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Social and Behavioral Sciences Commons™
Open Access. Powered by Scholars. Published by Universities.®
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- Heartland Center for Leadership Development Materials (23)
- Other QIC-WD Products (17)
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Articles 1 - 30 of 84
Full-Text Articles in Social and Behavioral Sciences
Essays On Education And Labor Market Outcomes, Ishita Ahmed
Essays On Education And Labor Market Outcomes, Ishita Ahmed
Dissertations and Doctoral Documents from University of Nebraska-Lincoln, 2023–
This dissertation focuses on the labor market or educational outcomes using applied microeconomic methods. Chapter 1 investigates the impact of waiting an additional year to start kindergarten on the socioeconomic achievement gap in Nebraska using longitudinal administrative data from the Nebraska Department of Education. I utilize fuzzy regression discontinuity design to find the effect of waiting on test scores. I find waiting a year to improve the test score, and this impact fades away over time. This fading pattern shows a considerable amount of heterogeneity across different demographic groups, suggesting an acceleration of the achievement gap. The study also investigates …
Three Essays In Food Security And The U.S. Sugar Program, Jacob Michels
Three Essays In Food Security And The U.S. Sugar Program, Jacob Michels
Dissertations and Doctoral Documents from University of Nebraska-Lincoln, 2023–
Chapter one devises an approach to adjust estimates of the number of food insecure for changes in sedentarism over time. Existing methodologies are biased upwards and date back several decades. We build a household model utilizing a Stone-Geary utility function, which rationalizes households shifting their labor decisions towards sedentary activities. Our comparative statics examine the impacts of changes in the productivities of sedentary types, as opposed to my physically demanding types, of activities and also their returns. Our empirical approach is informed by our theoretical model and comparative statics, in which we construct a unique pseudo-panel dataset. Sitting time serves …
Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)
Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
The Implementation Team
The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …
Navigating Emotional Discomfort In Developing Equity-Driven School Leaders: A Conceptual-Pedagogical Framework, Taeyeon Kim, James Wright
Navigating Emotional Discomfort In Developing Equity-Driven School Leaders: A Conceptual-Pedagogical Framework, Taeyeon Kim, James Wright
Department of Educational Administration: Faculty Publications
Abstract
Background: Given that K–12 schools necessitate leaders who can advance equity and justice, preparation programs in higher education institutions have prioritized the development of eq-uity-oriented school leaders. However, there has been relatively limited exploration of peda-gogical approaches that equip educational leaders to navigate adverse emotional responses and utilize their discomforting emotions as a source of transformation toward equity-oriented principles. When negative emotions are suppressed and/or unexplored within leadership de-velopment programs, adult learners will likely miss crucial opportunities for personal growth and transformative change.
Purpose: This theoretical article aims to enhance and expand existing scholarship on the ped-agogies …
Discourses That Undermine Union Movements: A Multimodal Analysis Of Union-Busting Videos, Theresa A. Catalano, Julia Schleck
Discourses That Undermine Union Movements: A Multimodal Analysis Of Union-Busting Videos, Theresa A. Catalano, Julia Schleck
Department of Teaching, Learning, and Teacher Education: Faculty Publications
Labor unions in the United States have experienced decades of decline, but recent years have seen a rebirth of union campaigns and successes. Because unions are once again becoming a threat to large companies, it is reasonable to assume that efforts to discourage organizing efforts will increase and become even more robust in the near future. Although traditionally, companies have worked to suspend union organizing through captive audience meetings in which unions were discussed via verbal or written modes, more recent means of reaching workers with anti-union messages incorporate a variety of communication strategies to get the message across. As …
Qic-Wd Teaming Guidance, Quality Improvement Center For Workforce Development (Qic-Wd)
Qic-Wd Teaming Guidance, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
QIC-WD Teaming Structure
Overview
As you begin to plan for the first QIC-WD on-site meeting, the QIC-WD WIE team would like you to think about the site’s teaming structure. The development of the site’s governance/teaming structure will occur over time, evolving to meet the changing needs of the initiative. The QIC-WD WIE team will work with the sites to ensure the development of teaming structures that support the work of the initiative.
Characteristics of Effective Teams
Effective teams share the following common characteristics:
- Have passion for and commitment to the initiative
- Have clarity of each team members’ roles and responsibilities …
Collaborating To Conduct A Child Welfare Workforce Needs Assessment And Select An Intervention, Quality Improvement Center For Workforce Development (Qic-Wd)
Collaborating To Conduct A Child Welfare Workforce Needs Assessment And Select An Intervention, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
OVERVIEW OF EXPLORATION PHASE
The QIC-WD Continuous Workforce Development Process includes four major phases: Exploration, Installation, Initial Implementation, and Full Implementation . The goal of the Exploration phase is to identify and plan for implementation of a workforce strategy to find and/or keep good employees. This document provides supplemental guidance to the materials available through the Permanency Innovations Initiative, with adaptations for workforce applications. Steps 1–6 below are covered here.
Steps of Exploration Phase
- Identify the problem we want to solve and what outcome(s) we want to target
- Identify the population we intend to target
- Identify potential causes of workforce …
Key Findings From The Qic-Wd At Various Stages Of The Employee Lifecycle, Quality Improvement Center For Workforce Development (Qic-Wd)
Key Findings From The Qic-Wd At Various Stages Of The Employee Lifecycle, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
Employee_Lifecycle_Additional_Resources.pdf
The Quality Improvement Center For Workforce Development: Bridging The Research–Practice Gap In Child Welfare, Sarah Layman, Jen Harvel, Apryl Brodersen, Michelle Graef, Megan Paul, Robert Blagg
The Quality Improvement Center For Workforce Development: Bridging The Research–Practice Gap In Child Welfare, Sarah Layman, Jen Harvel, Apryl Brodersen, Michelle Graef, Megan Paul, Robert Blagg
Other QIC-WD Products
The QIC-WD used research and best practices from Industrial-Organizational Psychology (I-O) to improve workforce outcomes across our partner child welfare agencies. This article shares our insights on how we were able to bridge the research-practice gap through the team’s work to develop and test workforce interventions, use organizational data to improve workforce outcomes, and share knowledge and resources from I-O to advance practice in child welfare organizations.
Secondary Traumatic Stress: Definitions, Measures, Predictors, And Interventions, Anita Barbee, Lisa Purdy, Michael Cunningham
Secondary Traumatic Stress: Definitions, Measures, Predictors, And Interventions, Anita Barbee, Lisa Purdy, Michael Cunningham
Other QIC-WD Products
Child welfare professionals are exposed to a lot of traumatic events. They may experience trauma first-hand witnessing the negative experiences of children and families on their caseload or it may be experienced second-hand through the stories shared by clients or co-workers, or information being read in a file. The research has a variety of terms for this phenomenon (as described in this brief) but the evidence is clear: child welfare workers experience trauma as an occupational hazard and that exposure can manifest itself in ways similar to post-traumatic stress disorder (e.g., disrupted sleep, difficulty concentrating). In fact, a survey of …
Findings From Seven Years Of Child Welfare Workforce Interventions, Quality Improvement Center For Workforce Development (Qic-Wd)
Findings From Seven Years Of Child Welfare Workforce Interventions, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
The Quality Improvement Center for WorkforceDevelopment (QIC-WD) operated for seven years and worked with 57 distinct public and tribal child welfare jurisdictions to address workforce issues. We used agency data, an evidence-based management approach, and were supported by site teams that included human resources (HR) and child welfare professionals.
We engaged in in-depth, multi-year projects in eight of the sites, and highlights from those experiences are featured in this short video. A consistent approach to implementation was applied and rigorous evaluation methods were used in those workforce intervention sites, with the goals of improving worker performance, well-being, and retention. Interventions …
Remote Work Is Not Going Away: How Can Rural Communities Take Advantage Of This Opportunity?, Cheryl A. Burkhart-Kriesel
Remote Work Is Not Going Away: How Can Rural Communities Take Advantage Of This Opportunity?, Cheryl A. Burkhart-Kriesel
Cornhusker Economics
Since the COVID-19 pandemic as of 2020, are we looking at a national remote work “new normal” with a hybrid office and remote work combination as an additional option? This is an important question for rural areas. Discusses remote work trends and steps needed to leverage remote work in the rural context.
Experiences Of Professionals Of Color In The Child Welfare Workforce, Nina Williams-Mbengue, Anita Barbee
Experiences Of Professionals Of Color In The Child Welfare Workforce, Nina Williams-Mbengue, Anita Barbee
Other QIC-WD Products
“Entrenched disparities in our laws and public policies, and in our public and private institutions, have often denied that equal opportunity to individuals and communities. Our country faces converging economic, health, and climate crises that have exposed and exacerbated inequities, while a historic movement for justice has highlighted the unbearable human costs of systemic racism.”
- Executive Order on Advancing Racial Equity and Support for Underserved Communities through the Federal Government, January 20, 2021
Many Americans are currently engaged in a painful examination of the nation’s history of individual, interpersonal, institutional, and structural racism. Leaders within the child welfare system …
Spotlight On Innovative Recruitment Strategies: Northwest Ohio Fellowship Program, Quality Improvement Center For Workforce Development (Qic-Wd)
Spotlight On Innovative Recruitment Strategies: Northwest Ohio Fellowship Program, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
Ohio is a county-administered children services (formerly known as child welfare) system. Like many other states, Ohio is experiencing a shortage of child protective services (CPS) workers. County leaders report that this is due to high rates of turnover compounded by rising wages and competition from outside employers. Traditional recruitment techniques and programs, including traditional partnerships with universities with social work programs, are not adequate to meet the current level of need for new children services workers. Although social work majors come to children service agencies with a training set that allows faster onboarding, social work majors make up less …
Addressing Secondary Traumatic Stress, Burnout, Resilience And Turnover In The Child Welfare Workforce: Results From A 6-Month, Cluster-Randomized Control Trial Of Resilience Alliance, Rebecca Orsi-Hunt, Courtney L. Harrison, Kayla E. Rockwell, Anita P. Barbee
Addressing Secondary Traumatic Stress, Burnout, Resilience And Turnover In The Child Welfare Workforce: Results From A 6-Month, Cluster-Randomized Control Trial Of Resilience Alliance, Rebecca Orsi-Hunt, Courtney L. Harrison, Kayla E. Rockwell, Anita P. Barbee
QIC-WD Journal Articles
Introduction: US child welfare agencies have historically struggled with workforce retention and turnover. As part of the Quality Improvement Center for Workforce Development in Child Welfare, we tested an adaptation of the Resilience Alliance (RA) model in a large, Midwestern state to address workplace stress, burnout and actual workforce turnover. RA is a 24-week, facilitated program designed to mitigate the impact of secondary traumatic stress among child welfare professionals, and to therefore increase job satisfaction, resilience and optimism and to decrease turnover, stress reactivity and burnout.
Methods: Supervisory units of caseworkers and supervisors were randomized to the RA treatment …
Chatgpt As Metamorphosis Designer For The Future Of Artificial Intelligence (Ai): A Conceptual Investigation, Amarjit Kumar Singh (Library Assistant), Dr. Pankaj Mathur (Deputy Librarian)
Chatgpt As Metamorphosis Designer For The Future Of Artificial Intelligence (Ai): A Conceptual Investigation, Amarjit Kumar Singh (Library Assistant), Dr. Pankaj Mathur (Deputy Librarian)
Library Philosophy and Practice (e-journal)
Abstract
Purpose: The purpose of this research paper is to explore ChatGPT’s potential as an innovative designer tool for the future development of artificial intelligence. Specifically, this conceptual investigation aims to analyze ChatGPT’s capabilities as a tool for designing and developing near about human intelligent systems for futuristic used and developed in the field of Artificial Intelligence (AI). Also with the helps of this paper, researchers are analyzed the strengths and weaknesses of ChatGPT as a tool, and identify possible areas for improvement in its development and implementation. This investigation focused on the various features and functions of ChatGPT that …
Hr And Child Welfare Data – Building Connections To Improve Practice, Quality Improvement Center For Workforce Development (Qic-Wd)
Hr And Child Welfare Data – Building Connections To Improve Practice, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
Combined human resources (HR) and child welfare data is essential to answer pertinent workforce questions. The Quality Improvement Center for Workforce Development (QIC-WD) has been intentional about bringing HR and child welfare professionals together to better understand and use the data they have available to them. In some cases, however, public child welfare agencies struggle to link their HR and child welfare data sets. Through the QIC-WD’s work with our intervention sites and Child Welfare Data Analytics Institutes, our team has worked directly with agencies grappling with the challenge of connecting these vitally important data sets to address a …
Workforce Trends To Watch In 2023, Cheryl A. Burkhart-Kriesel
Workforce Trends To Watch In 2023, Cheryl A. Burkhart-Kriesel
Cornhusker Economics
The rise of quiet quitters, digital nomads, and shaky employee trust are some of the major workforce trends that need watching in 2023, according to a recent article published by the Harvard Business School. Coupled with an uncertain economy and a tight labor market, business owners can view these potential trends as either challenges that pull their business down or opportunities that offer a competitive advantage. To leverage these toward business growth and increased productivity, it takes an understanding of how these trends emerged and how they could be an asset in an ever-changing business environment.
Covers: quiet quitters, digital …
Developing An Ecological Model Of Turnover Intent: Associations Among Child Welfare Caseworkers’ Characteristics, Lived Experience, Professional Attitudes, Agency Culture, And Proclivity To Leave, Dana M. Hollinshead, Rebecca Orsi
Developing An Ecological Model Of Turnover Intent: Associations Among Child Welfare Caseworkers’ Characteristics, Lived Experience, Professional Attitudes, Agency Culture, And Proclivity To Leave, Dana M. Hollinshead, Rebecca Orsi
QIC-WD Journal Articles
Almost a quarter of the child welfare workforce leaves their job each year, and despite clarion calls over the decades, our insights into dynamics underlying turnover remain limited. Using survey data from 276 caseworkers in a Midwestern state, this analysis explores an array of personality, stress, attitudinal, and perception measures and their association with three measures of turnover intent: thinking about quitting, intending to search, and intent to leave. Findings indicate that controlling for demographic factors, burnout, and confidence in decision support from agency leadership had consistent and strong associations with all three outcomes (positive for burnout; negative for decision …
Rural Movers Studies ... People Are Moving For Community Attributes And Jobs, Marilyn R. Schlake
Rural Movers Studies ... People Are Moving For Community Attributes And Jobs, Marilyn R. Schlake
Cornhusker Economics
University of Minnesota researchers conducted a Rural Movers Study to determine the motivations of people who moved within one to five years to rural Minnesota communities. Their findings are not unlike earlier research conducted at the University of Nebraska in 2008. The Rural Movers Study showed that 31 % of respondents moved due to a job or job offer. However, this was not one of the primary reasons individuals moved. For those individuals who did not move for employment, 76% wanted to find a good environment for raising their children, 67% moved to be closer to relatives, 64% looked for …
Preferences For Paid Paternity Leave Availability, Lengths Of Leave Offerings, And Government Funding Of Paternity Leaves In The United States, Chris Knoester, Qi Li
Preferences For Paid Paternity Leave Availability, Lengths Of Leave Offerings, And Government Funding Of Paternity Leaves In The United States, Chris Knoester, Qi Li
Department of Sociology: Faculty Publications
This study analyzes 2012 General Social Survey data (N = 1,089) about preferences for paid paternity leave availability, lengths of leave offerings, and government funding of leaves. It highlights gender and gendered parenting role attitudes as predictors of leave preferences. Descriptive results revealed sizable (i.e., 53 percent) support for leave availability and moderate (i.e., 33 percent) support for some government funding; still, only modest (i.e., five weeks) lengths of leave offerings were desired. Regression results indicated that women were typically more likely than men to support more generous leave offerings. Consistently, dual-earner expectations were positively associated with preferences for more …
Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia F. Parry, Courtney L. Harrison
Lessons Learned While Conducting Utilization-Focused Workforce Evaluation, Robert Blagg, Michelle Graef, Cynthia F. Parry, Courtney L. Harrison
Other QIC-WD Products
The QIC-WD learned many lessons while conducting utilization-focused workforce research across eight diverse public child welfare agencies. In this brief we detail how we are chronicling natural variation (e.g., stay at home orders, hiring freezes, political will, and leadership changes), synthesizing existing data, conducting process evaluation (e.g., identifying implementation drivers), visualizing data to meet diverse stakeholder information needs, and building systems that are both flexible and sustainable.
Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development (Qic-Wd)
Introduction To Workforce Metrics, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
It is important for Human Resources (HR) and child welfare leaders to start with a question-based mindset when analyzing workforce data (i.e., being thoughtful about what you and/or your stakeholders want to know), but it is also important to leave room to explore the data as well. This can only be accomplished if you know what is possible. This blog post describes some of what is possible to explore within the realm of workforce metrics as they relate to employee well-being, performance, and retention.
In many ways, the concept of workforce metrics is still in its infancy and many things …
Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development (Qic-Wd)
Want To Improve Organizational Outcomes? Consider People Analytics, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
People analytics has been around for more than 20 years. However, it continues to be viewed as an emerging area of study. People analytics shows the contribution that the workforce makes to organizational success and provides insight to maximize that contribution. It is an evidence-based practice that allows human resources (HR) staff to evaluate practice for the purpose of improving outcomes for employees, and to communicate with the workforce the effectiveness of personnel management and HR practice. People data, when used appropriately, may improve trust and transparency within organizations.
There is evidence that organizations are not using the people and …
Supporting The Child Welfare Workforce When People Have To Work From Home, Quality Improvement Center For Workforce Development (Qic-Wd)
Supporting The Child Welfare Workforce When People Have To Work From Home, Quality Improvement Center For Workforce Development (Qic-Wd)
Other QIC-WD Products
Transitioning a face-to-face, people-focused workforce into one that leverages virtual meetings and visits is no small feat, especially in a crisis. Many child welfare agencies are considering how best to incorporate technology solutions into everyday workforce activities. The QIC-WD is focused on strengthening the child welfare workforce by reviewing and translating the evidence about what works for agency leaders. Although there is not a lot of research on the most effective strategies to manage a remote child welfare workforce, Harvard Business Review recently released an article that summarizes the available evidence and provides concrete tips for managers with employees who …
Paid Paternity Leave-Taking In The United States, Richard J. Petts, Chris Knoester, Qi Li
Paid Paternity Leave-Taking In The United States, Richard J. Petts, Chris Knoester, Qi Li
Department of Sociology: Faculty Publications
Surprisingly few studies have focused on paternity leave-taking in the United States. This study utilizes data from three national datasets to provide a comprehensive examination of the attitudes, practices, and predictors of paid paternity leave-taking in the US. Specifically, this study focuses on (a) describing attitudes toward fathers receiving a share of paid parental leave, (b) describing rates and lengths of paid paternity leave-taking, and (c) analyzing the extent to which economic capital, cultural capital, social capital, and father identities predict paternity leave-taking practices. The results indicate that most people support fathers receiving a share of paid parental leave in …
Clues To Rural Community Survival, Milan Wall
Clues To Rural Community Survival, Milan Wall
Heartland Center for Leadership Development Materials
Myths about the future of small towns:
- Towns that are "too small" have no future
- A community's location is key to its survival
- Industrial recruitment is the best strategy for economic development
- Small towns can't compete in the global economy
- The "best people" leave small towns as soon as they can
- The rural and urban economies are not independent
Onaga, Kansas, Heartland Center For Leadership Development
Onaga, Kansas, Heartland Center For Leadership Development
Heartland Center for Leadership Development Materials
Leadership, entrepreneurship, wealth retention and youth development are all pieces of the recent successes of Onaga, Kansas, a very rural community of 704 people. Driving down Kansas Highway 16 and seeing the sign “Onaga, next five exits” would make you think it’s a large town. Indeed, it isn’t. But it’s the brainstorm of community developers who propose that adding such a series of signs would encourage more travelers to stop in.
“Onaga has a lot of assets that other communities would die for!” That is the sentiment of the part-time community development specialist for Onaga. This kind of sentiment is …
St. Paris, Ohio, Heartland Center For Leadership Development
St. Paris, Ohio, Heartland Center For Leadership Development
Heartland Center for Leadership Development Materials
On the surface, St. Paris, Ohio, (population about 2,000) looks like hundreds of other small Midwestern farm towns—quiet and pleasant—a nice town to drive through on a Sunday afternoon. Like many communities, the town has enjoyed a “gentle growth” of about 4 % over the past ten years.
But underneath that traditional exterior, a persistent entrepreneurial spirit breeds new business with an aggressiveness that can be felt from the coffee shop to the farms that surround the town. Like many small towns in west-central Ohio, St. Paris enjoys a very diverse economic base that would be the envy of other …
Flathead Reservation, Montana, Heartland Center For Leadership Development
Flathead Reservation, Montana, Heartland Center For Leadership Development
Heartland Center for Leadership Development Materials
Looking out the window of a crowded office in Polson, Montana, one can picture a tipi village where the employee parking lot is now—a combination tourist attraction and outdoor sales show room for the traditional Plains-style tipis made by a local company that markets them throughout the nation. The company owner, and the person with the idea for selling the tipis, is a Native American who is a “serial” entrepreneur—someone who has started several businesses over time, then sells them off and starts another.
The Flathead Indian Reservation, which occupies more than one million acres from Montana’s scenic Flathead Lake …