Does Intimate Partner Violence Responder Collaboration Predict Job Satisfaction of Child Welfare Workers?: A Hierarchical Regression Approach

Background

Intimate Partner Violence (IPV) is prevalent in about a third of system-involved families served by child welfare workers (CWW), who face high emotional and organizational demands that contribute to burnout and diminished job satisfaction. Prior literature identifies self‑efficacy as a key individual resource and burnout as a proximal strain outcome, while collaboration with IPV responders has potential to address complexities and mitigate burden related to case management.

Methodology

A statewide workforce survey was administered to a convenience sample of child welfare workers (N=141). The survey collected information on demographics, job‑related perceptions, client interactions, perceptions of professional development opportunities, and availability of community resources. Perceptions of collaboration in IPV response were assessed using a validated abbreviated version of the Intimate Partner Violence Responder Collaboration Scale (IPVRCS; 22-items), which measures non‑territorialism, leadership, and camaraderie.

We hypothesized the predictive effect of self-efficacy on job satisfaction [Model 1]. Controlling for self-efficacy, burnout will be negatively associated with job satisfaction and will moderate the relationship between self-efficacy and job satisfaction [Model 2]. We explored the additional variance explained by IPV responder collaboration within job satisfaction [Model 3], before analyzing the covariance of emerging significant predictors.

Results

In Model 1, self-efficacy significantly predicted job satisfaction, R² = .116, F(1, 120) = 15.69, p<.001. Higher self-efficacy was associated with positive job satisfaction (β = .34, p = <.001). In Model 2, burnout was added to the model, resulting in a significant increase in explained variance, ΔR² = .184, ΔF(1, 119)= 31.16, p <.001. However, the effect of self-efficacy was no longer statistically significant (β = .16, p = .051), indicating a suppression effect of burnout (β = -.46, p = <.001).

In Model 3, IPVRCS was entered and explained additional variance in job satisfaction beyond the prior models, ΔR² = .059, ΔF(1, 118) = 10.77, p = .001, and a significant model, R² = .36, F(3, 118) = 21.91, p <.001. Controlling for other variables, IPVRCS remained significant (β = .26, p = .001), while the effect of self-efficacy was further attenuated on job satisfaction (β = .12, p = .16).

Finally, an analysis of covariance (ANCOVA) revealed a statistically significant model, F(2, 120) = 33.51, p <.001, R² =.36. Both covariates were significantly associated with job satisfaction: burnout, F(1, 120) = 31.32, p <.001, ηp² = .207, and IPVRCS, F(1, 120) = 13.57, p <.001, ηp² = .102. Interactions were not significant, and the lack‑of‑fit test, F(114, 6) = 1.44, p = .35, indicated that the model provided an adequate fit to the data.

Discussion and Implications

The present findings identify IPV responder collaboration as a unique predictor of job satisfaction. Convergence of results between hierarchical regression and ANCOVA strengthens the confidence in IPVRCS as a distinct construct. Practically, the findings highlight IPV responder collaboration as a potentially actionable leverage point for improving job satisfaction among child welfare workers. Unlike self‑efficacy or burnout, IPVRCS emphasizes socio‑ecological adjustments to the conditions surrounding child welfare workers, highlighting intra- and inter-organizational supports that promote sustainability.