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The quality of working life measures and child welfare services.
- Format:
- Book
- Thesis/Dissertation
- Author/Creator:
- Yaron, Elana.
- Language:
- English
- Subjects (All):
- Political planning.
- Management.
- Social service.
- 0452.
- 0454.
- 0630.
- Penn dissertations--Social work.
- Social work--Penn dissertations.
- Local Subjects:
- Penn dissertations--Social work.
- Social work--Penn dissertations.
- 0452.
- 0454.
- 0630.
- Physical Description:
- 573 pages
- Contained In:
- Dissertation Abstracts International 56-12A.
- System Details:
- Mode of access: World Wide Web.
- text file
- Summary:
- Numerous studies have described the "dehumanizing workplaces" that human services agencies' workers endure. Human service agencies still operate as monolithic bureaucracies with rigid lines of authority and top-down decision making. This exploratory study focuses on the child welfare system and examines a particular approach to help remedy the system, namely, quality of working life (QWL). QWL, which has received the least attention to date in the debate about how to reform child welfare, calls for redesigning and restructuring the workplace in which child welfare services are provided. QWL focuses on creating organizations that are both more effective in delivering services valued by society and more rewarding and stimulating places for employees to work.
- This dissertation first examines the state of child welfare services, describes its evolution, highlights significant problem areas, and describes the manifestation of each QWL component in this system. The study then focuses on four child welfare agencies (two voluntary and two public agencies) in the greater Philadelphia area using quantitative and qualitative procedures to examine their QWL based on a proposed definition.
- Generally, the QWL in the participating agencies was similar to that described in the literature. Specifically, the QWL reflected inadequate pay and benefits; poor facilities; inadequate equipments and supplies; limited discretion; little or no voice in decision-making; insufficient information or feedback; limited opportunities for professional development and mobility; limited support and recognition; and overworked staff. There were some concerns about inequity in advancement, particularly in relationship to race and gender.
- The findings of this study suggest that the differences in the QWL conditions among agencies were more likely to be influenced by the management style of the executive directors than by an agency being private or public. The findings of this study further suggest that QWL increases as one rises in the organizational hierarchy. The findings also showed that workers at all levels wanted substantial improvement in many aspects of their QWL. Generally, males had higher perceived QWL scores. In addition, workers whose commitment to their work increased since they joined their agencies had higher perceived QWL scores and the converse was found true.
- Notes:
- Thesis (D.S.W. in Social Work) -- University of Pennsylvania, 1995.
- Source: Dissertation Abstracts International, Volume: 56-12, Section: A, page: 4952.
- Chairperson: Ram A. Cnaan.
- Local Notes:
- School code: 0175.
- Access Restriction:
- Restricted for use by site license.
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