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“Out of Touch” vs. “Still Practicing”: How Child Life Specialists Perceive Supervisors’ Roles in Mitigating Workplace Stress and Burnout

Authors:
Amanda Ginter at Towson University
Amanda Ginter
Britt Cahlander
Britt Cahlander
Britt Cahlander
  • This person is not on ResearchGate, or hasn't claimed this research yet.
Katie Dumas
Katie Dumas
Katie Dumas
  • This person is not on ResearchGate, or hasn't claimed this research yet.
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Abstract

Objective Certified Child Life Specialists (CCLSs) have previously reported experiencing workplace stress and burnout. To date, no studies have focused on CCLSs’ perspectives on their relationships with their supervisors. Method Qualitative interviews were conducted with 19 currently and formerly practicing CCLSs about their relationships with their supervisors, how they communicate with their supervisors about workplace stress, and the roles they perceive their supervisions fulfilling with respect to workplace stress and burnout mitigation. Results Data analysis yielded four themes: 1) lack of support from supervisors, including establishing boundaries, 2) generational differences between supervisees and supervisors, 3) supervisors are also struggling, and 4) need for acknowledgment and advocacy from supervisors. Conclusion Participants described interpersonal and systemic frustrations, acknowledging that supervisors are also struggling. More research is needed on the perspectives of supervisors.
Available via license: CC BY 4.0
Content may be subject to copyright.
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“Out of Touch” vs. “Still Practicing”: How Child Life Specialists
Perceive Supervisors’ Roles in Mitigating Workplace Stress and
Burnout
Amanda Ginter1, Britt Cahlander1, Katie Dumas1
1 Family Science, Towson University
Keywords: burnout, supervisors, self-care
https://doi.org/10.55591/001c.126504
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Ginter, A., Cahlander, B., & Dumas, K. (2024). “Out of Touch” vs. “Still Practicing”: How
Child Life Specialists Perceive Supervisors’ Roles in Mitigating Workplace Stress and
Burnout. The Journal of Child Life: Psychosocial Theory and Practice.
https://doi.org/10.55591/001c.126504
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Limitations
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The
Journal
of
Child
Life:
Psychosocial
Theory
and
Practice 5
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Future Practice Implications
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ResearchGate has not been able to resolve any citations for this publication.
The impact of nurse managers’ boundary spacing leadership on the relationship between nurses’ work embeddedness and innovative work behaviors
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  • Oct 2024
  • BMC Nurs
Aim This study was designed to examine the nurse managers’ boundary-spacing leadership’s impact on the relationship between nurses’ work embeddedness and innovative work behaviors. Background In today's evolving healthcare environment, innovation is essential for enhancing patient care, optimizing resources, and supporting healthcare professionals. Nurses are pivotal in driving bedside innovation, but cultivating a culture of innovation within nursing teams involves more than just promoting creative ideas. Methods This is a descriptive correlational study that was conducted at one governmental hospital in Tanta, Egypt. Using Nurse Managers Boundary-Spacing Scale for assessing boundary-spacing leadership, The Global Job Embeddedness Scale for measuring work embeddedness, and Innovative Work Behavior Scale for assessing innovative work behavior, 250 nurses were surveyed. Data analysis was run using descriptive and inferential analysis. Correlation and regression analysis were used to examine the study hypotheses. Results There is a statistically significant positive relationship between boundary-spacing leadership and work embeddedness (r = 0.615, p < 0.001). Boundary-spacing leadership accounted for 56% of the variance in work embeddedness and 36% of the variance in nurses' innovative work performance. These results highlight the pivotal role of boundary-spacing leadership in both enhancing nurses' work embeddedness and boosting their innovative behaviors. The substantial variance explained by boundary-spacing leadership underscores its critical influence on fostering a supportive and innovative work environment within the nursing field. Conclusion Boundary spacing leadership style involves connecting internal and external resources, fostering information exchange, and advocating for the nursing team. While work embeddedness positively correlated with innovative work performance, its impact was less significant than boundary-spacing leadership. This suggests that feeling attached to the organization fosters innovation, but leadership style has a stronger influence. Furthermore, the study found a positive and significant correlation between innovative work performance and both work embeddedness and nurse managers' boundary spacing leadership. Practical Implications The findings emphasize that boundary-spacing leadership is crucial for enhancing both nurses' work embeddedness and innovative behaviors. Healthcare organizations should focus on developing these leadership skills to create a supportive work environment, foster innovation, and improve staff retention
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Workplace Stress and Burnout in Child Life: Perspectives From Newer Professionals
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  • Mar 2024
Objective: Certified Child Life Specialists (CCLS) have previously reported experiencing workplace stress and burnout. To date, no studies have focused on early career CCLS’ perspectives on managing professional burnout. Method: Interviews were conducted with 19 currently and formerly practicing CCLS about their experiences entering the field of child life, navigating global and systematic stressors, and their plans for the future. Results: Data analysis yielded five themes: unexpected burnout presentation, the burnout triad, child life culture is immersed in burnout, self-care is effortful, and weighing the decision to stay in child life. Conclusion: These results have implications for hospital administrators, child life supervisors, and CCLS themselves. Disclosure Statement: No potential conflict of interest was reported by the author(s). Funding Statement: No funding sources were provided by the author(s).
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There Is No “One Right Way”: Perfectionism, Imposterism, and Well-being in Child Life Training and Practice
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Objective: Child life specialists must integrate myriad skills into their work, tailor appropriate interventions with diverse clients of all ages, and be adaptable in their support and advocacy in stressful or traumatic situations. The pressure to meet high standards in their work may contribute to increased risk of burnout and impaired well-being. Method: This mixed-methods study examined characteristics of perfectionism and imposterism among 151 child life specialists and students and the relationships between those characteristics and various aspects of well-being. Results: Results indicated that characteristics of both perfectionism and imposterism were common among child life professionals, that the traits were associated with lower well-being, and in turn, higher risk of burnout. Conclusion: Qualitative data revealed that perfectionism and imposterism can negatively affect child life training, professional practice, and well-being, and may be a barrier in promoting diversity within the field. Disclosure Statement: No potential conflict of interest was reported by the author(s). Funding Statement: No funding sources were provided by the author(s).
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Stress, Success, and Burnout: The Relationship Between Impostor Phenomenon and Burnout in Certified Child Life Specialists
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Objective: Certified Child Life Specialists (CCLS) are pediatric healthcare professionals who help prevent and reduce psychological trauma resulting from a medical experience. They aid children and families in coping with the effects of hospitalization, illness, stress, and trauma, primarily in healthcare settings. Because their clinical work includes frequent exposure to trauma and emotional investment with patients, child life specialists are at high risk for developing Impostor Phenomenon (IP), burnout, or a combination of both. The aim of the present study is to better understand how child life specialists experience these phenomena and what factors put them at risk for experiencing IP, burnout, or a combination of these two factors. Method & Results: After surveying a sample of child life specialists (N = 270), IP and burnout experiences were found to be related. Additionally, IP and the impact of COVID-19 on CCLS predicted levels of burnout. Conclusion: By understanding the relationship between IP and burnout, we can work to promote better professional quality of life for CCLS, especially in light of the COVID-19 pandemic. Disclosure Statement: No potential conflict of interest was reported by the author(s). Funding Statement: No funding sources were provided by the author(s).
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“We’re Going Through Tough Times Right Now”: How Students of Color Navigate the Field of Child Life
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  • Apr 2023
Objective: The child life profession is predominantly White. To date, there is no research on the experiences of child life students of color navigating child life academic programs and internships. The purpose of this exploratory study was to analyze the experiences of child life students of color. Method: Twelve child life students of color took part in in-depth interviews with the authors. Results: Qualitative thematic analysis produced five themes: barriers to progress, protective factors, fitting one’s marginalized identity into child life, connecting with patients and families, and the social landscape of child life. Conclusion: Research and professional implications are addressed. Disclosure Statement: No potential conflict of interest was reported by the author(s). Funding Statement: No funding sources were provided by the author(s).
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Increasing employee advocacy through supervisor motivating language: The mediating role of psychological conditions
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  • PUBLIC RELAT REV
To fill the research gap and expand the body of knowledge on leadership communication and internal communication, the current study investigates the effect of leader motivating language on psychological safety, job meaningfulness, and psychological availability, and employee advocacy in the United States and India. Through a web survey of 441 participants from the U.S and 354 participants from India, the study confirmed that leader motivating language is positively related with psychological safety, job meaningfulness, psychological availability, and employee advocacy in the United States and India. The study also looked at the relationship that psychological safety, work meaningfulness, and psychological availability have with employee advocacy, a concept that has been described as an indicator of public relations effectiveness and the ultimate test of a relationship between an organization and its employees.
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Workplace Discrimination and Microaggressions in the Child Life Profession
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Objective: The child life profession in the United States primarily comprises White females. Little is known about the experiences of child life specialists with marginalized identities. This exploratory qualitative study examines the experiences of child life students and specialists with marginalized racial, ethnic, sexual orientation, age, and disability identities. Method: Eighteen participants with self-identified marginalized identities took part in a study on navigating the field of child life. Results: The authors used thematic analysis to find themes and subthemes in the data. In this manuscript, themes surrounding microaggressions, the perception of being othered, tokenism, and discrimination experienced in the workplace are described. Conclusion: These findings have implications for research and practice. Disclosure Statement: No potential conflict of interest was reported by the author(s). Funding Statement: No funding sources were provided by the author(s).
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  • Jun 2024
  • Online J Issues Nurs
This study aimed to determine the impact of nurse generation on (a) turnover risk factors (low meaning/joy in work, low resilience, high occupational fatigue, high burnout) and (b) turnover intentions before and during the COVID-19 pandemic. Survey methods were used to compare two samples of hospital nurses who completed online surveys in 2017 or 2021. The results were compared on burnout and turnover risk by generation. Results indicate that in 2017, high acute fatigue and low inter-shift recovery differed by nurse generation, with Baby Boomers (Boomers) being the least affected. Additionally, Boomers were the least likely to report a likelihood of leaving the hospital within 6-12 months. However, in 2021, Millennial nurses experienced significantly higher levels of low meaning and joy in work, low resilience, high acute fatigue, low inter-shift recovery, and high burnout than Generation X (GenX) and Boomers. Millennials were the most likely generation to report turnover intention. This leads to the conclusion that the pandemic may have worsened the work experience of millennial nurses and increased their risk of leaving hospital jobs and the profession.
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Associations of pediatric nurse burnout with involvement in quality improvement
Article
  • Nov 2022
  • J Pediatr Nurs
Purpose Burnout among nurses negatively impacts patient care experiences and safety. Inpatient pediatric nurses are high-risk for burnout due to high patient volumes, inadequate staffing, and needing to balance the demands of patients, families and team members. We examined the associations of inpatient pediatric nurse burnout with their perspectives on the importance of quality at the hospital, patient experience measurement, quality improvement (QI), unit culture, and staffing. Methods We conducted a cross-sectional study at an urban children's hospital. We surveyed pediatric nurses about their perspectives including the single-item Maslach Burnout Inventory. We fit separate regression models, controlling for role, location and unit, predicting outcome measures from the dichotomized burnout scale. Results Twenty-seven percent of pediatric nurses reported burnout. Nurses who had more confidence in patient experience measurement, received frequent patient experience performance reports, felt included in QI, and experienced QI efforts as integrated into patient care reported not being burned out (compared to those reporting burnout; all p-values<0.05). More open communication among nurses (e.g., about possible problems with care) and unit-level teamwork were also associated with not being burned out, whereas a larger QI workload was associated with burnout (p-values<0.05). Conclusions Open communication among nurses and nurses being more involved and valued in QI efforts were related to not being burned out. Research is needed to further examine aspects of QI involvement that reduce burnout. Practice implications Supporting open communication among pediatric nurses, engaging them in QI and integrating QI into patient care while minimizing QI workload may decrease burnout.
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