Browsing by Author "Sliter, Michael T."

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    Job burnout in mental health providers: A meta-analysis of 35 years of intervention research.
    (APA, 2018) Dreison, Kimberly C.; Luther, Lauren; Bonfils, Kelsey A.; Sliter, Michael T.; McGrew, John H.; Salyers, Michelle P.; Psychology, School of Science
    Burnout is prevalent among mental health providers and is associated with significant employee, consumer, and organizational costs. Over the past 35 years, numerous intervention studies have been conducted but have yet to be reviewed and synthesized using a quantitative approach. To fill this gap, we performed a meta-analysis on the effectiveness of burnout interventions for mental health workers. We completed a systematic literature search of burnout intervention studies that spanned more than 3 decades (1980 to 2015). Each eligible study was independently coded by 2 researchers, and data were analyzed using a random-effects model with effect sizes based on the Hedges’ g statistic. We computed an overall intervention effect size and performed moderator analyses. Twenty-seven unique samples were included in the meta-analysis, representing 1,894 mental health workers. Interventions had a small but positive effect on provider burnout (Hedges’ g = .13, p = .006). Moderator analyses suggested that person-directed interventions were more effective than organization-directed interventions at reducing emotional exhaustion (Qbetween = 6.70, p = .010) and that job training/education was the most effective organizational intervention subtype (Qbetween = 12.50, p < .001). Lower baseline burnout levels were associated with smaller intervention effects and accounted for a significant proportion of effect size variability. The field has made limited progress in ameliorating mental health provider burnout. Based on our findings, we suggest that researchers implement a wider breadth of interventions that are tailored to address unique organizational and staff needs and that incorporate longer follow-up periods.
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    Memento Mori: The development and validation of the Death Reflection Scale
    (Wiley, 2019-05) Yuan, Zhenyu; Baranik, Lisa E.; Sinclair, Robert R.; Sliter, Michael T.; Rand, Kevin L.; Salyers, Michelle P.; Psychology, School of Science
    Despite its potential for advancing organizational behavior (OB) research, the topic of death awareness has been vastly understudied. Moreover, research on death awareness has predominantly focused on the anxiety‐provoking aspect of death‐related cognitions, thus overlooking the positive aspect of death awareness, death reflection. This gap is exacerbated by the lack of a valid research instrument to measure death reflection. To address this issue, we offer a systematic conceptualization of death reflection, develop the Death Reflection Scale, and assess its psychometric properties across four studies. Further, using a sample of 268 firefighters, we examine whether death reflection buffers the detrimental impact of mortality cues at work on employee well‐being and safety performance. Results provide strong support for the psychometric properties of the Death Reflection Scale. Further, moderation analysis indicates death reflection weakens the negative effect of mortality cues on firefighters' safety performance. Overall, these findings suggest the newly developed Death Reflection Scale will prove useful in future research on death‐related cognitions.
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    A mixed methods study examining the factors associated with retention in Direct Support Professionals
    (2017) Krakovich, Teri; McGrew, John H.; Salyers, Michelle P.; Ruble, Lisa A.; Cyders, Melissa A.; Sliter, Michael T.
    The current study investigated the organizational and individual factors that promote retention for Direct Support Professionals (DSPs) who work with individuals with Intellectual and Developmental Disabilities (ID/DD) in residential or community-based settings across a Midwestern state. Twenty-seven DSPs completed qualitative and quantitative measures by responding to open-ended interview questions and supplying background information and ratings indicating their desires to stay or leave their current organizations and reasons for doing so. Content analysis was used to interpret the qualitative data and descriptive statistics, t-tests and Chi-square analyses were used to examine the quantitative data. Factors were conceptualized under three categories: (1) Intrinsic Factors, (2) Extrinsic Factors, and 3) Individual Factors. This organizational framework for DSPs is similar to retention models for other direct care workers (e.g., Ellenbecker, 2004; Li, 2007; Warburton et al., 2014). Some factors DSPs endorsed were similar to direct care workers generally, e.g., personality traits such as being loving or empathetic towards clients, having strong communication with coworkers and supervisors, and valuing the flexibility and benefits they receive on the job, whereas other factors appeared to be relatively unique to staff working with adults with ID/DD, e.g., seeing progress and change in their clients and feeling love and appreciation from clients. When the reasons DSPs stay (e.g., relationships with clients, flexibility in their schedules) and leave their jobs (e.g., financial constraints, viewing the job as temporary) were compared, they appeared to differ, but more research is warranted. Further research is also needed to examine whether the factors promoting retention for DSPs may differ based on age and on the settings in which DSPs work. Suggestions for ways to improve recruitment, retention, and training efforts for DSPs are highlighted, and the implications of the current findings are discussed.