A total of 398 one- to four-year-old children and 24 childcare staff members from 24 Dutch childcare centers participated in the study. Children’s dietary intake (fruit, vegetable, sweet snack, savory snack, water, and sweet drink intake) at childcare was registered on two weekdays, using observations by dieticians and childcare staff. Thirteen childcare staff practices were assessed using questionnaires administered by dieticians. Data were analyzed using multilevel regression analyses. Children consumed relatively much fruit and many sweet snacks at childcare, and they mainly drank sweet drinks. Various staff practices were associated with children’s dietary intake. When staff explained what they were doing to the children during food preparation, children ate significantly more fruit. Children ate less sweet snacks when they were allowed to help prepare the meals. When staff encouraged children to continue eating, they ate more vegetables. In conclusion, the study showed the importance of childcare staff food practices for children’s food intake at childcare. More research is needed to examine the specific conditions under which food practices can have a positive impact on children’s dietary intake.     

医务人员工作满意度与离职意愿的相关性研究

目的了解医务人员的离职意愿情况,分析工作满意度对离职意愿的影响。方法采用问卷调查法,对江西省某三级甲等综合性医院的528名医务人员进行调查。结果不同特征的医务人员离职意愿不同。工作满意度与离职意愿呈负相关（P=0．000）,报酬与福利、工作本身和工作条件3个因素对离职意愿总变异的解释能力为43．1％,其中报酬与福利对离职意愿的影响最大。结论医院管理者应重视医务人员的工作满意度,从而避免离职意愿的产生。     

Internationally recruited nurses from India and the Philippines in the United Kingdom: the decision to emigrate

Background  

The United Kingdom has recruited nurses from countries with a reported surplus in their nursing workforce, such as India and the Philippines. However, little is known about the decision to emigrate made by nurses from these countries. One theory suggests that individuals weigh the benefits and costs of migration: the push and pull factors. This paper challenges the restricted economic focus of this predominant theory and compares the diverse motivations of nurses from different countries as well as those of nurses with previous migratory experience and first-time migrants.     

An examination of childcare teachers in for-profit and non-profit childcare centers

Perceptions of childcare teachers in for-profit and non-profit centers were examined. Previous research indicates that childcare teachers earn consistently low wages, have little employee benefits and are dissatisfied with their work environments. This study further explores the employment issues and work environments that childcare teachers encounter. Questionnaires were distributed throughout a southeast state in the United States to 558 childcare teachers from for-profit and non-profit centers. Although there were significant differences with regard to age, hourly income and number of hours worked, overall it appears as though for-profit and non-profit childcare teachers represent a rather homogeneous population with regard to the working environments and employee issues.     

Parent perspectives on their toddlers' development: comparison of regular and inclusion childcare

A growing number of community childcare programs are including children with developmental disabilities. While some studies have explored the effects of inclusion for preschool and school‐age children without disabilities, there is little knowledge about inclusion for typically developing toddlers enrolled in such programs or about parent attitudes regarding inclusion. In this study, parent perceptions of the benefits and limitations of their child's toddler program (inclusion or typical) were assessed. Parents from both programs gave comparable responses to a semi‐structured survey with regard to changes in their child's development and parental level of satisfaction. Parent feedback from the inclusion childcare program also provided insight into the advantages of an inclusion program. These findings suggest that there is little differentiation between inclusion programs and regular childcare programs in providing a quality experience for all children, but that there may be additional benefits to enrolling children without disabilities into inclusion programs.     

Analysis of ongoing participation in a child care workforce cash incentive programme in the United States

The current study extends a recent workforce development programme evaluation and examines the relationship between ongoing success in the three‐year programme and participants’ educational attainment, professional activities and several employment factors. Three hundred and twenty‐seven teaching staff and 92 directors from 99 child care centres participated. Survival analyses and logistic regressions were used. Compared to centre directors without early childhood relevant degrees, centre directors with such credentials were more likely to still be participating after three years; and teaching staff with similar credentials were marginally more likely to still be participating. Analyses further highlighted education, benefits and employment‐related problems in predicting directors’ continued participation and the role of education and experience in predicting centre teaching staff’s ongoing participation. Findings are discussed in the broader context of workforce development initiatives.