Psychology Commons^™

Dimension- And Context-Specific Expression Of Preschoolers’ Disruptive Behaviors Associated With Prenatal Tobacco Exposure, Suena H. Massey, Caron A.C. Clark, Michael Y. Sun, James L. Burns, Daniel K. Mroczek, Kimberly A. Espy, Lauren S. Wakschlag

Department of Psychology: Faculty Publications

Objective—Precise phenotypic characterization of prenatal tobacco exposure (PTE) −related disruptive behavior (DB) that integrates nuanced measures of both exposures and outcomes is optimal for elucidating underlying mechanisms. Using this approach, our goals were to identify dimensions of DB most sensitive to PTE prior to school entry and assess contextual variation in these dimensions.

Methods—A community obstetric sample of N=369 women (79.2% lifetime smokers; 70.2% pregnancy smokers) from two Midwestern cities were assessed for PTE using cotinine-calibrated interview-based reports at 16, 28, and 40 weeks of gestation. A subset of n=244 who completed observational assessments with their …

Supportive Supervision And Resiliency Ohio - Implementation Overview, Quality Improvement Center For Workforce Development

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The Implementation Team The QIC-WD worked with the Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), to establish an implementation team to lead the development and implementation of their supportive supervision and resiliency intervention. After recruiting nine counties to participate in the QIC-WD project, the Workforce Implementation Team (WIT) initially was composed of representatives from the nine public children services agencies including administrators, managers, and human resources staff, the Site Implementation Manager (SIM), the Data Coordinator, OFC leadership, and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation). The …

Supportive Supervision And Resiliency Ohio - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Ohio Department of Job and Family Services to determine if a Supportive Supervision and Resiliency intervention, known as Coach Ohio, was effective in improving workforce and child welfare outcomes. Research Questions The site-level evaluation for Ohio was designed to understand implementation of and outcomes related to the Coach Ohio intervention and its component parts: (1) the ACCWIC Coaching Model for managers and supervisors to introduce the key principles of supportive supervision and (2) Resilience Alliance (RA) groups for supervisor and frontline workers to enhance coping in the face of exposure …

Linking Human Resources And Child Welfare Data (Video), Quality Improvement Center For Workforce Development

Workforce Analytics Resources

When examining workforce data, it can be valuable to capitalize on data from a variety of systems, such as various human resources (HR) databases, learning management systems, and child welfare information systems. Each can be useful on their own, but additional information can be learned when different types of data are connected. For example, applicant information may be stored in a database that is separate from other HR data on those hired, and there is value in looking at the connections between applicant data and later aspects of employment.

Data linkage involves pairing observations from two or more data files …

Workforce Metrics Using Child Welfare Data, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

Workforce metrics that can be constructed from child welfare data fall into three categories: caseload/workload, case continuity, and worker- and unit-level variability.

Caseload/Workload Metrics

Caseload metrics can help to

• Assess compliance with caseload standards (e.g., policy, statute)
• Describe and inform case assignment decisions
• Describe and address the work burden experienced by staff
• Describe and address inequities in caseloads among workers
• Inform workforce planning or staffing decisions
• Monitor caseloads to assess policy or practices intended to affect caseloads

Caseload metrics are among the most commonly used workforce metrics that can typically be obtained from child welfare data. These metrics are usually …

Workplace Ostracism, Megan Paul

Umbrella Summaries

What is workplace ostracism?

Workplace ostracism is “the extent to which an individual perceives that he or she is ignored or excluded by others at work” (Ferris et al., 2008, p. 1348). The most popular measure is the 10item Workplace Ostracism Scale (Ferris et al., 2008). Example items include “others avoided you at work,” “others refused to talk to you at work,” and “others at work shut you out of the conversation.”

Why is workplace ostracism important?

Ostracism in the workplace is important because it is associated with an array of job attitudes, stress indicators, and behaviors. Specifically, ostracism is …

Secondary Traumatic Stress, Burnout And Resilience In The Child Welfare Workforce: Early Results From Nebraska’S Randomized Controlled Trial Of Resilience Alliance, Quality Improvement Center For Workforce Development

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A 2018 needs assessment indicated that more than 50% of the child welfare workforce in Nebraska was experiencing elevated secondary traumatic stress (STS). STS refers to the experience of people – generally professionals– who are exposed to others’ traumatic events as part of their work. As a result of this exposure, these professionals can develop their own traumatic symptoms and reactions such as sleeplessness and anxiety. The Nebraska Department of Health and Human Services (DHHS) Division of Children and Family Services (DCFS) in partnership with the Quality Improvement Center for Workforce Development (QIC-WD) implemented CFS Strong, a multi-phased workforce intervention …

Workload, Megan Paul

Umbrella Summaries

What is workload?

There is no one, universally accepted definition of workload. A broad definition is that it is “an all-encompassing term that includes any variable reflecting the amount or difficulty of one’s work” (Bowling & Kirkendall, 2012, p. 222). Quantitative workload is the label for the amount of work done, and qualitative workload is the label for the difficulty of work (Bowling & Kirkendall, 2012). Further, there is a distinction between mental and physical workload and between objective and perceived workload (Bowling & Kirkendall, 2012). A variety of approaches have been used to measure objective workload. A common one …

Associations Between Community Built Environments With Early Care And Education Classroom Physical Activity Practices And Barriers, Bethany D. Williams, Susan B. Sisson, Dipti Dev, Bryce Lowery, Diane Horm, Janis Campbell, Denise Finneran, Jennifer Graef-Downard, Linda Whaley

Department of Child, Youth, and Family Studies: Faculty Publications

The influence of community-built environments on physical activity (PA) support in Early Childhood Education settings (ECEs) is unknown. The purpose of this cross-sectional study was to determine associations between community PA environments and ECE classroom PA practices. We included licensed Oklahoma ECE directors serving 3-to-5-year-old children. Parks and playground locations were exported from Google Earth. NationalWalkability Index was derived from 2010 US Census data. ArcMap 10.6 was used to geocode ECE locations, which were within an Activity Desert if no parks/playgrounds were located within a 1-mile radius or if Walkability Index was 10.5 or below. Classroom PA practices were determined …

Frontline Job Redesign Louisiana - Intervention Overview, Quality Improvement Center For Workforce Development

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The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD), in collaboration with the QIC-WD, implemented a frontline job redesign as its intervention. (For more information see Intervention Background.) An implementation team, including QIC-WD representatives, CWD leadership, child welfare staff from all levels of practice, and human resources and civil service representatives undertook development of the job redesign. Development of the intervention was guided by the following principles:

• children and families are the center and focus of the practice,
• a dual focus on prevention and permanency, requiring increased knowledge and skills in providing both parents and …

Addressing Work-Related Traumatic Stress Nebraska - Evaluation Overview, Quality Improvement Center For Workforce Development

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Research Questions

The site-level evaluation for Nebraska was designed to understand implementation of and outcomes related to CFS Strong and its component parts, including Resilience Alliance (RA), Peer Support Groups (PSG) and Restoring Resiliency Response© (RRR). Relationships among intervention components, outputs, and outcomes were mapped out in Nebraska’s logic model. Initial research questions of interest included how much participants were satisfied with the RA, PSG, and RRR sessions they attended. Furthermore, for RA, the evaluation measured how much facilitators adhered to the manualized RA program, whether group dynamics (e.g., engagement and conflict) were positive or negative, and how …

Examining Correlates Of Feeding Practices Among Parents Of Preschoolers, Deepa Srivastava, Lucy R. Zheng, Dipti Dev

Department of Child, Youth, and Family Studies: Faculty Publications

Background: Parent feeding practices play a critical role in children’s eating behaviors. Limited research has explored child-level correlates of parent feeding practices.

Aim: To identify correlates of feeding practices (responsive and controlling) among parents of preschoolers in the United States.

Methods: Participants included parents (n = 273) of preschoolers (3–5 years), recruited from early care and education settings (n = 24) located in a metropolitan city in the US. Analysis included descriptives, correlations, and multiple regression.

Results: For responsive feeding practices, positive associations included child’s weight with unintentional modeling (β = .17, 95% CI [0.12, 0.53]), child vegetable …

Frontline Job Redesign Louisiana - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Louisiana Department of Children and Families to determine if a Job Redesign was effective in improving workforce and child welfare outcomes.

Research Questions

A key research question concerned the extent to which the job redesign reduced the amount of time caseworkers spent on administrative tasks and increased time spent on clinical work with children and families. The QIC-WD also tested questions related to the expected effects of the redesign on workers’ perceptions of their job complexity, role overload, and work-life balance, and how these perceptions relate to job satisfaction, case …

Competency-Based Personnel Selection Oklahoma - Intervention Overview, Quality Improvement Center For Workforce Development

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A Competency-based Personnel Selection process was the intervention designed as part of the QIC-WD project to address inconsistencies in hiring and to identify candidates with the desired competencies to be hired as Child Welfare Specialist (CWS) I/II with Oklahoma Human Services (OKDHS) (for more information see the Site Overview). The Competency-based Personnel Selection process is a standardized hiring procedure that includes a structured interview with behaviorally anchored rating scales, a typing assessment, and a writing assessment. Additionally, research was conducted on a set of academic and commercial hiring assessments to determine how well these measures of personality, cognitive skills, …

Onboarding Program Eastern Band Of Cherokee Indians - Evaluation Overview, Quality Improvement Center For Workforce Development

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The QIC-WD evaluation was conducted with the support of the Eastern Band of Cherokee Indians Family Safety Program (EBCI FSP) to determine if an Onboarding intervention was effective in improving workforce outcomes.

Research Questions

The evaluation of the newly developed onboarding program for the Eastern Band of Cherokee Indians Family Safety Program (EBCI FSP) was designed to understand both implementation and early outcomes. Examples of primary implementation questions from the new employee’s perspective included:

• To what degree was the new employee’s workspace ready on their first day?
• Did the new employee have individual meetings with their supervisor in weeks 1-5? …

Alcohol Use And History Of Traumatic Brain Injury In College Students: An Analysis Of Neuropsychological And Behavioral Factors, Jessie Tibbs

Department of Psychology: Dissertations, Theses, and Student Research

Approximately 69,000,000 individuals sustain TBIs each year worldwide. Alcohol use is a known risk factor for TBI. Nearly 50% of individuals with TBI endorse binge drinking, alcohol-related negative consequences, or meet criteria for AUDs. One of the most pressing issues within the alcohol-TBI literature is predicting post-TBI alcohol-related problems, as this results in poorer recovery, rehabilitation, and functioning. Evidence for TBIs causing post-injury alcohol use in those without pre-injury problematic alcohol use is mixed; not all TBI survivors experience alcohol-related problems post-injury. Evidence is mounting that one of the most robust predictors of post-injury alcohol problems is childhood or adolescent …

Organizational Constraints, Megan Paul

Umbrella Summaries

What are organizational constraints?

Organizational constraints are work conditions that interfere with an employee’s motivation or ability to perform (Spector & Jex, 1998). Though the overall definition sounds quite broad, the assessment focuses on 11 specific types of constraints: inadequate training, incorrect instruction, lack of necessary information about what to do or how to do it, poor equipment or supplies, lack of equipment or supplies, organizational rules and procedures, conflicting job demands, other employees, the supervisor, inadequate help from others, and interruptions by other people (Spector & Jex, 1998). Respondents indicate how frequently these factors make it difficult or impossible …

Supportive Supervision And Resilience Alliance To Address Secondary Trauma In Ohio: Preliminary Findings On Impact, Quality Improvement Center For Workforce Development

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In early 2018, as part of a needs assessment process, the Quality Improvement Center for Workforce Development (QIC-WD) conducted surveys with 588 Ohio child welfare workers across nine counties to assess organizational culture and climate (OCC), and secondary traumatic stress (STS). The results found that the organizational culture and climate across all participating counties was above average in rigidity and resistance, and below average in engagement. In addition, 53% of respondents experienced elevated levels of STS symptoms. STS can mimic the symptoms of Post-Traumatic Stress Disorder (Bride, 2007) including nightmares, sleep disruption, avoidance, and irritability. STS in child welfare has …

Cultural Intelligence, Megan Paul

Umbrella Summaries

What is cultural intelligence?

Cultural intelligence (CQ) is “a person’s adaptation to new cultural settings and capability to deal effectively with other people with whom the person does not share a common cultural background and understanding” (Earley & Ang, 2003, p. 34). Note that this is about general capabilities that cut across different cultures, rather than effectiveness in a specific culture (Ang et al., 2015). Though this definition sounds like it includes all types of intercultural interactions, the focus is a bit more limited—work settings and situations that involve differences in race, ethnicity, and nationality, either within or across countries. …

Addressing Work-Related Traumatic Stress Nebraska - Intervention Overview, Quality Improvement Center For Workforce Development

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CFS Strong–Building a Resilient Workforce (known as CFS Strong) was the intervention designed as part of the QIC-WD project to address secondary traumatic stress (STS) among child welfare workers and supervisors in Nebraska’s Division of Children and Family Services (DCFS) agency (for more information see the Site Overview). CFS Strong included multiple components:

• Resilience Alliance (RA), developed by the New York City Administration of Children’s Services-New York University Children’s Trauma Institute, to create a better and healthier work environment, and to help staff develop skills and behaviors that promote their physical and psychological well-being, thereby putting them in the …

Onboarding Program Eastern Band Of Cherokee Indians - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

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four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Nebraska Child Care Market Rate Survey Report 2021, Greg W. Welch, Elizabeth Svoboda, Alexandra Daro, Venessa Bryant, Caitlyn Glissmeyer

Buffet Early Childhood Institute Reports and Publications

Consistent with the 2019 MRS, the Institute conducted a survey of all licensed child care providers across the state to obtain private pay child care rates for children with or without medical and behavioral needs. Categories of focus for data collection and reporting included: 1. Geographic location: rural or urban 2. Type of care: Family Child Care Home I, Family Child Care Home II, Child Care Center, and School Age License 3. Age group of children: infant, toddler, pre-school, and school-age 4. Status of medical and behavioral needs 5. Accreditation 6. Extent to which child care providers participate in Child …

Communication Is Key To Success, Quality Improvement Center For Workforce Development

QIC-Tips

Research on organizational communication describes a connection between poor communication, negative attitudes towards the workplace, and decreased worker satisfaction. Conversely, in an environment where communication is valued by management, staff can be encouraged to participate in practice and policy change. Too often new initiatives are announced and then fade away. Clear lines of communication, involving varying levels of staff and using a variety of methods, are key to gaining staff buy-in and keeping workers informed of initiative progress.

The Quality Improvement Center for Workforce Development (QIC-WD) is working with eight jurisdictions to develop and test promising workforce interventions. Effective communication …

Frontline Job Redesign Louisiana - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Investigating The Fit Of The Generalized Graded Unfolding Model (Ggum) When Calibrated To Irt Generated Data From Dominance And Ideal Point Models, Abdulla Alzarouni

College of Education and Human Sciences: Dissertations, Theses, and Student Research

The assessment of model fit in latent trait modelling, better known as item response theory (IRT), is an integral part of model testing if one is to make valid inferences about the estimated parameters and their properties based on the selected IRT model. Though important, the assessment of model fit has been less utilized in IRT research than it should. For example, there have been less research investigating fit for polytomous dominance models such the Graded Response Model (GRM), and to a lesser extent ideal point models such as the Generalized Graded Unfolding Models (GGUM), both in its dichotomous and …

Victim Or Offender? The Response To Sexually Exploited Minors, Taylor Petty

Department of Psychology: Dissertations, Theses, and Student Research

Despite US Federal legislation mandating legal professionals treat anyone under the age of 18 involved in commercial sex acts as a victim and not an offender of prostitution, US States differ in their treatment of sexually exploited youth. One potential explanation for the differing treatment of sex trafficked youth could arise from the decision-makers emotional reaction towards these youth. Thus, I conducted two experiments to explore the impact of negative moral emotions on decisions involving child sex trafficking under varying case fact patterns. In Experiment 1, I manipulated youth sex, vulnerability background, and prior arrest history, and trafficker sex to …

Targeted Violence On Campus: A Comparison Of Exposure And Response To Bias And Otherwise Motivated Potential Pre-Incident Behavior On A College Campus, Kyle Siddoway

Department of Psychology: Dissertations, Theses, and Student Research

Acts of targeted violence are of great concern to college administrators. Additionally, targeted violence motivated by bias (e.g., racism, sexism, homophobia, xenophobia, etc.) is occurring at an increasing rate on campuses across the country. Previous research has identified potential pre-incident behaviors which may serve as indicators that an individual is escalating towards violent action. However, very limited research has been conducted which examines pre-incident behaviors which occur in bias motivated violence or aggression. With an undergraduate population (n = 1342), this study utilized a survey asking about exposure and response to both otherwise and biased motivated potential pre-incident behaviors on …

Addressing Work-Related Traumatic Stress Nebraska - Intervention Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Onboarding Program Eastern Band Of Cherokee Indians - Intervention Overview, Quality Improvement Center For Workforce Development

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The QIC-WD coordinated with the Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP) to create an onboarding program for child welfare social workers. The intervention was designed to address role clarity, social integration, and understanding of Cherokee history and culture for new hires. (For more information see the Site Overview.) The 5-week onboarding program included activities completed by the new employee, his/her supervisor, and other FSP team members. Onboarding program elements included:

• A structured, interactive review of FSP’s policies and procedures;
• A mock family case to illustrate the full case process;
• Content related to Cherokee culture, historical …

Supportive Supervision And Resiliency Ohio - Logic Model, Quality Improvement Center For Workforce Development

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Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.