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Pelaksanaan Employee Assistance Programs (Eap) Oleh Iradat Konsultan Sebagai Penyedia Jasa Layanan Eap Dalam Menangani Permasalahan Pekerja, Kadek Firdhayanti, Djoemeliarasanti Djoekardi

Jurnal Pembangunan Manusia

Employee Assistance Programs (EAP) merupakan suatu program yang di berikan oleh organisasi/perusahaan kepada pekerjanya, guna mengatasi permasalahan pekerja yang berdampak pada kinerja pekerja. Penelitian ini mendeskripsikan pelaksanaan Employee Assistance Programs (EAP) yang dilakukan oleh Iradat Konsultan (IK) sebagai salah satu penyedia jasa layanan EAP di Indonesia. Sifat Penelitian ini penelitian daskriptif dengan menggunakan pendekatan kualitatif. Jumlah informan dalam penelitian ini sebanyak lima orang, yang terdiri satu orang manajer EAP, satu orang koordinator EAP, dan tiga orang psikolog atau praktisi EAP. Seluruh proses penelitian dilakukan sejak September 2020 sampai dengan Juli 2021. Selama jangka waktu tersebut, pengambilan data dilakukan dengan wawancara …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

Employee Fit, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is employee fit?

Broadly defined, fit is said to be the “compatibility between individuals and organizations” (Kristof, 1996, p. 3). Early theories of fit proposed that alignment between individuals’ personalities and their environment would lead to greater personal success and happiness; for example, those with social personalities would find the greatest fulfillment in work roles involving helping people, such as a social worker or nurse (Holland, 1985). Since then, the idea of fit has been expanded to include not just alignment of personality, but also attitudes, values, preferences, needs, goals, knowledge, skills, and abilities (Kristof-Brown et al., 2005). Fit …

2022 Community-Based Care: Resident And Community Characteristics Report On Assisted Living, Residential Care, And Memory Care Communities, Ozcan Tunalilar, Paula Carder, Jaclyn Winfree, Sheryl Elliott, Minju Kim, Diana Jacoby, Wafi Albalawi, Portland State University Institute On Aging

Institute on Aging Publications

This report summarizes findings from the 8th annual study of Oregon community-based care settings, including assisted living and residential care facilities, and memory care communities. This study was conducted during fall 2021 and winter 2022.

Disability Inclusion, Quality Improvement Center For Workforce Development

Workforce Analytics Resources

The following resources provide information to help agencies create disability-inclusive workplace policies and practices. The Office of Disability Employment Policy (ODEP) is a non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. The Employer Assistance and Resource Network on Disability Inclusion (EARN) is an ODEP technical assistance center that provides resources to help employers recruit, hire, retain, and advance individuals with disabilities and comply with their responsibilities under the ADA. Inclusion@Work: A Framework for Building a Disability-Inclusive Organization allows organizations to explore strategies for creating disability-inclusive …

Role Stress, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is role stress?

A work role consists of “a pattern of behaviors perceived by an employee as behaviors that are expected” (Tubre & Collins, 2000, p. 156). When perceived work role expectations are unclear, incompatible with other expected behaviors, or too much to handle, role stress is said to occur (Tubre & Collins, 2000). Role stress is typically broken down into three main types: role ambiguity, role conflict, and role overload. Role ambiguity refers to a situation in which employees are unsure about what their responsibilities are, what behaviors are expected of them, and what the standards are for …

Transformational Leadership, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is transformational leadership?

Transformational leadership refers to leadership behaviors that transcend the basic employment contract and help motivate followers to achieve beyond expectations (Antonakis et al., 2003; Bass, 1999). Transformational leaders seek to “uplift the morale, motivation, and morals of their followers” (Bass, 1999, p. 9). Through the four facets of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration), transformational leaders help followers create meaning, selfactualize, feel part of a collective, find greater self-worth, and achieve great things (Bass, 1999). The dimensions of transformational leadership are further detailed below.

► Idealized influence: This dimension of transformational …

Onboarding Program Eastern Band Of Cherokee Indians - Theory Of Change, Quality Improvement Center For Workforce Development

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During the needs assessment process facilitated by the Quality Improvement Center for Workforce Development (QIC-WD) three areas of need were discussed for possible intervention at Eastern Band of Cherokee Indians (EBCI) Family Safety Program (FSP): 1) team cohesion across the various agency units, 2) unhealthy levels of employee stress and work overload, and 3) inconsistent onboarding practices. For each area, a problem statement was developed, and in-depth root cause analysis and theory of change discussions were conducted. Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of an onboarding program to improve worker …

Frontline Job Redesign Louisiana - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Need

The QIC-WD and the Louisiana Department of Child and Family Services (DCFS) Child Welfare Division (CWD) worked together to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including: 1) recruitment, hiring, and retention metrics and processes; 2) organizational culture and climate; and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition.

More specifically, five major types of information were considered: 1) objective administrative data; 2) subjective perceptions of staff and supervisors, gathered through QIC-WD …

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

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What is job redesign and why was it selected?

The Louisiana Department of Children and Family Services (DCFS), Child Welfare Division (CWD) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to develop, implement, and test an intervention to address issues identified in the needs assessment including low employee morale, high staff turnover, and poor outcomes for families and children. A frontline job redesign was selected as the intervention because the agency wished to approach these long-standing challenges in an innovative manner. A job redesign is comprised of activities that alter specific jobs or interdependent systems of jobs in …

A Quick Guide To Workforce Analytics For Child Welfare Agencies, Quality Improvement Center For Workforce Development

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Child welfare agencies continue to seek resources to help them better understand their workforce data. The Quality Improvement Center for Workforce Development (QICWD) developed several valuable resources for public child welfare agencies working to build partnerships between child welfare and human resources (HR) professionals to address child welfare workforce challenges. These resources were created for jurisdictions participating in the QIC-WD Child Welfare Workforce Analytics Institutes 1.0 and 2.0 but can be used by any jurisdiction. These resources aim to help agencies build their workforce data analytics capacity and improve practice. Planning When conducting workforce analytics, agencies are encouraged to adopt …

Leader-Member Exchange, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is LMX?

Leader-member exchange (LMX) refers to the quality of relationship exchange formed between a leader and their subordinate (Gerstner & Day, 1997). Note that in this context, leaders may include supervisors, not just upper-level leaders such as managers or administrators. LMX theory is based on the idea that leaders develop unique relationships with each follower, and the quality of this relationship then has the power to influence various attitudes and behaviors (Illies et al., 2007). Whereas most leadership theories focus entirely on the role that a leader plays, LMX differs in that it emphasizes the dyadic nature of …

The Child Welfare Workforce Crisis – What We’Re Hearing From The Field, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development (QIC-WD) and the National Child Welfare Workforce Institute (NCWWI) in collaboration with the Capacity Building Centers for States, Tribes, and Courts, recently worked with representatives of the Children’s Bureau to listen to concerns of state child welfare and human resources (HR) leaders about the child welfare workforce. This blog post highlights what leaders (representing 29 states) described as their biggest concerns and what strategies agencies have put in place to reduce turnover and improve the applicant pool. We have also included links to information about evidence-informed efforts that could help jurisdictions address some …

2022 Adult Foster Home Resident And Community Characteristics Report On Adult Foster Homes, Ozcan Tunalilar, Paula C. Carder, Jaclyn Winfree, Sheryl Elliott, Minju Kim, Diana Jacoby, Wafi Albalawi

Institute on Aging Publications

This report describes results from a study of Oregon adult foster homes (AFH), including home and owner characteristics; monthly charges and payment sources; resident characteristics, personal and health-related needs; and owners’ experiences with supports and challenges due to the COVID-19 pandemic. The study’s purpose was to collect and report data that can inform and advise policymakers, state and county agency staff, aging advocates and AFH owners about the status of AFHs in Oregon. The report includes information collected between December 2021 and March 2022 and, where possible, compares it to findings from prior years of this study and to other …

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

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What is competency-based personnel selection and why was this intervention selected?

Competency-based personnel selection refers to a hiring process that is rooted in assessment of the required job-related competencies or knowledge, skills, abilities, or other characteristics (KSAOs). Competencies can be evaluated to make hiring decisions using a variety of different methods, including interviews, paper-and-pencil or computer-administered tests, work samples, or situational judgment tests, to name a few. In Oklahoma, a structured interview, typing test, and writing assessment were implemented and pre-employment tests assessing personality, cognitive skills, and attitudes were administered to staff to inform decisions about future …

Supportive Supervision And Resiliency Ohio - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs The Ohio Department of Job and Family Services (ODJFS) partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to conduct a comprehensive needs assessment in nine participating counties, to identify potential issues related to staff retention within the child welfare workforce. A number of data sources were used to inform the process, including: 1) administrative data and metrics provided by the Human Resources representatives in each of the nine agencies, 2) formal surveys of child welfare staff and supervisors in the nine participating counties, and 3) the subjective perceptions and expertise from the QIC-WD and Ohio …

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

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The Implementation Team

The Quality Improvement Center for Workforce Development (QIC-WD) worked with EBCI Family Safety Program (FSP) to establish an implementation team to lead the development and implementation of their intervention. The implementation team included the FSP Manager, the individual unit supervisors, and the Site Implementation Manager (SIM)/Data Coordinator (the same person fulfilled the role of SIM and Data Coordinator), leadership from throughout the Public Health and Human Services Division, and three members of the QIC-WD (representing expertise in workforce, implementation, and evaluation). The SIM and Data Coordinator positions were partially funded by the QIC-WD and all other …

Impact Of The Personal Responsibility And Work Opportunity Reconciliation Act (Prwora) On Family Functions, Benjamin Little

Merge

This paper attempts to provide an in depth look into the long-term affect that the policy, The Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) of 1996 has had on families of non-violent drug offenders.

Can Technology Reduce The Stress Of The Child Welfare Practitioner?, Quality Improvement Center For Workforce Development

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Information and communication technology (ICT) “has the potential to dramatically shift and enhance social work practice,” according to Berzin, Singer, & Chan (2015). ICT includes tools that allow users to both communicate with colleagues and clients and access, store, transmit, and manipulate information (Perron et al., 2010). Such technology integration can create practices that are more flexible, on-demand, and individualized not only to the families served, but also to the practitioner. Mobile technology, as well as other technologies (e.g., gaming, social media, robotics, wearable technologies) will enhance practice gains and result in more timely, accurate, and targeted services (Berzin, Singer, …

Covid-19 Behind Bars In The Mountain West, Dielle T. Telada, Caitlin J. Saladino, William E. Brown Jr.

Criminal Justice

Due to overcrowding, inadequate healthcare, systemic neglect, and violence in U.S. carceral (i.e. jails or prisons) and immigration detention centers, these facilities are a hot spot for the spread of COVID-19. In March 2020, the UCLA Law “Covid Behind Bars Data Project” began tracking official agency websites for self-reported data of COVID-19 across prisons, jails, and other detention facilities in the U.S. The number of COVID-19 cases, deaths, and tests performed from 50 state correctional agencies, the District of Columbia’s Department of Corrections, the Federal Bureau of Prisons (BOP), U.S. Immigration and Customs Enforcement (ICE), and several county jail systems …

Assessing Your Workforce Needs, Quality Improvement Center For Workforce Development

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You know you have a workforce challenge… but do you know what is causing it? Many child welfare agencies have expanded recruitment efforts through social media, started using telework and flexible work schedules, and even increased wages and provided hazard pay to build and strengthen their child welfare workforce. But sometimes even the best strategies don’t fix the problem because they aren’t aligned with the underlying cause of the problem. When your child welfare workforce is understaffed or overwhelmed it is tempting to want to find an immediate fix because the need to expand the workforce is urgent. However, it …

Organizational Change Process Milwaukee - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Division of Milwaukee Child Protective Services (DMCPS) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s workforce practices, including 1) recruitment, hiring, and retention metrics and processes, 2) organizational culture and climate, and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition. More specifically, four major types of information were considered: 1) objective data from various agency databases and reports; 2) subjective perceptions of staff and supervisors, …

Onboarding Program Eastern Band Of Cherokee Indians - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Eastern Band of Cherokee Indians Family Safety Program (FSP) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including 1) recruitment, hiring, and retention metrics and processes, 2) organizational culture and climate, and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition. More specifically, four major types of information were considered: 1) objective administrative data; 2) subjective perceptions of staff and supervisors, gathered …

Competency-Based Personnel Selection Oklahoma - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Oklahoma Department of Human Services (DHS) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including:

1. recruitment, hiring, and retention metrics and processes,
2. organizational culture and climate, and
3. other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, training, and employee recognition.

More specifically, four major types of information were considered: 1) objective data from various agency databases and reports; 2) subjective perceptions of staff and supervisors, gathered …

A Spatiotemporal Analysis Of Food Pantry Accessibility In Washington County, Arkansas, Coleman Warren

Industrial Engineering Undergraduate Honors Theses

Food pantries are an essential resource for impoverished and food insecure communities. Washington County, Arkansas has a food insecurity rate of 14.3% as compared to the national average of 10.9% (Feeding America, 2019). The Northwest Arkansas Food Bank has a robust pantry network in Washington County to support families and individuals who struggle with food insecurity.

We conducted a spatiotemporal analysis of food pantry accessibility in Washington County, Arkansas to evaluate the effectiveness of the food pantry network in Washington County at supporting communities with the most need. This analysis was conducted using the Two-Step Floating Catchment Area (2SFCA) method …

Impacts Of Post-Incarceration Programming For Women's Lives And Local Communities, Megan Greenslade

Sociology and Criminology Undergraduate Honors Theses

Previous research on reentry programming has focused mostly on male inmates and less attention is given to female inmates. In Arkansas, where female reentry rates have recently increased, research is needed to add to the conversation surrounding effective programming for previously justice-involved women, its impact on their lives and behaviors, and how this can influence the likelihood of recidivism. This qualitative study also aims to discover whether reentry programming can have a positive impact on the local community. Residents and staff at a local Northwest Arkansas transitional housing facility for previously justice-involved women were interviewed to analyze the effects of …

Addressing Work-Related Traumatic Stress Nebraska - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Nebraska Department of Children and Family Services (DCFS) to conduct a needs assessment. The team leveraged: (1) administrative data, primarily from the Nebraska Department of Children and Family Services’ Human Resource department (DCFS-HR); (2) formal surveys of child welfare staff and supervisors; (3) QIC-WD team expertise; and (4) subjective perceptions and expertise from the Nebraska Workforce Project Team members.

DCFS-HR data included metrics and processes related to recruitment, hiring, and retention; culture and climate; and other workforce processes and initiatives, such as onboarding, mentoring, supervision, …

Child Exit Types And Permanency Outcomes In Foster Care As Correlated To Casa Involvement, Grace Elizabeth Hill

Electronic Theses and Dissertations

This study sought to identify correlations between Court Appointed Special Advocate (CASA) activities and exit outcomes for children in foster care. Previous research on the impact of CASA has been inconclusive and offered mixed findings, so this study sought to build off of previous research while also exploring new areas of research that have not yet been investigated. Big Country CASA’s database, Optima, was utilized to retrieve data on cases that closed during the 2021 fiscal year (September 1, 2020, to August 31, 2021). This yielded a sample size of 75 cases. Through an analysis of these cases to test …

The Covid-19 Pandemic And Material Hardships: A Qualitative Study Of Undocumented Immigrants In The United States, Erika Chavez-Marroquin

Electronic Theses, Projects, and Dissertations

The study aimed to recognize the financial impact the COVID-19 pandemic had on the undocumented immigrants living in southern California. Utilizing an exploratory method with a qualitative approach. The research interviewed English and Spanish-speaking participants who are a part of the undocumented population and have employee history. The study utilized a purposive and snowball sampling method and explored the financial impact the COVID-19 pandemic had on participants’ personal finances, resources they were able to access, and gaps in programs or additional resources through federal and state aid. Through the data analysis, the research identified the following themes: limitations on accessible …

Exploring Household Food Insecurity And Inter-Generational Self-Help Club Involvement Among Grandparents Raising Grandchildren Due To Hiv/Aids In Vietnam, Lesley M. Harris, Hannah Nguyen, Andrew M. Winters, Gina Rosen, Nguyen D. Thang

GrandFamilies: The Contemporary Journal of Research, Practice and Policy

Intergenerational Self-help Clubs (ISHCs), also known as “Empathy Clubs” in Vietnam may aid in improving quality of life and well-being for grandparent-headed households impacted by HIV/AIDS. However, less is known about how club membership impacts household food security. This cross-sectional, mixed methods study examines the differences in household food security and coping responses to food insecurity among 30 grandparents who are raising grandchildren due to HIV/AIDS, 15 who were involved in ISHC groups and 15 who were not involved in ISHC groups, in Hai Phong, Vietnam. In addition to qualitative interviews, all grandparents completed the Household Food Security Insecurity …