Longevity in the Workplace… Job Satisfaction and Burnout Among Forensic Interviewers

Over the last four decades burnout has become recognized as a significant problem, strongly linked to work overload and lack of organizational support within the workplace (Maslach, Schaufeli, & Leiter, 2001).  Exhaustion, depersonalization, and a reduced sense of effectiveness are key indicators of burnout (Brenninkmeijer & VanYperen, 2003; Bush, 2009; Maslach et al., 2001).  Forensic interviewers -- multidisciplinary professionals who conduct structured interviews with children who have made allegations regarding abuse -- may be particularly vulnerable to burnout as a result of their work.  There is a dearth of research about work-related stress among forensic interviewers as only two studies were identified in the literature (Bonach & Heckert, 2012; Perron & Hiltz, 2006) and research on job satisfaction among forensic interviewers is non-existent. 

A cross-sectional electronic survey design was used to gather information on organizational factors, burnout, and job satisfaction from forensic interviewers.  The 148 respondents represent interviewers associated with Children's Advocacy Centers (CAC) located in the Northeast region of the United States.  Independent-samples t-test, ANOVA, and multivariate regression analyses, including moderated and mediated models, were conducted on quantitative data to test eight hypotheses.  Qualitative responses were analyzed for themes.

While the quantitative and qualitative findings indicate forensic interviewers are satisfied with their work a substantial number are experiencing burnout.  The ability to take time off from work when emotionally affected by an interview, conducting interviews at the CAC, social work education, and Multi-Disciplinary Team (MDT) support are specific factors that contribute to job satisfaction.  Full-time employment, dual roles, and MDT relationships are specific factors associated with burnout. 

Control was found to have a positive relationship with job satisfaction.  Having a flexible schedule and developing skills in supervision and training are ways interviewers are provided with control.  Job satisfaction and support were both found to have inverse relationships with burnout.  Flexibility, in addition to relationships with supervisors and coworkers, are ways organizations provide a supportive work environment.  This study supports the effect of control and support in relation to job satisfaction and burnout, as suggested by the job-demands control (support) model (Karasek, 1979). 

This research contributes to social work by investigating burnout and job satisfaction among a specific group of workers within the child welfare field, a field historically led by social workers.  This study is the first to quantify the number of social workers practicing as forensic interviewers in the Northeast region; this is also the first known study to document that social workers supervise a substantial proportion of interviewers.  Social workers affiliated with CACs are well-positioned to incorporate the findings into practice.  The suggested policy and practice implications will enhance organizational support, increase job satisfaction, and reduce burnout which will in turn lead to longevity in the workforce.  Such implications impact children – and in the largest sense, society as a whole –  as interviewers will be more effective.  Considering the growth of this specialized field of practice, the research has potential to influence organizations to develop policies that mitigate the conditions associated with burnout among forensic interviewers.