Results of a Longitudinal Statewide Study of the Family Support Workforce

Background and Purpose: This poster presents longitudinal findings from a multi-year Midwestern statewide study of the family support workforce. The workforce is comprised primarily of home visitors, supervisors and administrators of programs that ensure healthy development for youth through preventive home-based services. There are relatively few longitudinal workforce studies, and a paucity of research on family support professionals as a distinct workforce. The primary study objective was to assess changes over time in workforce composition, perceptions of the work environment, and career intentions during a period of funding instability.

Methods: Data were collected through web-based surveys distributed by the researcher via email to the state’s population of family support professionals, at two time points. Survey recipients included all direct service providers, supervisors, and administrators of family support programs. Response rates were 70% in 2013 and 62% in 2015. In between surveys, this state experienced significant funding uncertainty for family support services. In addition to demographic characteristics, geographic representation and organizational auspices, the study used validated  measures of work environment constructs including: job security, promotional opportunities, co-worker support, supervisor support, work overload, role clarity, job safety, service orientation, perceived organizational support, distributive justice, job satisfaction and commitment, and career intentions. Scale reliabilities ranged from .70 to .92.

Various over time analyses were conducted, including: 1) comparing responses at two points for individuals who completed both surveys (dependent samples t-tests and McNemar); 2) comparing two cohorts—survey completers in 2013 and survey completers in 2015 (independent samples t-tests and chi-square). This allowed us to examine differences across cohorts, though cautiously given the violation of the independent samples assumption; and 3) comparing 2013 responses between those who had left the agency by 2015 and those who remained.

Results: 1) Analysis of individual-level change included 119 respondents who completed the survey in both years and demonstrated few changes over time in perceptions of the work environment and career intentions. 2) Analysis of cohorts (448 in 2013, 299 in 2015) found a lower proportion of direct service workers in 2015; cohorts were comparable in demographics, geographic representation, agency type, work environment, and career intentions. 3) 2013 responses of ‘stayers’ and those who had left by 2015 were strikingly similar. In all analyses, respondents expressed particularly high levels of job satisfaction, service orientation, role clarity, co-worker support, perceived organizational support, commitment, and intention to stay in the organization and family support field.

Implications: The family support workforce plays a vital role in social work’s grand challenge to ensure healthy development of all youth. Longitudinal findings from this study were somewhat contrary to expectations, especially in light of funding instability between the two surveys. Results suggest that perceptions of the work environment within this population are relatively stable. Whether attributable to this particular workforce, or a consequence of the fact that workforce research is heavily cross-sectional and unable to fully capture longitudinal dynamics, are important questions for future research.