Cultivating a thriving childcare workforce: a theory-driven qualitative analysis

Abstract

Following a positive organizational framework, this study fills a gap in the human service literature by examining what works to boost childcare workers' ability to thrive in their jobs. Drawing from Spreitzer, Sutcliffe, Dutton, Sonenshein, and Grant's model of thriving at work, this study examines effective mechanisms (affirming work conditions, cultivated job resources, and work engagement) that facilitate positive experiences at work for childcare providers. Qualitative data was collected from seven focus groups (n = 26) of childcare providers. Key findings suggest affirming work conditions that offer decision-making discretion about one's approach to care and a climate of trust and respect – particularly with parents – are instrumental to provider engagement. Most notably, findings also highlight the importance of understanding and harnessing the positive attributes of the meaning making process to develop intrinsic motivation and foster team-orientation. This enhances childcare providers' ability to engage and thrive in their jobs, ultimately ensuring quality child care. These findings, as well as implications for organizational management are discussed.

Siguiendo un marco organizacional positivo, este estudio llena un vacío en la literatura sobre servicios sociales al examinar lo que funciona para potenciar la capacidad de los trabajadores al cuidado de niñas y niños para desarrollarse en sus trabajos. A partir del modelo de Spreitzer, Sutcliffe, Dutton, Sonenshein, y Grant sobre el desarrollo humano laboral, este estudio examina los mecanismos eficaces (condiciones afirmativas de trabajo, herramientas laborales desarrolladas, y el compromiso laboral) que facilitan experiencias positivas en el trabajo para quienes proveen cuidado de niños y niños. Los datos cualitativos fueron recolectados de siete grupos focales (n = 26) conformados por proveedores de cuidado de niñas y niños. Las principales conclusiones indican que las condiciones afirmativas de trabajo que ofrecen la toma de decisiones discrecionales basadas en el propio enfoque y un clima de confianza y respeto, especialmente con los padres y madres, son fundamentales para generar compromiso por parte de los proveedores. En particular, los resultados también ponen de relieve la importancia de la comprensión y el aprovechamiento de los atributos positivos de la construcción de significado para desarrollar la motivación intrínseca y fomentar una orientación de trabajo en equipo. De este modo, se puede comprometer a los proveedores de cuidado infantil y finalmente desarrollarse mientras hacen su trabajo, garantizando calidad en el cuidado infantil. Estos resultados, así como sus implicaciones en términos de gestión organizativas serán discutidos.

Keywords:

• positive organizational behavior
• supportive work conditions
• job resources
• work engagement
• childcare workers

Palabras claves:

• comportamiento organizacional positivo
• experiencias positivas en el trabajo
• herramientas laborales desarrolladas
• el compromiso laboral
• los proveedores de cuidado infantil

Acknowledgements

This research was supported by a grant from the Hogg Foundation for Mental Health.

Notes on contributors

Dnika J. Travis, PhD, is a Senior Director and Center Leader of the Catalyst Research Center for Corporate Practice. She is also a Research Fellow with the University of Texas at Austin Center for Social Work Research. Her research focuses on organizational change, leadership and communication effectiveness, and workforce diversity and inclusion.

Ahyoung Lee, MSW, is a doctoral student at the University of Texas at Austin (UT-Austin). Her research interests are in worker engagement, job satisfaction, retention, leadership in human service organizations.

Monica Faulkner, PhD, LMSW, is a Research Associate with the UT-Austin Center for Social Work Research. She is also the Associate Director of the Child and Family Research Institute (CFRI) where she is collaborating with experienced child welfare professionals and leaders to address key issues.

Paula Gerstenblatt, PhD, is an Assistant Professor at the University of Southern Maine School of Social Work. She has worked for over 25 years with a focus on macro community practice throughout the United States and West Africa in the non-profit and government sector.

Jessica Boston, MSSW, is a Legislative Aide for Health and Human Services for State Representative Elliott Naishtat. She received her BA in English from Texas A&M University, and received her master's in social work at the University of Texas at Austin. During her master's, she interned for Representative Naishtat, and came on full-time to take over the legislative agenda for health and human services and work as a policy analyst.