The Professional Quality of Life of Counselors in the U.S. Gulf State of Mississippi Following Multiple Traumatic Events

This dissertation was an exploratory research study using a cross-sectional survey design to examine the impact of ecological, environmental, psychological, and financial hardship on counselors of the U.S. Gulf Region. Since 2005, the U.S. Gulf Region, unlike any other region of the United States, has faced multiple disasters including Hurricanes Katrina, Rita, Ike and Gustav (Walsh, 2010), the Great Recession (Conant, 2010), and the largest ecological disaster in the history of the United States, the BP Oil Spill (Gray, 2010). The purpose of this study was to explore the attitudes and characteristics of counselors in one U.S. Gulf State, specifically Mississippi, to obtain valuable information about compassion fatigue and compassion satisfaction of counselors as measured by the Professional Quality of Life (ProQOL) (Stamm, 2009). The researcher used a demographic survey and the ProQOL (Stamm) for analyses. The researcher collected the ProQOL (Stamm) sub-scale scores of 282 Mississippi counselors who attended the 60th Annual Mississippi Counseling Conference. The counselors recorded high compassion satisfaction scores, low burnout scores and low secondary traumatic stress scores. Additionally, the researcher used one-way MANOVAs to examine the main effects of counselor characteristics such as educational level, gender, geographic location, self-care methods, and years of experience on the ProQOL (Stamm) sub-scale means of compassion satisfaction, burnout, and secondary traumatic stress. The researcher found two statistically significant differences in gender and years of experience. Male participants’ burnout and secondary traumatic stress scores were significantly less than female participants’ burnout and secondary traumatic stress scores. Participants with 1-10 years of experience recorded statistically significant higher burnout scores and lower compassion satisfaction scores than participants with less than one year of experience, 10-20 years of experience, and more than 20 years of experience. In contrast to assumptions related to the ecological, environmental, psychological, and financial hardship present in this region, high levels of satisfaction was found in counselors who serve this region. The researcher found that despite the impact of these multiple traumatic events these counselors were satisfied with their work

Expanding the notion of dialogic trading zones for impactful research: the case of women on boards research

Debates about research impact highlight the importance of involving practitioners in research processes but are unclear as to how precisely to foster this dialogue. This paper considers how dialogic encounter can be encouraged through ‘trading zones’ where academics and practitioners collaborate. We draw on our experience of conducting research on women on boards for over 15 years to examine (a) how we established and evolved our role within trading zones in this field, achieving impact on policy and business practice, and (b) how we interfaced between trading zones and the academic field, thereby enabling cross-fertilization of ideas between academics and practitioners. We contribute to literature on research impact by empirically examining and critically evaluating the key characteristics of trading zones. First, trading zones are theorized to be action-oriented. Our analysis reveals how multiple stakeholders collectively redefine the action goals, illustrating the need to expand our understanding of relevant ‘practitioners’ beyond managers. Second, we find that durability of trading zones is crucial because it enables gestation of ideas and reframing problems. Third, we problematize the notion of psychological safety in trading zones, arguing that dialogic capability and the pursuit of impact require acceptance of trade-offs and political manoeuvrings

The coverage and frequency of mass drug administration required to eliminate persistent transmission of soil-transmitted helminths

A combination of methods, including mathematical model construction, demographic plus epidemiological data analysis and parameter estimation, are used to examine whether mass drug administration (MDA) alone can eliminate the transmission of soil-transmitted helminths (STHs). Numerical analyses suggest that in all but low transmission settings (as defined by the magnitude of the basic reproductive number, R0), the treatment of pre-school-aged children (pre-SAC) and school-aged children (SAC) is unlikely to drive transmission to a level where the parasites cannot persist. High levels of coverage (defined as the fraction of an age group effectively treated) are required in pre-SAC, SAC and adults, if MDA is to drive the parasite below the breakpoint under which transmission is eliminated. Long-term solutions to controlling helminth infections lie in concomitantly improving the quality of the water supply, sanitation and hygiene (WASH). MDA, however, is a very cost-effective tool in long-term control given that most drugs are donated free by the pharmaceutical industry for poor regions of the world. WASH interventions, by lowering the basic reproductive number, can facilitate the ability of MDA to interrupt transmission

Systematic review of studies which examine the flexible working practices of managers and professionals.

This systematic review examines studies of flexible working practices when used by managers and professionals. The various definitions of the term “flexible working” which appear in the literature are discussed and the need for a case relevant definition in any study is put forward. Particular attention is given to spatial and temporal flexibility. The benefits and disadvantages of flexible working practices to both organizations and individuals are discussed, revealing the contradictory nature of this subject. Conflicting evidence is revealed about the effect of working in a non-traditional way on career advancement or potential, and the language used is seen as an important factor in understanding this. Theories are used to increase understanding of a field where research is very practitioner driven with little theoretical underpinning. Institutional pressures may be key factors in this organizational response to individual role conflict. Similarly, resource dependence theory, agency theory and the transaction cost perspective are considered as possible explanations for the introduction of flexible working practices as part of work/life balance policies. The importance of aligning such policies with organizational goals can be a crucial factor in their take-up and success. Theories of role conflict and identity are explored as these may inform us about the motivations of individuals in adopting such practices, linking to boundary theory which explains the segmentation or integration of work and nonwork domains. Most of the extant literature is written from the practitioner’s perspective and implications and recommendations are therefore put forward

Top Tips for Running a Virtual Advisory Board [English, Spanish, Portuguese, and Mandarin versions]

Spanish, Portuguese and Mandarin translations of this publication are available to download under Additional Files. In this tip sheet, the iSPARC Stakeholder Engagement Program offers advice on how to run an advisory council virtually. It also talks about some of the benefits of having your council meet virtually. Learn more about the iSPARC Stakeholder Engagement Program here

Why Engage Frontline Staff When Implementing a New Practice? Five Important Reasons [English, Chinese and Vietnamese versions]

Chinese and Vietnamese translations of this publication are available to download under Additional Files below. This tip sheet offers five critical reasons to integrate frontline providers throughout the process of implementing a new practice, program, or policy at your organization

An investigation into the experiences of managers who work flexibly

This thesis explores the experiences of managers who work flexibly. Flexible working policies are prevalent in all organizations in the UK because of the legislation giving specific groups of parents and carers the right to request flexible working. Many organizations extend the policies to all employees, yet the take-up is not as high as expected, particularly among staff at managerial levels. This thesis explores how managers construe and experience flexible working arrangements while successfully fulfilling their roles as managers of people. The exploratory study consisted of interviews with eight managers with unique flexible working patterns. Analysis of the interview transcripts identified concepts of consistency and adaptability. Consistency refers to meeting fixed needs from the work and non-work domains, and adaptability refers to the adjustment of schedules to meet the changing demands from those domains. The concepts of consistency and adaptability were further explored in the main study which is based on interviews with 24 women and 10 men who held managerial positions and had a flexible working arrangement which reduced their face time in the workplace. The research offers three main contributions to the literature. At a theoretical level, I propose a model which demonstrates how individuals use consistency and adaptability to meet the fixed and changing demands from the work and non-work domains. This model extends understanding of the complexity of the segmentation/integration continuum of boundary theory, explaining how and why managers use flexible working arrangements as a means of managing boundaries and achieving desired goals in both domains. Four distinct clusters emerged among the managerial participants in terms of the type and direction of adaptability, indicating the range of strategies used by managers to ensure the success of their flexible working arrangements. A detailed description of managers’ flexible working experiences is provided, adding to what is known about the role of manager through the exploration of the enactment of that role when working flexibly.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Stakeholder Engagement through Participatory Action Research at iSPARC

The Implementation Science & Practice-based Advances Research Center (iSPARC) is a new DMH-funded collaborative effort between the former Systems and Psychosocial Advances Research Center, Quantitative Health Sciences and Boston University\u27s Center for Psychiatric Rehabilitation. With 52 core and affiliate investigators, iSPARC features five interacting programs: Stakeholder Engagement, Public Mental Health and Implementation Research, Technical Assistance and Consultation, Workforce Development, and External Funding. The mission of the Stakeholder Engagement Program is to lead the mental health research community and beyond in working in partnership with individuals with lived mental health experience, their families, and the agencies that serve them. This program intersects with several of iSPARC\u27s activities. It includes three active advisory groups with more than 20 members representing youth, individuals with lived mental health experience, and family members. These advisory groups adopt a participatory action research (PAR) approach and seek to engage community stakeholders at every stage of research, from development through enrollment and dissemination. Starting in 2018, the Stakeholder Program will seek to increase engagement and diversity through several additional initiatives. A new community provider advisory group is currently being developed and the Program is working to assess and assure diversity across all advisory groups. The Program will use a structured assessment tool and continuous quality improvement approach to measure and facilitate participatory action research across all iSPARC\u27s projects. The Program will develop and disseminate products to assist other organizations in initiating and maintaining stakeholder engagement. The proposed poster will summarize these activities and include examples of products created

An investigation into the experiences of managers who work flexibly

This thesis explores the experiences of managers who work flexibly. Flexible working policies are prevalent in all organizations in the UK because of the legislation giving specific groups of parents and carers the right to request flexible working. Many organizations extend the policies to all employees, yet the take-up is not as high as expected, particularly among staff at managerial levels. This thesis explores how managers construe and experience flexible working arrangements while successfully fulfilling their roles as managers of people. The exploratory study consisted of interviews with eight managers with unique flexible working patterns. Analysis of the interview transcripts identified concepts of consistency and adaptability. Consistency refers to meeting fixed needs from the work and non-work domains, and adaptability refers to the adjustment of schedules to meet the changing demands from those domains. The concepts of consistency and adaptability were further explored in the main study which is based on interviews with 24 women and 10 men who held managerial positions and had a flexible working arrangement which reduced their face time in the workplace. The research offers three main contributions to the literature. At a theoretical level, I propose a model which demonstrates how individuals use consistency and adaptability to meet the fixed and changing demands from the work and non-work domains. This model extends understanding of the complexity of the segmentation/integration continuum of boundary theory, explaining how and why managers use flexible working arrangements as a means of managing boundaries and achieving desired goals in both domains. Four distinct clusters emerged among the managerial participants in terms of the type and direction of adaptability, indicating the range of strategies used by managers to ensure the success of their flexible working arrangements. A detailed description of managers’ flexible working experiences is provided, adding to what is known about the role of manager through the exploration of the enactment of that role when working flexibly.EThOS - Electronic Theses Online ServiceGBUnited Kingdo