BAR-ILAN UNIVERSITY

Job Satisfaction and Well-Being and their Association with Personal,

Organizational and Community Resources among Charedi and Secular

Female Social Workers

Rachel Goodstein

Submitted in partial fulfillment of the requirements for the Master’s

Degree in the Louis and Gabi Weisfeld School of Social Work, Bar-Ilan University

Ramat Gan, Israel 2012

i

This work was carried out under the supervision Professor Nehami Baum and Dr. Chaya

Schwartz (The Louis and Gabi Weisfeld School of Social Work), Bar-Ilan University.

ii

Acknowledgements

I would like to thank Hashem for giving me the following blessings that enabled me

to complete this study.

My mentors Dr. Chaya Shwartz and Nehami Baum opened the door of research to me

and encouraged me to step through it. They are kind, smart, diplomatic, humble and patient.

Thank you for giving of yourselves and teaching me how to truly appreciate criticism.

Mr. Dov Har-Even explained every question I had about the results, many times

twice. I am grateful to him that I am now able to critically read the latest research and share

it with others.

The scholarship committee of Bar Ilan University which gave me generous grants

which helped offset some of my expenses.

Rabbanit Adina Bar-Shalom with the help of Bar Ilan University for actualizing her

vision and dream in the establishment of the Michlala Charedit where I was privileged to be

from the first graduating class of social workers.

The city of Modiin Ilit and especially my boss Miki Miller and supervisor Esti

Huminor for enabling me to continue my studies and helping me to grow professionally.

My wonderful husband, Dovid, who after a long day of work was available to type,

layout, field phone calls, encourage me and financially support this undertaking.

Our fabulous children, Mordechai and Leah, Talya and Daniel, Moshe, Binyomin,

Shlomo, Chaya, Sara Kayla and Yehuda who shopped, cooked, cleaned, made jokes and

even showed interest in what I was doing.

My good friend Yael Edelstein who encouraged me, listened to theories, believed in

me and kept me nourished.

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Table of Contents

Abstract................................................................................................................................. vii

1. Introduction..................................................................................................................... 1

1.1 Job Satisfaction......................................................................................................... 3

1.2 Well-being ................................................................................................................ 5

1.3 Theoretical Model..................................................................................................... 6

1.4 Professional self-esteem ........................................................................................... 7

1.5 Support...................................................................................................................... 9

1.6 Colleague Support..................................................................................................... 9

1.7 Supervisory Support ............................................................................................... 10

1.8 Perceived environmental and family support of the profession ............................. 11

1.9 Study Questions and Model.................................................................................... 13

1.10 Study Hypotheses ................................................................................................... 14

2. Methods.......................................................................................................................... 15

2.1 Participants.............................................................................................................. 15

2.2 Measures ................................................................................................................. 16

2.3 Procedure ................................................................................................................ 20

3. Results ............................................................................................................................ 21

3.1 Part 1: Differences between Charedi and secular social workers........................... 21

3.2 Part 2: Associations between the independent and dependent variables ................ 25

3.3 Part 3: Hierarchical regression analyses of job satisfaction and well-being........... 30

4. Discussion ...................................................................................................................... 43

4.1 Part 1: Differences between Charedi and secular social workers.......................... 43

4.2 Part 2: Associations between the dependent and independent variables ............... 45

4.2.1 Perceived environmental and family support of the profession and

well-being .................................................................................................. 45

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4.2.2 Perceived environmental support of the profession and intrinsic job

satisfaction................................................................................................. 45

4.2.3 Supervisory support and intrinsic and extrinsic job satisfaction, and

well-being .................................................................................................. 46

4.2.4 Professional self-esteem and intrinsic and extrinsic job satisfaction,

and well-being ........................................................................................... 46

4.2.5 Colleague support and job satisfaction and well-being............................. 47

4.2.6 Perceived Environmental and family support of the profession and

intrinsic job satisfaction and well-being among Charedi and secular

social workers ............................................................................................ 48

4.2.7 Personal and professional characteristics, intrinsic and extrinsic job

satisfaction, and well-being ....................................................................... 49

4.3 Part 3: Interactions and factors that explain intrinsic and extrinsic job

satisfaction, and well-being................................................................................... 50

4.4 Limitations.............................................................................................................. 54

4.5 Recommendations for social work practice............................................................ 55

Bibliography ......................................................................................................................... 56

Appendix 1 Demographics Questionnaire - Charedi .................................................. 64

Appendix 2 Demographics Questionnaire - Secular ................................................... 66

Appendix 3 Supervisory Support Questionnaire......................................................... 68

Appendix 4 Extrinsic Job Satisfaction Questionnaire................................................. 69

Appendix 5 Professional Self-Esteem Questionnaire .................................................. 70

Appendix 6 Intrinsic Job Satisfaction Questionnaire ................................................. 71

Appendix 7 Well-Being Questionnaire ......................................................................... 72

Appendix 8 Family and Environmental Perception Questionnaire........................... 73

Appendix 9 Colleague Support Questionnaire ............................................................ 74

א....................................................................... .....................................................תקציר בעברית

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Table of Figures

Figure 1: Ecological System for Job Satisfaction and Well-being....................................... 7

Figure 2: Study Model........................................................................................................ 13

Figure 3: Interaction of Age x Supervision in Explaining the Variance of Intrinsic

Job Satisfaction ................................................................................................... 33

Figure 4: Interaction of Perceived Family Support of the Profession x Professional

Self-esteem.......................................................................................................... 34

Figure 5: Structural Equation Model for the Explained Variance of Professional

Self-esteem and Well-being ................................................................................ 38

Figure 6: Structural Equation Model for Charedi Social Workers..................................... 39

Figure 7: Structural Equation Model for Secular Social Workers...................................... 40

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Table of Tables

Table 1: Differences between Groups in Age and Number of Children ............................. 15

Table 2: Distribution of Marital Status by Group................................................................ 15

Table 3: Mean and Standard Deviations of Independent Variables among Charedi

and Secular Social Workers… .............................................................................. 22

Table 4: Distribution of Professional Characteristics by Group.......................................... 23

Table 5: Work Experience and Weekly Work Hours by Group (Mean and SD)................ 24

Table 6: Dependent Variables by Group ............................................................................. 25

Table 7: Pearson Correlations between the Independent Variables of Job

Satisfaction and Well-being, N = 186… ............................................................... 26

Table 8: Differences between Groups in Correlations of Perceived Environmental

and Family Support of the Profession with the Dependent Variables .................. 27

Table 9: Pearson Correlations between Personal and Professional Characteristics

and the Dependent Variables................................................................................. 28

Table 10: Hierarchical Regression Analysis of Intrinsic Job Satisfaction (beta

coefficients ............................................................................................................ 31

Table 11: Hierarchical Regression Analysis of Extrinsic Job Satisfaction (beta

coefficients) ........................................................................................................... 35

Table 12: Hierarchical Regression Analysis of Well-being (beta coefficients) .................... 36

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Abstract

It is not within the norms of Charedi society for women to study any profession that

requires a university degree, making Charedi social workers pioneers within their culture and

a new population that has entered the profession. The goal of this study was to examine

factors that contribute to the job satisfaction and well-being of Charedi and secular female

social workers, and to examine whether there are differences between these. Based on

Bronfenbrenner’s Ecological Systems theory (Bronfenbrenner, 1977), this study examined

the associations and influences of the social workers’ personal resource (professional self-

esteem), organizational resources (colleague and supervisory support) and community

resources (perceived family and environmental support of the profession) to job satisfaction

and well-being.

Method: 188 female social workers, with at least one year of professional, field

experience, participated in the study: 102 Charedi and 86 secular. The participants filled out

a questionnaire that included the following 8 subscales: demographic; supervisory

support -professional self ; )1989, אבירם וקטן( extrinsic job satisfaction ; ) 1989, אבירם וקטן(

esteem ( Carmel, 1997); intrinsic job satisfaction (Brayfield & Rothe, 1951); well being

(Tennant et al, 2007); perceived family and environmental support of the profession (Baum

et al, in press); colleague support . )1989, אבירם וקטן(

Results: Both groups of social workers reported high levels of job satisfaction and

well-being. Significant correlations were found across the entire sample between:

1) professional self-esteem, supervisory support and the measures of job satisfaction

(intrinsic, extrinsic) and well-being; and 2) perceived environmental support of the

profession and intrinsic job satisfaction and well-being; 3) perceived family support of the

profession and well-being.

viii

Professional self-esteem contributed significantly to the well-being of both groups.

Among Charedi social workers, intrinsic job satisfaction and perceived environmental

support of the profession contributed to professional self-esteem. Among secular social

workers, perceived family and environmental support of the profession, and supervisory

support, contributed to professional self-esteem. The correlations were much stronger among

the secular social workers than among the Charedi social workers.

This study, a first of its kind among Charedi social workers, emphasizes the

significance of perceived positive family and environmental support of the profession, and

adds to the existing body of knowledge on the significance of supervision. The findings of

this study can be used to promote further research and the establishment of programs that

identify the unique characteristics, and are sensitive to the needs, of both Charedi and secular

social workers.

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1. Introduction

Charedim or ultra-orthodox Jews are a minority population within Israeli society.

This population is identified by: (a) a lifestyle based on Judaism and stringent adherence

to Jewish law; (b) acceptance of certain Rabbis as the leaders of the generation; c)

geographic separation; d) identifiable dress (men wear black skullcaps, dark pants and

white dress shirts with tzizit; women wear modest dresses or skirts and shirts, and

stockings; and cover their hair if they are married); e) attempts to create an independent

financial income (Rabbis, teachers, businesses within the community, mohel, ritual

slaughterer); and (f) an independent school system ( 2007, י‘קלעג ). The Charedi movement

is not homogenous, but comprised of different groups, approaches and ideologies,

characterized mainly as a movement trying to protect itself from the surrounding spiritual

and societal threats. These threats are seen as endangering their lifestyle that is based on

stringent adherence to Jewish law ( 2007, י‘קלעג ). The Charedi community protects itself

by creating separate resources from those of secular society to provide the services that it

requires, without compromising Charedi values. One of the significant resources created

is the Charedi girls’ school system )2003 ,קפלן( . The standard educational system for

Charedi girls is the Bait Yaacov network of schools, which starts from pre-school and

extends through high school, with an additional two year teaching seminary track. Some

Bait Yaacov high schools offer matriculation, but without sufficient points for continued

academic study in the various universities. Most Bait Yaacov graduates get married

during or shortly after the two year seminary track and start families immediately. They

financially support their husbands who continue to learn full time in frameworks called

Kollels. In the year 2000, the Council for Higher Education certified the opening of a

special ultra-orthodox college to operate academic programs for the Charedi population.

The first program to be opened was a B.A program in Social work, under the auspices of

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Bar-Ilan University. This program allowed ultra-Orthodox women to study social work in

a setting that was compatible with the restrictions of the society to which they belong,

while maintaining high academic standards. A similar program, called Mivchar, opened in

Bnei-Brak under the auspices of the University of Haifa’s School of Social Work. After

10 years of existence, neither of the programs is an accepted alternative to attending a Bait

Yaacov seminary, nor are they accepted norms within the Charedi community. Young

Charedi women who are studying for an academic degree in preparation to working as

social workers are acting contrary to the norms of their society. In addition, an academic

degree can imply a desire to have a career. Work may no longer be about financially

supporting a husband who learns in kollel and a large family but may include self-

actualization, independence and career advancement. These attitudes are not cultural

norms for Charedi women but are for secular women ( 1979, פרישמן ).

Job satisfaction and well-being of workers are variables that have been studied by

organizational psychologists for years. Companies are interested in understanding what

contributes to a worker’s job satisfaction and well-being for a variety of reasons. One of

the reasons is prevention of worker turnover (Cranny, Smith, & Stone, 1992), which is

also an important reason for studying the job satisfaction and well-being of Charedi social

workers. The insular Charedi community is acknowledging that they have problems that

need professional help ( 2009, פרידנזון; 2009, לוי ולייקח-רגולנט, עטיה, מילר ), and it is

important that the small percentage of Charedi social workers, who are culturally sensitive

to the community’s values, remain in the profession and provide the necessary

professional help. It is important to understand the factors that contribute to their job

satisfaction and well-being, and whether these differ from those affecting secular social

workers, in light of differences that may exist in their attitudes towards work. This study

also represents the first time that a new minority professional population within Israel –

3

Charedi social workers - were asked about their job satisfaction and well-being. This

study examines the contribution of professional self-esteem, colleague support,

supervisory support, perceived family and environmental support of the profession to the

social workers’ job satisfaction and well-being.

1.1 Job Satisfaction

Job satisfaction has been examined in the social science literature for many years.

It is believed to affect worker productivity, absenteeism, and turnover. Job satisfaction is

also thought to possibly affect the well-being of the individual in terms of physical and

mental health, and general life satisfaction (Mottaz, 1985). Job satisfaction has been

defined as a pleasurable emotional state resulting from the appraisal of one’s job or job

experiences (Locke, 1976), assumed to result from an interplay of cognition and affect, or

thoughts and emotions.

Some theories about factors contributing to job satisfaction include aspects of the

job itself and the work environment (Herzberg, Mausner & Snyderman, 1959; Salanick &

Pfeffer, 1978; Smith, Kendall & Hulin, 1969), aspects of the individual’s personality

(Arvey, Bouchard, Segal & Abraham, 1989; Ilies & Judge, 2003; Staw & Ross, 1985) or a

combination of both situational influences and individual differences (Locke, 1976).

Social work is known for its heavy workload and difficult clients in difficult

settings (Bennett, Evans & Tattersall, 1993), as well as problems recruiting and retaining

staff, and low job satisfaction (Morris, 2005). Despite this, there is evidence of high job

satisfaction (Rose, 2003). Collins (2008) writes that research has focused on the negatives

in social workers’ lives, such as job dissatisfaction, absence from work and other physical

and behavioral symptoms of stress, while little attention has been given to expanding on

the positive aspects of work in the profession. For example, a large scale survey of two

thousand social workers indicated that job satisfaction was related to being valued, doing

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something valuable for the community and having good relationships with colleagues

(Winchester, 2003). Hertzberg (1987) believes that the job factors that produce job

satisfaction differ from those that produce job dissatisfaction. He proposes that the

opposite of job satisfaction is not dissatisfaction but rather no job satisfaction, and that the

opposite of dissatisfaction is not job satisfaction but rather no dissatisfaction. Hertzberg

refers to the factors leading to job satisfaction as motivator factors, and those leading to

no dissatisfaction as hygiene factors. Motivator factors are intrinsic to the job and include

achievement, recognition of achievement, the work itself, responsibility, and growth or

advancement. Hygiene factors are extrinsic to the job and include company policy and

administration, supervision, interpersonal relationships, working conditions, salary, status

and security. Hertzberg (1987) relates extrinsic factors to man’s basic biological drives

and intrinsic motivators to man’s ability to experience psychological growth. The current

study examined the contribution of colleague and supervisory support, professional self-

esteem, and perceived family and environmental support of the profession and their inter-

associations to intrinsic and extrinsic job satisfaction.

Judge and Locke (1993) hypothesize that job satisfaction will influence well-being

because of its importance to individual’s lives. The centrality of work to individuals

probably derives from the fact that most individuals spend the majority of their waking

hours at work. Having one’s identity and time bound to work suggests its importance in

judging happiness and well-being. Russell (2008) writes that work can influence

individuals' judgment of their happiness and well-being as they place importance and

meaning into the work they do. In addition, professionals invest much time, effort and

resources in their training, development of their careers and addressing the demands of

work. It can be assumed that achievements or failures in the work domain can affect

general satisfaction with life (Carmel, 1997). Social workers place value on their work

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(Winchester, 2003) and it appears that job satisfaction in this vocation should influence

social workers’ sense of well-being. This study examines the influence that intrinsic and

extrinsic job satisfaction has on the social workers’ perception of their well-being.

1.2 Well-being

Well-being has been approached from two different philosophical views in

psychology. The hedonic view equates well-being with pleasure and happiness, or the

balance between positive and negative affect. The eudemonic view, by contrast, defines

well-being in terms of individual strivings to actualize their potential, and find meaning

and purpose in their lives. The hedonic position views “feeling good” as the key criterion

of well-being, while the eudemonic position is concerned with aspects of thinking and

doing that allow one to lead the “good life” (Lent & Brown, 2008; Ryan & Deci, 2001).

These views have influenced and formed two distinct schools of research in

positive psychology, with different types of measures. The new hedonic psychology uses

subjective well-being (SWB) as its measure of assessment, while the eudemonic approach

uses psychological well-being (PWB) as its measure of assessment. In this study, well-

being is defined as a multidimensional phenomenon that includes aspects of both the

hedonic and eudemonic concepts of well-being (Compton, Smith, Cornish & Qualls,

1996; King & Nappa, 1998; McGregor & Little, 1998).

Many factors have been found to relate to worker well-being. An employee’s work

environment has been found to influence his or her well-being (Russell, 2008). A

combination of personal and environmental influences can act to facilitate or constrain

individual well-being (Warr, 1987). Some environmental influences found in the

workplace that contribute to well-being include interpersonal contact, valued social

position and the opportunity to use one’s skills. Some work related factors that have been

found to impact social workers’ well-being are their work environment (i.e. physical,

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cultural and systematic), interrelationships at work (i.e. with clients, colleagues and

supervisors), and specific aspects of the job (i.e. factors associated with workload and

type of work) (Shier & Graham, 2010). This study examines some influences that may

contribute to the social workers’ well-being. Based on literature the variables that will be

examined in relationship to well-being are colleague support (Turner, Borling, &

Zacharatos, 2002), supervisory support (Kadushin & Harkness, 2002), professional self-

esteem (Carmel, 1997), perceived family and environmental support of the profession,

intrinsic and extrinsic job satisfaction.

1.3 Theoretical Model

The research model for this study is based on Urie Bronfenbrenner’s Ecological

Systems Theory (Bronfenbrenner, 1977, 1979), which addresses the multiple effects and

interrelatedness of social elements in an environment. It is based on the person, the

environment and the continuous interaction of the two. Job satisfaction and well-being, as

any other processes, are embedded in an ecological system in which the components of

the system influence the process. Figure 1 describes an ecological view of job satisfaction

and well-being. Each component in the expanding set of components exerts some

influence on the preceding component, the closer components having the greatest

influence on one another. The more distant the component the less direct, immediate

impact it is likely to exert.

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Figure 1: Ecological System for Job Satisfaction and Well-being

1.4 Professional self-esteem

In light of Bronfenbrenner’s Ecological Systems theory (Bronfenbrenner, 1979)

the variable of professional self-esteem is viewed as a microsystem and a personal

resource in job satisfaction and well-being. Theoretically, specific self-esteem, such as

professional self-esteem, is part of a person’s general self-esteem (Rosenberg, Schooler,

Schoenbach, & Rosenberg, 1995). Self-esteem is influenced by different agents across a

Com

mun

ity r

esou

rces

Perceived family and environmental support of the profession

Com

munity resources

Perceived family and environmental support of the profession

Supervisory and colleague support

Supervisory and colleague support

Professional self-esteem

Professional self esteem

Job satisfaction

Job satisfaction

Well-Being

Org

aniz

atio

nal r

esou

rce

Per

sona

l res

ourc

e

Intr

insi

c

Organizational resource

Personal resource

Extrinsic

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person’s lifetime (Rosenberg, 1979). In childhood, parents are significant influential

agents, whereas in adolescence, peer and social approval are more important than that of

parents. In adulthood, self-esteem is influenced by colleagues and members of the adult’s

community. Vocation plays a central role in the lives of professionals (Carmel, 1997).

Professional self-esteem, which indicates self-perceived professional competence, is

proposed as a resource that affects work and well-being. Professional self-esteem is

defined as an individual's attitude about professional competence, performance and worth

along a positive-negative dimension (Carmel, 1997). Bernstein (2000) and Carmel (1997)

examined professional self-esteem amongst doctors and found it to buffer against burnout

and contribute to job and life satisfaction. They also consider that professional self-esteem

can be a significant personal resource for other professionals in coping with stressful

demands inherent in their work. Kadushin & Harkness (2002) write that in most jobs, self-

recognition (confirmed by others) that the work has been well done and the outcome

desirable provides satisfaction to the worker. Social work does not enjoy tangible

measures of success. Social workers often do not know if their interventions have been

successful or made a positive difference. They rarely receive direct confirmation of their

competence from their clients. In most cases, the social worker can only guess if the

objectives have been achieved. Uncertainty regarding achievement of objectives,

combined with rare positive client feedback, can make a worker doubt her competence

and the significance of her work. In addition, the worker is the principal instrument in

helping the client. If, for whatever reason, the worker believes that the facilitative

relationship is not successful, she may focus on the way in which her needs and feelings

intruded on the relationship. Failure can be felt as a reflection on her competence as a

worker. All the above can affect the social worker’s sense of job satisfaction and well-

being. It can be assumed that professional self-esteem will be a significant personal

9

resource and contribute to job satisfaction and well-being. Another resource that should

contribute to the social worker’s job satisfaction and well-being is the organizational

resources of colleague and supervisory support.

1.5 Support

Support has been defined as the degree to which the environment makes available

resources relevant to the demands made upon the system (Payne, 1980). A resource that

helps people cope with job stress is supportive relationships with others (Thompson,

Murphy, & Stradling, 1994). Collins (2008) divides support systems in the social work

profession into two categories: formal and informal. Formal support involves line

management and supervision and appraisal systems, whereas informal support originates

inside and outside the social work setting and can involve family and friends. Support is a

coping strategy and is sought for instrumental and/or emotional reasons. Instrumental

reasons include seeking practical advice, information or assistance and emotional reasons

include moral support, sympathy or understanding (Carver, Scheier, & Weintraub, 1989).

Colleague and supervisory support can be viewed as a type of formal support in that they

take place within the organization in which the social worker practices. Perceived family

and environmental support of the profession can be viewed as informal support, as they

originate outside of the organization.

1.6 Colleague Support

One of the primary sources of support for people in the helping professions is the

professional peer group (Catherall, 1999). Studies have emphasized the importance of

support from colleagues for social workers (Bennett et al., 1993; Bradley & Sutherland,

1995; Smith & Nursten, 1998; Thompson, Stradling, Murphy, & O’Neill, 1996).

Colleague support amongst social workers was found to help buffer against burnout,

improve job satisfaction and strengthen social workers’ sense of commitment to their

10

work (Koeske & Koeske, 1989; Poulin & Walter, 1992; Um & Harrison, 1998). Workers

feel comfortable turning to their colleagues to discuss dissatisfaction, doubts about the

job, anxiety about inadequate performance or guilt about mistakes. Colleagues are

familiar with the job situation and probably have experienced similar problems. They are

usually available, share a similar frame of reference and do not have administrative power

(Kadushin & Harkness, 2002). Colleague support should be an important resource that

influences job satisfaction and well-being. In the proposed study, colleague support will

be examined as an organizational resource and according to the study’s theory as a meso-

system that contributes to well-being and to job satisfaction.

1.7 Supervisory Support

Kadushin (1985) defines supervision as a service that includes administrative,

educational and supportive functions provided by a member of the administrative staff

(supervisor) to the social worker. The administrative function of the supervisor includes

responsibility for agency management and specific, clearly defined administrative

functions such as work delegation, monitoring, reviewing and evaluating work. The

supervisor organizes the work place, agency facilities and human resources to achieve

agency administrative objectives in a way that quantitatively and qualitatively is in

accordance with the agency policies and procedures (Kadushin & Harkness, 2002). The

educational function of the supervisor is to provide the social worker with the knowledge

required to do her job effectively and help her to learn this. This function relates to

teaching knowledge, skills and attitudes to the social worker through analysis of the social

worker’s interaction with the client. The educational function helps promote the

professional development of the social worker (Kadushin, 1985). The function of

supportive supervision is to help the social worker cope with work related stresses. Stress

can come from clients, the relationship with the supervisor, performance and compliance

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demands of administrative supervision and learning demands of educational supervision,

as well as work tasks. In supportive supervision the supervisor is available and

approachable, and communicates confidence in the worker (Kadushin, 1985). Supportive

supervision is concerned with helping the supervisee deal with job-related stress and

developing attitudes and feelings conducive to the best job performance (Kadushin &

Harkness, 2002). Positive supervisory support should be an organizational resource that

contributes to social workers’ job satisfaction and well-being.

1.8 Perceived environmental and family support of the profession

The contribution of social work to society has always been contested (Lymbery,

2001) and social workers are concerned about the public image of their profession

(Lecroy & Stinson, 2004). If the public image of social workers is confused, uninformed

or hostile, the profession is less able to fulfill its mission of helping those in need. In some

studies the public perception of social work indicates a stereotyped image of the social

worker as a child protector, and an overall negative attitude towards social workers

(Condie, Hanson, Lang, Moss, & Kane, 1978; Kaufman & Raymond; 1996; Weinberger,

1967). This perception is a result of a long media history depicting the involvement of

social workers in the removal of children from their homes. In a more recent study by

Leroy & Stinson (2004), an increase in the public perception of social workers as child

protectors was found. Their study reported a need to enhance the public image of social

workers and accurately educate the public about the roles, activities and competencies of

professional social workers.

Social work as a profession is not within the norms of Charedi society ( , י‘קלעג

2007), which is ignorant about the profession and the role of social workers (פרידנזון,

2009). There has been no study of how Charedi social workers perceive their professional

status in the Charedi community. The little that is known on the subject is gleaned from

12

public notices (pashkevilim). For example, in 2009, after the arrest and imprisonment of a

Charedi woman who was accused of abusing one of her children and refusing to cooperate

with authorities, public notices were put up in the Geula and Mea Shearim areas in

Jerusalem condemning social services and social workers. Although this may represent

the view of the more extreme elements within the Charedi society towards the social work

profession, it may also be possible to understand the image portrayed of the profession

from children’s literature written especially for the Charedi community. In these books

the social worker is portrayed both negatively ( 2003 ,בקרמן( and positively ( 2005, ליאון

1995, שחר ). Significant differences were found between Charedi and secular populations

with regard to their perceptions of the importance of the different functions of social

workers ( 2010 ,יוסף ). The areas of therapy, community intervention and political activism

were perceived as more important functions by the secular population than the Charedi

population. Despite these differences, the study found that the Charedi population

perceives the role of the social worker as important. Additional evidence on perception of

the profession in the Charedi community is found in an article ( , לייקח ול- רגולנט, עטיה, מילר

2009) that reports the cooperation between Rabbis and the social service department in

the Charedi city of Modiin Illit. Charedi social workers are trying to inform the Charedi

public about the roles and training of social workers, as well as change negative

stereotypical perceptions about the social work profession, through interviews with and by

the Charedi media ( 2009, פרידנזון ). This study examines, for the first time, the perceived

family and environmental support of the social work profession by Charedi social

workers. The Charedi social workers’ perceptions about how their family and

environment view their profession may influence their sense of well-being. Rosenberg

(1973) reports that the association between the perceived self and the self-image is

considerably stronger than the association between the accorded self (what others actually

13

think) and the self-image. It is therefore important to examine how the Charedi social

workers perceive the view of their profession within their community, and its association

with their well-being and job satisfaction.

1.9 Study Questions and Model

The questions of this study are:

1. What contributes to job satisfaction among Charedi social workers?

2. What contributes to the well-being of Charedi social workers?

3. Are there differences between Charedi and secular social workers with regard to the

variables that contribute to job satisfaction and well-being?

Based on the ecological model, this study answers the research questions by

examining the associations between professional self-esteem, colleague and supervisory

support, perceived family and environmental support of the profession and the social

workers’ sense of job satisfaction and well-being.

Figure 2: Study Model

Organization Characteristics

Demographic Characteristics

Organizational Resources:

Colleague and supervisory support

Community Resource: Perceived family and environmental support

of profession

Intrinsic and Extrinsic

Job satisfaction

Background Variables

Personal Resource: Professional self-esteem

Well-being

14

1.10 Study Hypotheses

Hypothesis 1: Perceived family and environmental support of the profession will be lower

among Charedi social workers than among secular social workers.

Hypothesis 2: Higher professional self-esteem will be associated with greater job

satisfaction and well-being.

Hypothesis 3: Greater perceived supervisory support will be associated with higher job

satisfaction and well-being.

Hypothesis 4: Greater perceived colleague support will be associated with higher job

satisfaction and well-being.

Hypothesis 5: Positive perceptions of the profession by the family and the environment

will be associated with greater job satisfaction and well-being.

Hypothesis 6: Higher job satisfaction will be associated with better well-being.

15

2. Methods

2.1 Participants

Study participants included 188 practicing female social workers in Israel sampled

using the non-probability convenience sampling technique (see procedure on page 20).

One hundred and two (53.7%) of the social workers defined themselves as Charedi and 86

(46.3%) defined themselves as secular. The age of the social workers ranged from 22 to

65 (M=35.74, SD=9.54, Median=34).. One hundred and forty-one (75%) of the social

workers were married and 47 (25%) were unmarried. The groups did not differ in age or

distribution of marital status. Charedi social workers had significantly more children (M =

3.42, SD = 2.67) than secular social workers (M = 1.53, SD = 1.44).

Table 1: Differences between Groups in Age and Number of Children

Secular (n=86) Charedi (n=102)

M SD M SD T

Age 36.06 9.22 35.48 9.84 .41

No. Children 1.53 1.44 3.42 2.67 5.86***

***p<.001

Table 2: Distribution of Marital Status by Group

Secular (n=86) Charedi (n=102)

N % N % x²

Marital Status Married 59 65.6 82 80.4 3.46

Unmarried 27 31.4 20 19.6

16

2.2 Measures

A questionnaire including the following 8 subscales was composed for purposes of

this study:

Demographic questionnaire - this questionnaire contained fourteen questions

about: age, family status, number of children, place of education, number of years

employed as a social worker, type of work, number of weekly work hours, religious

affiliation of co-workers, religious affiliation of clients, type of supervision, frequency of

supervision and continued education (see Appendix 1 and Appendix 2). Questionnaires

given out to Charedi social workers included two additional questions: type of custom

(Ashkenazi or Sephardi) and affiliation in the Charedi world (Chassidi, Litvak, Charedi

Leumi). Questionnaires distributed to secular social workers included a question on

religion (Jewish, Muslim, Druze, Catholic) and a question on intensity of religious

practice (secular, traditional, religious, Charedi).

Supervisory Support was measured using the supervisory support questionnaire

developed by Aviram and Katan ( 1989 ,קטןאבירם ו ). This questionnaire consists of eleven

statements and uses a four point Likert scale (1 = not true, 4 = very true). The

questionnaire consists of statements that reflect the administrative, educational and

supportive functions of the supervisor. Examples of statements include: “is meticulous

about agency procedures”, “imparts to me knowledge and skills that contribute to my

professional development”, “supports me when I encounter difficulties”, “gives me

independence in my work” (see Appendix 3). The eleven statements are averaged into a

single measure of supervisory support. A high score on the questionnaire indicates a high

perception of supervisory support. Ezer’s ( 2003 ,עזר ) study reported a Cronbach's alpha

of.92. The Cronbach's alpha score in this study was .86. Ezer’s study found an association

17

between organizational commitment, job burnout and supervisory support, and can be

used as proof for the validity of the questionnaire.

Extrinsic Job Satisfaction was measured using the facets of job satisfaction

questionnaire developed by Aviram and Katan ( 1989 ,קטןאבירם ו ). The original

questionnaire contains sixteen items. Five items from the original questionnaire were used

in the current study to measure extrinsic job satisfaction, using a five point Likert scale (1

= not at all satisfied, 5 = very satisfied). Examples of items include: “salary”, “physical

work conditions” and “convenient work hours” (see Appendix 4). The five items were

averaged into a single measure of extrinsic job satisfaction. A higher score indicates a

high perception of extrinsic job satisfaction. The Cronbach's alpha in this study was .84.

Professional self-esteem was measured using The Professional Self-Esteem

questionnaire (Carmel, 1997). The questionnaire consists of seven items and uses a seven

point Likert scale (1 = not true, 7 = very true). The wording of items that referred to

medical personnel was changed to fit social work professionals. Seven items were used in

this study. Examples of items include: “Generally, I am sure that my professional

knowledge and skills are on a very high level”, "I feel that my clients respect me very

much”, “I feel that I am the appropriate person for my chosen profession” (see Appendix

5). The final score is based on the average of the seven responses. A high score on the

questionnaire indicates a high perception of professional self-esteem. The study by

Hirsch-Rottenberg ( 2004, רוטנברג-הירש ) reported a Cronbach's alpha of .92. The

Cronbach's alpha in this study was .81. Various studies have used the professional self-

esteem questionnaire and are proof of its validity, e.g. Weintroub-Bracha ( , ברכה-וינטרוב

2006) found an association relationship between professional self-esteem and professional

experience (r=.34 p< .001).

18

Intrinsic Job Satisfaction - The Index of Job Satisfaction - IJS (Brayfield &

Rothe, 1951) contains 18 items measuring overall intrinsic job satisfaction on a 5-point

Likert scale (1 = strongly agree, 5 = strongly disagree). The final score is based on the

average of the eighteen items (see Appendix 6). Examples of items include: “my job is

usually interesting enough to keep me from being bored”, "I find real enjoyment in my

work”, “I like my job better than the average worker does”. A high score on the

questionnaire indicates a high perception of intrinsic job satisfaction. In this study the

Cronbach's alpha was.90. Many studies have used the index of job satisfaction and are

proof of its validity. Among them is Abu-Bader’s study (Abu-Bader, 2005) that found

quality supervision to be an important predictor of job satisfaction.

Well-being - the Warwick Edinburgh Mental Well-being Scale -WEMWBS

(Tennant et al, 2007) contains fourteen items covering both hedonic and eudemonic

aspects of mental health, including positive affect (feelings of optimism, cheerfulness,

relaxation), satisfying interpersonal relationships and positive functioning (energy, clear

thinking, self-acceptance, personal development, competence and autonomy) (see

Appendix 7). The WEMWBS uses a five point Likert scale (1 = none of the time, 5 = all

of the time). The final score is based on the average of the fourteen items. A higher score

indicates a higher level of mental well-being. Items include: “I feel optimistic about the

future”, “I cope well with problems”, “I feel confident”. The authors of the scale reported

a Cronbach's alpha of .89 in a student sample and .91 in a population sample. In this study

the Cronbach's alpha score was .88.

Perceived Family and environmental support of the social work profession was

measured using a scale that was developed specifically for this study. The scale includes

18 items and uses a five point Likert scale (1 = strongly disagree, 5 = strongly agree). The

items are based on data gathered in four focus groups conducted by Baum Yedidya,

19

Schwartz and Aran (in press) with students and graduates of the Michlala Charedit in

Jerusalem. Items 2, 3, 7, 8, 9, 12 and 17 were used to measure family support of the social

work profession (see Appendix 8). Examples of items include: “at family events I don’t

say that I am a social worker”, “my children don’t mention in school that I am a social

worker”, “my husband told me not to say what I do for a living”. The items were averaged

into a single measure of perceived family support of the profession. A high score indicates

a high level of perceived family support towards the profession. Cronbach's alpha of .74

was found for perceived family support of the social work profession.

Items 1, 4, 5, 6, 10, 11, 13, 14, 15 and 16 were used to measure environmental

support of the social work profession. Examples of items include: “Most Charedim think

that social workers do bad things”, “some of my friends distanced themselves from me

when I started studying social work”, “if asked what I do for a living I say I work in an

office”. The items were averaged into a single measure of perceived environmental

support of the profession. A high score indicates a high level of perceived environmental

support towards the profession. Cronbach's alpha was .70 for perceived environmental

support of the social work profession.

Colleague support was measured using the Colleague Support Scale (אבירם וקטן ,

1989). This scale consists of seven items and uses a four point Likert scale (1 = absolutely

incorrect, 4 = strongly agree). Examples of items include: “are warm and friendly towards

me when I am stuck in difficulties”,” listen to me attentively when I speak about things

that are bothering me”, “support and encourage me when I do something well” (see

Appendix 9). The items were averaged into a single measure of perceived colleague

support. Ezer’s )2003, עזר( study reported a Cronbach's alpha of .87. The Cronbach's alpha

in this study was .80. Various studies have used the colleague support questionnaire and

20

are proof of its validity. Among the studies is Ezer ( 2003, עזר ) who found an association

between job burnout, organizational commitment and colleague support.

2.3 Procedure

The Michlala Charedit in Jerusalem provided a list of 116 graduates. Only 78 of

them had sufficient work experience to be considered as potential participants in this

study. These were further narrowed down by identifying those participants who resided in

Charedi neighborhoods. Each graduate was contacted by phone and upon agreement to

participate in the study was mailed a questionnaire and a stamped envelope for returning

the completed questionnaire. 43 questionnaires were mailed and 33 were returned.

Forty-eight Charedi social workers were recruited from the university affiliated

M.A. programs of social work for Charedim (Mivchar in Bnei Brak and Michlala

Charedit in Jerusalem). An additional 21 participants were recruited from social welfare

agencies in the Charedi residential areas of Beitar, Jerusalem and Modiin Illit. All 102

female Charedi social workers who participated in the study voluntarily completed the

questionnaires.

Questionnaires were distributed to secular graduate students of social work in the

Hebrew University and Bar Ilan University. Following a short explanation about the

study, students completed the questionnaires. This approach resulted in 49 completed

questionnaires. In addition, secular social workers were also recruited by direct approach

at two demonstrations during the nationwide strike of social workers in March 2011.

Twenty-four additional questionnaires were received. Seven questionnaires were

electronically mailed to secular social workers known to the researcher. Six were

returned. Seven additional questionnaires were distributed by the researcher's friends to

their co-workers. A total eighty-six questionnaires were voluntarily completed by secular

social workers.

21

3. Results

The statistical results are presented in three parts. Part one presents the differences

in independent variables (professional self-esteem, colleague support, supervisory

support, perceived environmental and family support of the profession), professional

characteristics (institution that granted degree, participation in continued education

courses, type of supervision, religious affiliation of colleagues and clients) and job

satisfaction and well-being between Charedi and secular social workers. Part two presents

associations between the independent and dependent study variables. Correlations

between the dependent variables and certain personal characteristics (age, number of

children) and professional characteristics (number of working years, number of weekly

hours at work, role at work -managerial or worker) are also presented, as well as the

associations between the independent variables within the two groups of social workers.

Part three presents the results of a regression analysis that explains the variance of job

satisfaction and well-being. Structural Equations Models are presented to illustrate

differences between the two groups of social workers in the associations of the various

variables with well-being.

3.1 Part 1: Differences between Charedi and secular social workers

The first hypothesis relates to differences between Charedi and secular social

workers in perceived environmental and family support of the social work profession.

According to the study’s first hypothesis, perceived family and environmental support of

the profession, both measures of informal support, will be lower among Charedi social

workers than among secular social workers. In order to examine this hypothesis and check

if the groups differ on professional self-esteem, colleague support, supervision, intrinsic

job satisfaction, extrinsic job satisfaction and well-being, MANOVA and one way

22

ANOVA analyses were performed. In addition, chi-square analysis was used to compare

professional characteristics between the two groups.

Statistical differences between Charedi and secular social workers in the

independent variables

The MANOVA analysis found a significant difference between the two groups:

F(5,170) = 5.79, p< .001, Eta = .15.

The means and standard deviations of the independent variables by group, and the

results of the ANOVA for each separate measure are presented in table 3.

Table 3: Mean and Standard Deviations of Independent Variables among Charedi

and Secular Social Workers

Group

Charedi

(n=102)

Secular

(n=86)

M SD M SD F (1,174) Eta²

Professional self-esteem 5.32 .80 5.22 .81 .71 .00

Colleague support 3.13 .47 3.23 .44 3.5 .02

Supervisory support 3.50 .45 3.50 .56 .00 .00

Perceived support of the profession

Environmental 3.80 .49 4.10 .42 20.16*** .10

Family 4.60 .54 4.80 .27 7.32** .04

**p<.01 ***p<.001

Table 3 shows significant differences between the two groups in perceived family

and environmental support of the social work profession. The means indicate that

perceived family and environmental support of the social work profession are higher

among secular than Charedi social workers.

23

Differences in professional characteristics between Charedi and secular social

workers

The professional characteristics that were examined in this study include the

institution that granted the social work degree, participation in continued education

courses, type of supervision (group or individual) and religious affiliation of co-workers

and clients.

Table 4 shows the results of a comparison of professional characteristics between

the groups using chi square analysis.

Table 4: Distribution of Professional Characteristics by Group

Secular

(n = 86)

Charedi

(n = 102)

Characteristic Values N % N % χ²

College 15 17.4 62 60.8 36.25*** Institution

University 71 82.6 40 39.2

Yes 72 87.0 81 80.2 1.91 Continued

education No 10 12.2 20 19.8

Personal 45 52.3 70 68.6 5.22* Supervision

Group & Individual 41 47.7 32 32.4

Only Charedi 2 2.3 49 48.0 49.32*** Colleagues

Secular and Religious 84 97.7 53 52.0

Only Charedi 0 0.00 46 45.5 51.43*** Clients

Secular and Religious 85 100 55 54.5

*p< 05, ***p<.001

As can be seen in Table 4, significant differences were observed between the

Charedi and the secular social workers in all the professional characteristics except

24

continued education. Most secular social workers studied in universities, have co-workers

who are religious as well as secular, do not have any clients who are Charedi, and a little

over half reported having only individual supervision while the rest reported having both

individual and group supervision. On the contrary, most of the Charedi social workers

studied in one of the two Charedi colleges that are university affiliated, almost half

reported having only Charedi co-workers and clients, and most reported having only

personal supervision.

Table 5 shows the results of t- tests examining differences in work experience and

weekly work hours between the Charedi and secular social workers.

Table 5: Work Experience and Weekly Work Hours by Group (Mean and SD)

Secular

(n=86)

Charedi

(n=102)

M SD M SD t

Years of work experience 8.55 8.01 7.63 7.38 .81

Weekly hours 32.04 7.48 26.47 8.99 4.53***

***p<.001

Table 5 shows a significant difference between the two groups in the number of

weekly work hours. The Charedi group of social workers works fewer hours per week

than the secular group. No significant differences were found in the number of years of

work experience between the two groups.

Differences between Charedi and secular social workers in the dependent variables

MANOVA was used to test the differences between Charedi and secular social

workers in the measures of intrinsic job satisfaction, extrinsic job satisfaction and well-

being. This analysis did not show significant differences between the two groups: F (3,

182) = .92, p > .05.

25

Table 6 shows that the one-way ANOVA found no significant differences between

the two groups of social workers in the measures of intrinsic job satisfaction, extrinsic job

satisfaction and well-being.

Table 6: Dependent Variables by Group

Charedi

(n = 102)

Secular

(n = 86)

M SD M SD F(3,182) Eta²

Intrinsic job satisfaction 3.91 .59 3.8 .60 2.77 .02

Extrinsic job satisfaction 3.67 .62 3.59 .57 .7 .00

Well-being 3.85 .40 3.81 .47 .41 .00

The means and standard deviations show that among both Charedi and secular

social workers the reported levels of job satisfaction and well-being are high (potential

scores range from 1 to 5).

In summary, perceived family and environmental support of the profession is

lower among Charedi social workers than among secular social workers. No significant

differences were found in professional self-esteem, colleague or supervisory support

between the two groups. In regard to professional characteristics, most Charedi social

workers studied in university affiliated colleges. Almost half of the Charedi social

workers reported having only Charedi clients and colleagues. They also have more

children and work less hours per week than secular social workers. Both groups reported

high levels of job satisfaction and well-being.

3.2 Part 2: Associations between the independent and dependent variables

The study hypotheses are that higher levels of professional self-esteem, colleague

and supervisory support (formal support), perceived environmental and family support of

26

the social work profession (informal support), will be associated with higher job

satisfaction and well-being. Pearson correlations were used to examine these hypotheses.

In addition, correlations are presented between the social workers’ personal (age, number

of children) and professional characteristics (weekly work hours, number of working

years) and the measures of job satisfaction and well-being. The correlations are presented

for the entire sample and, in instances where differences were found, for each group

separately.

Table 7 presents the correlations between the various independent variables and

the measures of job-satisfaction and well-being.

Table 7: Pearson Correlations between the Independent Variables of Job

Satisfaction and Well-being (N = 188)

Intrinsic job

satisfaction

Extrinsic job

satisfaction

Well-being

Perceived environmental support of the

profession

.15* .13 .31***

Perceived family support of the profession -.02 .03 .25***

Colleague support .01 .04 .08

Supervisor support .22** .52*** .27***

Professional self-esteem .42*** .27*** .51***

*p<.05, **p<.01, ***p<.001

Table 7 shows significant positive correlations between some of the independent

variables and the measures of job satisfaction and well-being. The correlations between

the independent variables of professional self-esteem and supervisor support, and the

dependent variables of job satisfaction and well-being stand out among these. Colleague

27

support was not correlated with any of the dependent variables, while perceived family

and environmental support of the profession were significantly correlated with well-being.

Pearson correlations were also calculated separately for the Charedi and secular

groups of social workers. Fisher's Z test was used to compare correlations between the

groups.

Table 8: Differences between Groups in Correlations of Perceived Environmental

and Family Support of the Profession with the Dependent Variables

Correlations Secular (n=86) Charedi (n=102)

r r Z

Environmental with Intrinsic Job Satisfaction .40*** .06 2.40**

Environmental with Well-being .51*** .23* 2.21*

Family with Well-being .52*** .19 2.61***

*p<.05, **p<.01, ***p<.001

Significant differences were found between the correlations of perceived

environmental support of the profession and job satisfaction (z = 2.40, p < .01) and well-

being (z = 2.21, p < .05). The correlations within the secular group of social workers were

higher (r = .40, p < .001, r = .51, p < .001) than those within the Charedi group of social

workers (r = .06, p >.05, r = .23, p < .05). High perceived environmental support of the

profession contributes more to intrinsic job satisfaction and well-being among secular

than among Charedi social workers. Significant differences were also found between the

two groups with regard to perceived family support of the profession and well-being (z =

2.61, p < .001). The correlation within the secular group (r = .52, p<.001) was higher than

that within the Charedi group (r = .19, p > .05), that is to say that perceived family support

of the profession contributes more to well-being among the secular social workers than

among the Charedi social workers.

28

Associations between personal and professional characteristics and the dependent

variables

Pearson correlations were calculated to examine the association between

demographic characteristics (age, number of children), professional characteristics

(number of working years, number of weekly hours at work) and the dependent variables

of intrinsic and extrinsic job satisfaction and well-being.

Table 9: Pearson Correlations between Personal and Professional Characteristics

and the Dependent Variables (N=188)

Personal and professional

characteristics

Intrinsic job

satisfaction

Extrinsic job

satisfaction

Well-being

Age .22** -.02 .15*

Number of children .25*** .02 .16*

Number of years working .18* .05 .08

Number of weekly hours at work .04 .09 .05

*p<.05, **p<.01, ***p<.001

Table 9 shows significant positive correlations between age, number of children

and work experience (years) and intrinsic job satisfaction. The results show that older age

more children and more years of working experience are all associated with higher

intrinsic job satisfaction. In addition, significant correlations were found between age,

number of children and well-being, suggesting that older age and more children are

associated with higher levels of well-being.

Correlations were also calculated between personal and professional

characteristics and the dependent variables separately for each group of social workers

(secular, Charedi). No significant differences were found between the groups.

29

In order to examine if the dependent variables differ as a function of work role

(managerial or worker) a 2x2 MANOVA (group x work role) was performed. A

significant difference was found regarding the dependent variables, F(4, 178) = 2.92, p<

.05, eta²= .06. Extrinsic job satisfaction is higher among social workers in managerial

roles (M= 3.87, SD = .53) than among non-managerial social workers (M = 3.57, SD =

.60). A univariate analysis that was performed on each measure separately indicated a

significant difference only in extrinsic job satisfaction, F (1,181) = 8.37, p < .01, eta² =

.04.

In summary, significant correlations were found in the entire sample between:

1) Professional self-esteem and the measures of job satisfaction (intrinsic, extrinsic) and

well-being. This finding supports the study’s second hypothesis that higher professional

self-esteem will be associated with greater job satisfaction and well-being. 2) Supervisory

support was correlated with job satisfaction (intrinsic, extrinsic) and well-being. This

finding supports the study’s third hypothesis that higher perceived supervisory support

will be associated with greater job satisfaction and well-being. 3) Colleague support was

not significantly correlated with job satisfaction or well-being. This finding does not

support the study’s fourth hypothesis that stated that higher levels of perceived colleague

support will be associated with greater job satisfaction and well-being. 4) Perceived

family support of the profession was correlated with intrinsic job satisfaction and well-

being. This finding partially supports the study’s fifth hypothesis that positive family

perceptions of the social work profession will be associated with greater job satisfaction

(intrinsic and extrinsic) and well-being. 5) Perceived environmental support of the

profession was correlated with intrinsic job satisfaction and well-being. This finding

partially supports the study’s fifth hypothesis that positive environmental perceptions of

the social work profession will associated with greater job satisfaction (intrinsic and

30

extrinsic) and well-being. 6) Personal characteristics (age, number of children) were

correlated with intrinsic job satisfaction and well-being. 7) Professional characteristic

(number of working years) were correlated with and intrinsic job satisfaction. 8) Work

role (managerial) was correlated with extrinsic job satisfaction.

Correlations calculated separately for the two groups of social workers were

significantly different with regard to the association of perceived environmental and

family support of the profession and the measures of job satisfaction and well-being.

Perceived environmental support of the profession contributes more to intrinsic job

satisfaction and well-being among secular than Charedi social workers. Perceived family

support of the profession contributes more towards well-being among secular than

Charedi social workers.

3.3 Part 3: Hierarchical regression analyses of job satisfaction and well-being.

Hierarchical regression analyses were performed in order to examine the effect of

the independent variables on job satisfaction and well-being.

The independent variables were entered into the regression analyses in five

steps. In the first step, three personal or professional characteristics that were significantly

correlated with at least one of the dependent variables were entered into the model. These

characteristics are age, number of children and work role. Age and number of working

years were highly correlated. Thus, only age was entered into the model, as its association

with intrinsic job satisfaction was slightly stronger (r = 0.73, p<.001). Age, number of

children and work role were entered in the first step as they are potential confounders of

the associations between the independent and dependent variables. In the second step, the

group variable (Charedi, secular) was entered. In the third step, the four measures of

perceived support were entered into the regression model. These are divided into two

types of support: formal (colleague and supervisory support) and informal (family and

31

environmental support of the social work profession). In the fourth step, professional self-

esteem was added to the model, and in the final fifth step the interactions of group X the

predictors were entered. These interactions examine if the predictors' contribution is

similar in the Charedi and secular groups of social workers. The interactions of

demographic characteristics with independent variables were also entered in order to

check if the contribution of the resources (personal, organizational, community) depends

on these characteristics. The interactions were added to the regression analysis only if

they significantly contributed to the explained variance of the dependent variables.

The regression analysis of job satisfaction explained twenty-five percent of

intrinsic job satisfaction and thirty-one percent of extrinsic job satisfaction. Tables 9 and

10 present the hierarchical regressions models for these two variables.

Table 10 shows that age, number of children and work role, entered in the first

step of the regression analysis, explained 7% of the variance. Number of children was the

only significant variable in this step, indicating that having more children is associated

with higher intrinsic job satisfaction. In the second step, the group dummy variable was

entered into the analysis. This variable did not contribute to the explained variance of

intrinsic job satisfaction. In the third step, the different measures of formal and informal

support were added to the regression model. These variables contributed nine percent to

the explained variance of intrinsic job satisfaction.

32

Table 10: Hierarchical Regression Analysis of Intrinsic Job Satisfaction

(beta coefficients)

Steps

Measurements

1 2 3 4 5

Characteristics Age .08 .11 .13 .05 .06

Number of children .21* .15 .17 .13 .10

Work role Manager/direct service -.01 -.03 -.04 -.06 -.06

Group Charedi / Secular .09 .15 .11 .10

Organizational

resource

Supervision .21** .20** .21**

Colleague support .02 -.01 -.04

Community resource Perceived family

support

-.08 -.05 -.03

Perceived

environmental support

.21* .10 .11

Personal resource Professional self-

esteem

.32*** .33***

Interactions Age x supervision .16*

Family x professional

self-esteem

-.24**

R² .07** .08** .17*** .25*** .32***

∆R² .07** .01 .09** .08*** .07***

*p<.05, **p<.01, ***p<.001

Supervision and perceived environmental support of the social work profession

were both significant in this step. The beta coefficients of these variables indicate that

these variables have a positive effect on intrinsic job satisfaction. In the fourth step,

professional self-esteem was added to the regression model. This variable contributed

eight percent to the explained variance of the dependent variable. The beta coefficient is

positive, which indicates that higher professional self-esteem is associated with greater

intrinsic job satisfaction. The table shows that when this variable was entered into the

33

analysis, perceived environmental support of the social work profession was no longer a

significant predictor of intrinsic job satisfaction. This finding suggests that professional

self-esteem may mediate the association between perceived environmental support of the

profession and intrinsic job satisfaction. Sobel analysis of mediation found a significant

pathway, Z = 2.98, p < .01.

Two interactions were significant in the fifth step: 1) age x supervision and 2)

perceived family support of the profession x professional self-esteem. These interactions

contributed an additional seven percent towards the explained variance of intrinsic job

satisfaction. Figure 3 presents the interaction of age x supervision.

Figure 3 presents a weak negative correlation between supervision and intrinsic

job satisfaction among younger social workers and a positive correlation among older

social workers. In other words, higher levels of perceived supervisory support by older

social workers are associated with higher intrinsic job satisfaction, whereas lower levels

of perceived supervisory support by younger social workers are associated with higher

intrinsic job satisfaction.

Figure 3: Interaction of Age x Supervision in Explaining the Variance of Intrinsic

Job Satisfaction

1

1.5

2

2.5

3

3.5

4

4.5

5

Low supervisory support High supervisory support

Intr

insi

c jo

b sa

tisfa

ctio

n

Younger age

Older age

34

The second interaction showed a significant effect of perceived family support of

the profession x professional self-esteem. Figure 4 presents this interaction.

Figure 4: Interaction of Perceived Family Support of the Profession x Professional

Self-esteem

1

1.5

2

2.5

3

3.5

4

4.5

5

Low professional selfesteem

High professional selfesteem

intr

insi

c jo

b sa

tisfa

ctio

n

Low perceived familysupport of the profession

High perceived familysupport of the profession

Figure 4 shows that social workers with high levels of professional self-esteem

have higher intrinsic job satisfaction; however, this effect exists only among social

workers with low levels of perceived family support of the profession.

Table 11 shows that work role was the only significant variable in the first step.

Social workers in managerial positions at work have more extrinsic job satisfaction than

those who are not in managerial positions. The group variable was entered into the

regression analysis in the second step, but it had no significant contribution to the model.

In the third step, the different measures of formal and informal support were added to the

regression model. Supervision was found to have a significant effect and contributed 23%

to the explained variance of extrinsic job satisfaction. The positive coefficient indicates

that higher levels of perceived supervisory support are associated with greater extrinsic

35

job satisfaction. When this variable was added to the regression, work role was no longer

a significant predictor of extrinsic job satisfaction. However, the Sobel mediation analysis

did not find a significant effect, Z = .06, p > .05. In the fourth step, professional self-

esteem was entered and it added 3% to the explained variance of extrinsic job satisfaction.

That is, higher professional self-esteem is associated with greater extrinsic job satisfaction

(after controlling for demographic variables as well as community and family support).

Table 11: Hierarchical Regression Analysis of Extrinsic Job Satisfaction (beta

coefficients)

Steps

Measurements

1 2 3 4

Personal/ Professional

characteristics

Age -.07 -.05 -.01 -.05

Number of children .09 .05 .05 .03

Work role Manager /direct service .20** .20** .14 .13

Group Charedi / Secular .08 .09 .08

Organizational resource Supervision .47*** .47***

Colleague support -.01 -.03

Community resource Perceived family support -.07 -.06

Perceived environmental

support

.10 .03

Personal resource Professional self-esteem .18*

R² .04* .05* .28*** .31***

∆R² .04* .01 .23*** .03*

*p<.05, **p<.01, ***p<.001

36

An additional regression analysis was performed in order to examine what

contributes to the variance of well-being. The first four steps of this model are similar to

those of the two previous models presented. In the fifth step, intrinsic and extrinsic job

satisfactions were added to the model in order to check the sixth hypothesis. Table 12

presents the hierarchical regression model for well-being.

Table 12: Hierarchical Regression Analysis of Well-being (beta coefficients)

Steps

Measurements

1 2 3 4 5

Characteristics Age .09 .11 .11 .03 .01

Number of children .08 .05 .09 .04 .01

Work role Manager / direct service -.06 -.07 -.05 -.08 -.06

Group Charedi/ Secular .06 .18* .14 .11

Organizational Supervision .15* .15* .10

Colleague support .01 -.03 -.03

Community Perceived family support .18* .21** .23**

Perceived environmental

support

.30*** .17* .14

Personal

resource

Professional self-esteem .39*** .31***

Job satisfaction Intrinsic job satisfaction .26***

Extrinsic job satisfaction -.01

R² .03 .03 .24*** .36*** .41***

∆R² .03 .00 .21*** .12*** .05**

*p<.05, **p<.01, ***p<.001

37

Table 12 shows that the demographic and group variables do not contribute to the

explained variance of well-being in the first two steps. In the third step, supervision,

perceived family and environmental support of the social work profession contribute

significantly to well-being. The positive beta coefficients indicate that higher levels of

supervision, environmental and family support of the social work profession are

associated with greater levels of well-being. These variables add 21% to the explained

variance of well-being. In the fourth step, professional self-esteem was added to the

regression model. The coefficient of this variable is positive and it adds 12% to the

explained variance of well-being, indicating that higher professional self-esteem is

associated with a greater sense of well-being. When this variable was added to the model,

there was a reduction in the strength of the association between perceived environmental

support of the social work profession and well-being. Sobel mediation analysis showed a

significant mediation effect, Z = 2.91, p< .01. In the fifth step, the two indicators of job

satisfaction (intrinsic, extrinsic) were added to the regression model. This added an

additional five percent to the explanation explained variance of well-being. Only intrinsic

job satisfaction was found to contribute significantly to well-being. All these variables

together explain 41% of the variance of well-being.

Figure 5 presents a model of the pathways in which organizational resources

(supervisory and colleague support) and community resources (perceived environmental

and family support of the profession) affect intrinsic and extrinsic job satisfaction and

well-being. Intrinsic and extrinsic job satisfaction mediates between the informal and

formal support and professional self-esteem and well-being. Professional self-esteem also

mediates between the two types of job satisfaction and well-being. Structural analyses

were conducted for each group of social workers (Charedi and secular) separately using

38

the AMOS program in order to check if: 1) this model fits the correlations between the

various variables and 2) the model is similar for Charedi and secular social workers.

Figure 5: Structural Equation Model for the Explained Variance of Professional

Self-esteem and Well-being

AMOS utilizes four parameters in order to check the structural equation. Two

parameters, NFI and CFI indicate the level of goodness of fit. A model is considered good

when these two parameters are greater than .90. Two additional parameters, RMSEA and

x² relate to deviations from the required fit and should be as close as possible to zero. The

parameter x² should not be significant and the RMSEA should be lower than .05. The

AMOS analysis did not find a good enough fit for the model presented in figure four

among the Charedi social workers: NFI=.91, CFI=.94, RMSEA=.11, x²=17.79 p<.05.

These parameters (RMSEA and x²) are considered unacceptable. The model showed even

less goodness-of-fit among the secular social workers: NFI=.81, CFI=.82, RMSEA=.21,

x²=38.09, p<.001. The AMOS analysis suggested changes that could improve the model.

The changes that were suggested were: 1) to add a direct effect from supervisory support,

Colleague support

Perceived environmental support of profession

Supervisory support

Perceived family support of profession

Extrinsic job satisfaction

Intrinsic job satisfaction

Professional self esteem

Well-being

39

perceived environmental and family support of the profession to professional self-esteem,

and 2) to add a direct effect from perceived family support of the profession to well-being.

These suggestions were relevant for a model that would fit both Charedi and secular

social workers. The structural analysis did not find that colleague support contributed to

the variance of the mediators or the dependent variables among Charedi or secular social

workers. A new model was examined adopting the above stated suggestions and removing

the variable of colleague support from the model. This new model had a good enough fit.

The parameters for the Charedi social workers were: NFI=.98, CFI=.98, RMSEA=.01

x²=3.79, p>.05 and for the secular social workers: NFI=.98, CFI=.99, RMSEA=.05,

x²=2.58, p>.05. These new models are presented in Figures 6 and 7.

Figure 6: Structural Equation Model for Charedi Social Workers

Supervisory support

Perceived family support of profession

.17*

.16

.50***

.08

.01 .04

.53***

.06

.12

.02

.22*

.06

.18*

.39*** .16

Perceived environmental support of profession

Intrinsic job satisfaction R²=.04

Extrinsic job Satisfaction R²=.25

Professional self-esteem R²=.30

Well-being R²=.29

40

Figure 7: Structural Equation Model for Secular Social Workers

A comparison of figures 6 and 7 suggests that among the secular social workers,

the percentages of explained variance of the mediators (professional self-esteem, intrinsic

job satisfaction) and the dependent variable well-being are higher than among the Charedi

social workers. Particularly large differences can be seen between the R² coefficients of

the two models of well-being and intrinsic job satisfaction. These differences emphasize

that the contribution of the variables is higher among the secular social workers than

among the Charedi social workers. Among the secular social workers, perceived

environmental support of the profession and supervisory support contribute significantly

to intrinsic job satisfaction, whereas among the Charedi social workers, only supervisory

.33***

.05

.30**

.33**

.56***

.17*

.10 .08

.07

.33**

.11

.00

.33***

.31*** .17* Supervisory support

Perceived family support of profession

Perceived environmental support of profession

Intrinsic job Satisfaction R²=.24

Extrinsic job Satisfaction R²=.35

Professional self-esteem R²=.32

Well-being R²=.55

41

support contributes significantly to intrinsic job satisfaction and its contribution is lower

than among the secular social workers. Supervisory support had a similar contribution to

extrinsic job satisfaction for both groups of social workers, so that higher levels of

perceived supervisory support were associated with higher extrinsic job satisfaction.

Among the secular social workers, intrinsic job satisfaction mediated the association

between supervisory support, perceived environmental support of the profession and well-

being. This indicates that higher perceived supervisory support and/or perceived

environmental support of the profession are associated with higher intrinsic job

satisfaction. Greater intrinsic job satisfaction is associated with a higher sense of well-

being. The level of mediation of the variable of intrinsic job satisfaction was much lower

among Charedi social workers than among secular social workers. However, among

Charedi social workers, it significantly contributed to professional self-esteem. Among

the Charedi social workers, professional self-esteem mediated between intrinsic job

satisfaction and well-being so that the higher the perception of intrinsic job satisfaction

the higher the professional self-esteem and the higher their sense of well-being. Among

the secular social workers the measure of professional self-esteem mediated between

family perception of the profession, supervisory support, perceived environmental support

of the profession and well-being. In general, the correlations between formal and informal

support and the dependent variables were higher among secular social workers than

Charedi social workers. This is especially noted in the contribution of perceived

environmental support of the profession. Though the effect of this variable is not direct,

but rather mediated by intrinsic job satisfaction and professional self-esteem, higher levels

of perceived environmental support of the profession by the secular social workers were

associated with higher intrinsic job satisfaction and/or professional self-esteem, which in

turn were associated with a greater sense of well-being. Perceived family support of the

42

profession was found to have a direct contribution to well-being among both groups,

although it was higher among secular social workers.

43

4. Discussion

The social work profession is developing and becoming more active in the Charedi

population in Israel (2010יוסף, ). The addition of many Charedi social workers to the

profession in the past eight years prompted the need for this study, the goal of which was to

understand what factors contribute to the job satisfaction and well-being of Charedi social

workers, and whether these differ among secular social workers. Professional self-esteem,

colleague and supervisory support (formal support), and perceived environmental and family

support of the profession (informal support) were used to examine their influence on, or

association with, job satisfaction and well-being. In addition, certain personal and

professional characteristics such as age, number of children, years of professional

experience, number of weekly hours at work and work role (managerial, worker) were

examined in order to check their contribution to job satisfaction and well-being. The variable

of job satisfaction in this study is composed of intrinsic and extrinsic job satisfaction, both of

which were also used to examine their association with, or influence on, well-being.

The discussion section of the study is composed of three parts. The first part

addresses the statistical and demographic differences that were found between Charedi and

secular social workers. The second part addresses the associations between the dependent

and independent variables that were found across the entire sample, as well as associations

that were found with regard to the two groups of social workers separately. The third part

addresses: 1) the influence of the dependent variables on both types of job satisfaction and

on well-being; 2) the influence of job satisfaction on well-being; and 3) differences between

the two groups with regard to the explained variance of well-being.

4.1 Part 1: Differences between Charedi and secular social workers

A significant difference was found between Charedi and secular social workers with

regard to both measures of informal support: perceived environmental and family support of

44

the social work profession. Charedi social workers reported lower perceived environmental

and family support of the profession than secular social workers. Generally, the Charedi

community turns first to their community rabbis with their problems and, therefore, the

profession of social work is not recognized in the Charedi community as it is in secular

society. The Charedi community has developed its own independent systems to meet its

educational, cultural, welfare and medical needs, to which the community rabbis generally

have access. Therefore, the profession may simply be less known to the Charedi community

than it is to the secular community. This is similar to public perception of the profession

more than 30 years ago in the United States, when the public was not familiar with the role

of social workers or the educational requirements to be met in order to practice the

profession (Condie et al., 1978).

Another significant result was found with regard to the educational institute from

which the social workers received their academic degrees. Most Charedi social workers

(61%) received their academic degrees from Charedi colleges, whereas the majority of

secular social workers (83%) received their academic degrees from universities. The reality

of many more Charedi social workers today than in the past can be attributed to the

emergence of these university affiliated Charedi colleges ).2010 ,דהן( It appears that if

academic programs are opened that meet the Charedi community’s cultural needs, more

Charedi people can be expected to choose to study in these programs.

A high percentage of Charedi social workers reported having only Charedi colleagues

(48%) and clients (46%), whereas no secular social worker reported having only Charedi

clients and 2% reported having only Charedi colleagues. The high percentage of Charedi

social workers having only Charedi colleagues and clients may be attributed to their place of

work. Some Charedi cities or organizations may prefer hiring Charedi social workers who

have an inside cultural sensitivity to the needs of the people asking for help. The Charedi

social workers themselves may prefer working in a familiar environment that understands

45

their lifestyle and is willing to meet their work-family needs. Charedi social workers reported

working fewer weekly hours, and having more children than secular social workers. Charedi

society does not value a career over family for women, and large families are the norm. This

strong value, in addition to the demands of a large family, probably influences this result.

It is important to note that no significant difference was found between Charedi and

secular social workers with regard to intrinsic and extrinsic job satisfaction, and well-being.

Overall, Charedi and secular social workers reported high levels of job satisfaction and well-

being. This result supports previous studies that found high levels of job satisfaction among

social workers (Collins, 2008; Rose, 2003; Stalker, Mandell, Frensch, Harvey, & Wright,

2007).

4.2 Part 2: Associations between the dependent and independent variables

Significant correlations were found between the various independent and dependent

variables, with the exception of colleague support.

4.2.1 Perceived environmental and family support of the profession and well-being

Strong, significant, positive correlations were found between perceived

environmental support of the profession, perceived family support of the profession and

well-being. Social work is a profession that demands high emotional investment (Wharton,

2009), which can have a negative impact on a social worker’s sense of well-being. It appears

reasonable that if social workers perceive that their environment and family view their

profession as significant and worthwhile, and afford it positive recognition, this will

influence the social worker’s sense of well-being.

4.2.2 Perceived environmental support of the profession and intrinsic job satisfaction

Another significant correlation was found between perceived environmental support

of the profession and intrinsic job satisfaction. Perceived environmental support of the

profession may reflect positive recognition for the work of social workers, which can

46

influence their intrinsic job satisfaction. A quantitative study among social workers in

welfare agencies in Norway found that public approval was positively associated with job

satisfaction and that the most unsatisfactory aspects of the social workers job context arise

from not being valued by their employers and wider society (Jessen, 2010).

4.2.3 Supervisory support and intrinsic and extrinsic job satisfaction, and well-being

Supervisory support, a measure of formal support, had a positive, significant

correlation with intrinsic and extrinsic job satisfaction, and well-being. Kadushin (1985)

presents a model of supervision that encompasses three functions - administrative,

educational and supportive. These three functions of supervision appear to be congruent with

extrinsic and intrinsic job satisfaction and well-being, and may help to explain the high

positive correlations. Administrative supervision helps the social worker do her job better by

providing organizational structure and access to agency resources. If administrative

supervision is conducted successfully, it should increase extrinsic job satisfaction as it eases

the bureaucracy inherent in social work. Educational supervision provides the social worker

with the skills and knowledge required to do her job. This, hopefully, will allow the social

worker to serve her clients optimally. It appears that quality educational supervision is an

extrinsic source that influences intrinsic job satisfaction, because if the social worker

perceives that she is serving her clients as well as possible, she will feel positive about her

work. Research shows that quality of supervision is a significant factor in social worker’s job

satisfaction (Cole, Panchanadeswaran & Darning, 2004; Jessen, 2010; Kadushin, 1995).

Supportive supervision relates to decreasing stress and enhancing morale, an aspect of

supervision that appears to increase social workers’ sense of well-being.

4.2.4 Professional self-esteem and intrinsic and extrinsic job satisfaction, and well-being

Professional self-esteem had a strong positive correlation with intrinsic and extrinsic

job satisfaction, and well-being. Research has shown that important factors related to

47

intrinsic job satisfaction include: 1) the degree that the social worker perceives herself as

working effectively (Stalker et al., 2007) and; 2) believes that her work is making a

difference in people's lives (Landsman, 2001). It would appear that making a difference in

people’s lives and perceiving oneself as working effectively would increase positive attitude

towards one’s professional worth, competence and performance and contribute towards a

social worker’s sense of intrinsic job satisfaction and well-being. Social workers who view

themselves as professionally competent and capable of doing their job well (performance)

also appear to have a sense of achievement, which should also contribute to intrinsic job

satisfaction and well-being. A positive significant correlation was also found between

professional self-esteem and extrinsic job satisfaction. Social workers who have a positive

perception of their professional competence are more likely to work in places that they feel

offer fair extrinsic rewards. If not, they appear to have sufficient confidence in themselves

professionally to search for a work situation that would offer these.

4.2.5 Colleague support and job satisfaction and well-being

The only independent variable that was not significantly correlated with any of the

dependent variables (intrinsic and extrinsic job satisfaction, well-being) was colleague

support. This result does not support the professional literature, which appears to emphasize

the contribution of colleague support to job satisfaction and well-being (Bennett et al., 1993;

Bradley & Sutherland, 1995; Catherall, 1999; Kadushin & Harkness, 2002; Koeske &

Koeske, 1989; Poulin & Walter, 1992; Smith & Nursten, 1998; Thompson et al., 1996; Um

& Harrison, 1998). Perhaps because this study was conducted in Israel, where supervisory

support may be more focused on the educational and supportive functions than on the

administrative function, colleague support is not as crucial. In the United States it appears

that greater emphasis is placed on the administrative function (Kadushin & Harkness, 2002),

or not provided at all (Schroffel, 1999). In such cases, colleague support would assume

48

paramount importance. This finding supports the study of Brough and Pears (2004) among

public sector workers, which found that supervisor support directly predicted job

satisfaction, while colleague support was not significantly predictive of job satisfaction or

work related well-being. Acker (2004), however, found that both co-worker and supervisory

support were significantly and positively correlated with job satisfaction.

4.2.6 Perceived Environmental and family support of the profession and intrinsic job

satisfaction and well-being among Charedi and secular social workers

Significant differences were found between Charedi and secular social workers with

regard to correlations between perceived environmental support of the profession, perceived

family support of the profession and intrinsic job satisfaction and well-being. Among secular

social workers, perceived environmental support of the profession was significantly

correlated with intrinsic job satisfaction and well-being, while perceived family support of

the profession was significantly correlated with well-being. Perhaps the secular public is

more informed about the difficult and stressful nature of social work practice and values the

altruistic motivation of social workers. This validation and recognition of their profession

may contribute to secular social workers’ perceptions of intrinsic job satisfaction and well-

being. It is also possible that, psychologically, secular social workers themselves have a high

regard for their contribution to society, which they project onto their environment. This

projection may contribute to the secular social workers’ intrinsic job satisfaction and well-

being. Perceived family support of the profession was correlated with well-being among the

secular social workers. It can be assumed that after a difficult day at work, the secular social

workers receive moral support, understanding or sympathy from their families, which

contributes to their well-being. These significant correlations were not found among the

Charedi social workers. A possible explanation for this difference could be that social work

as a profession is not a recognized employment option for Charedi women within the

49

Charedi population. In general, careers and university degrees are not highly valued goals for

Charedi women, and work is mainly viewed as a means to help support a family. Although

the profession of social work has started to make inroads into Charedi society, it is still far

from a competitive option for Charedi women to choose over the traditional tracks available

to them. Furthermore, Charedi social workers may have ambivalent feelings about practicing

their profession and may question their contribution to society. Charedi social workers may

experience more ethical dilemmas than secular social workers due to their absolute

commitment to Halacha (Jewish Law). Contradictions between the values of the profession

and/or secular law and Halacha can cause terrible inner turmoil for Charedi social workers,

which they perhaps project onto their environment. Therefore, perceived environmental

support of the profession did not contribute to their intrinsic job satisfaction and well-being.

With regard to perceived family support of the profession and well-being, it is likely that

Charedi social workers do not bring their experiences from work home as they feel

uncomfortable exposing their husbands or children to the nature of their work. In general,

there is far less exposure to difficult topics such as violence or sexual abuse, and great value

is placed on how and what is discussed. Perhaps secular families are more exposed to

difficult topics via the media and television and, therefore, discussion about what happens at

work is a less sensitive issue than it may be within Charedi families.

4.2.7 Personal and professional characteristics, intrinsic and extrinsic job satisfaction, and well-

being

Some personal and professional characteristics were found to have significant

correlations with intrinsic and extrinsic job satisfaction and well-being. Age, number of

children and the number of years of professional experience had significant positive

correlations with intrinsic job satisfaction. Older social workers can be assumed to have had

different job experiences both within the social work field and in other fields of work. They

are likely to be employed in positions that they feel suitable to their talents, skills, education

50

and life situation, and where they feel that they are able to make a positive contribution.

Chronological age has been found to have a direct impact on job satisfaction and can reflect

processes of adaption to the work role (Kallenberg & Loscocco, 1983). The number of

children was found to have a positive correlation with well-being and intrinsic job

satisfaction. Kallenberg and Loscocco (1983) discuss structural determinants of job

satisfaction that are not restricted to the work role. They write that non-working roles, such

as gender and family structural position, affect one’s expectation and returns from work.

Possibly the field of social work, which is known to be dominated by women, is more

accommodating and flexible for families. Flexibility within the workload and work-life

balance was found to be related to well-being among social workers (Shier & Graham,

2010). Perhaps social workers with children, and responsibilities towards them, work in

positions that suit their work-life balance, which contributes to their intrinsic job satisfaction

and well-being. Extrinsic job satisfaction was found to be higher among social workers in

managerial positions. Research has shown that managers have more opportunities to acquire

skills, more opportunities for self-development and have a broader scope of decision making

(Jessen, 2010). Managers in Israel enjoy a higher pay scale throughout their working life in

the public sector ( 2011-2012, סוציאליםהעובדים איגוד ה ). These characteristics found in

managerial positions may contribute to extrinsic job satisfaction.

4.3 Part 3: Interactions and factors that explain intrinsic and extrinsic job

satisfaction, and well-being.

The hierarchical regression analysis contributed in three different ways to better

understanding the factors that explain intrinsic and extrinsic job satisfaction and well-being

of social workers by: 1) explaining the percentage of variance; 2) revealing interactions

between the variables; and 3) providing information on variables that act as mediators. The

latter will be discussed later in the structural models. Hierarchical regression analysis

51

explained twenty-five percent of intrinsic job satisfaction. Significant contributors to the

variance of intrinsic job satisfaction were number of children, supervisory support, perceived

environmental support of the profession, and professional self-esteem. An additional seven

percent was contributed by the interactions of: 1) age x supervision; and 2) perceived family

support of the profession x professional self-esteem. The first interaction showed that older

social workers who perceived supervisory support as positive had higher intrinsic job

satisfaction. When considering budgets, organizations should consider this interaction as

proper supervision may contribute towards retaining experienced staff.

The second interaction showed that social workers who perceive family support of

the profession as high have a lower correlation between professional self-esteem and

intrinsic job satisfaction, whereas social workers who perceive family support of the

profession as low show a positive association between professional self-esteem and intrinsic

job satisfaction. Perhaps because the latter group perceives family support for their

profession as low, they provide their own recognition for their achievements and find

satisfaction in their ability to do their job effectively and well. It appears that this group’s

high professional self-esteem compensates for their low level of perceived family support of

the profession.

The results of hierarchical regression analysis accounted for thirty-one percent of

extrinsic job satisfaction. Work role (manager/worker), supervision, and professional self-

esteem were significant contributing factors to the explained variance. Furthermore, the

results of hierarchical regression analysis accounted for forty-one percent of the variance of

well-being. Significant contributors to the variance of well-being were supervision,

perceived family and environmental support of the profession, professional self-esteem and

intrinsic job satisfaction. A fifth step was added to the hierarchal regression to check the

contribution of intrinsic and extrinsic job satisfaction to the well-being variance. Intrinsic job

satisfaction was found to contribute significantly to well-being, which may be explained by

52

the fact that the sample is comprised of social workers. The social work profession has a

standard of values and ethics in which social workers believe and by which they try to

practice. These include, for example, service, social justice, dignity and worth of the person,

importance of human relationships, integrity and competence. These ethics and values are

intrinsic to the social worker’s orientation. Social workers who enjoy intrinsic job

satisfaction may feel that they are fulfilling these values and ethics in their everyday

workload, which may contribute to their sense of well-being.

The study also examined structural equation models to explain the variance of well-

being. Models were examined for each group separately, after Fisher’s Z analyses showed

differences in the correlations between the variables of perceived environmental and family

support of the profession and well-being. The structural equation models showed that the

professional self-esteem and intrinsic job satisfaction variables mediated between the formal

(supervisory support) and informal support (perceived family and environmental support of

the profession) and well-being. Similarities were found for the two groups of social workers

with regard to the significant contribution of: 1) supervisory support to intrinsic and extrinsic

job satisfaction; 2) perceived family support of the profession directly to well-being; 3) the

mediation of professional self-esteem between perceived environmental support of the

profession and well-being. Differences were found between the two groups of social workers

with regard to the mediation of the intrinsic job satisfaction and professional self-esteem

variables to well-being. Among the Charedi social workers, professional self-esteem

mediated between intrinsic job satisfaction, perceived environmental support of the

profession and well-being; that is, higher intrinsic job satisfaction and/or perceived

environmental support of the profession among the Charedi social workers were associated

with higher professional self-esteem, which in turn was associated with greater well-being.

The influence of environmental support of the profession on professional self-esteem among

Charedi social workers may indicate that the Charedi community perceives the social work

53

profession as beneficial. In recent years, there has been cooperation between community

leaders, such as Rabbis, with social services in order to address serious problems that require

professional help ( 2009, ולייקח,לוי-רגולנט ,עטיה, מילר; 2009, פרידנזון ). Intrinsic job

satisfaction may influence the Charedi social workers' professional self-esteem because of

the possibility that they relate to the profession from a cultural perspective. Altruistic

behavior, kindness, charity and helping others are some of the important values within the

eco-cultural context of the Charedi community (Rosenthal & Roer-Strier, 2006). These

values are inculcated at an individual level from early childhood and are reinforced at the

environmental level. It appears that these cultural values share some common ground with

some of the values and ethics of the social work profession such as service, dignity and

worth of the person, importance of human relationships and integrity. It is possible that the

eco-cultural context itself may be a strong motivator and greatly influence intrinsic job

satisfaction. In fact, the social psychological or interactionist model of work satisfaction

reflects this approach (Mottaz, 1985). Perhaps Charedi social workers are a good person-

environment fit for the profession, whose intrinsic job satisfaction is derived from this eco-

cultural context and from the profession’s ethics and values. This in turn contributes to the

Charedi social worker’s professional self-esteem and ensuing well-being.

A comparison of the two models shows that the Charedi social workers have a far

lower level of well-being derived from the variables than the secular social workers. Russell

(2008) writes that job satisfaction should influence subjective well-being to the degree that

work is considered an important part of one’s life. This seems to indicate that the Charedi

social workers have other variables that contribute more to their well-being. Sheleg

(2000 writes that although within Charedi society women are not officially part of any ( ,שלג

formal religious forums (rabbinical or halachic), they have an equal and often greater role

than their husbands in all factors (financial, educational) pertaining to the family. This

division of roles has existed within Charedi society as far back as can be remembered. From

54

childhood, Charedi women anticipate marriage and motherhood. Frishman’s (1979 פרישמן, )

study about the attitudes and beliefs of Charedi and secular girls towards marriage,

pregnancy and motherhood found that over 50% of Charedi girls reported bearing, raising

and educating children as the top three areas, roles and activities for a married woman,

whereas over 50% of secular girls reported the woman’s career, educating children and

personal independent development as the top three areas, roles and activities for a married

woman. The value-as-a-moderator model predicts that people gain a sense of satisfaction

from activities congruent with their values, and that satisfaction with a specific life domain

has a stronger influence on overall subjective well-being to the degree that the life domain is

personally valued (Oishi, Diener, Suh, & Lucas, 1999). It is assumed that Charedi social

workers derive a sense of well-being from factors related to their roles within their families,

as well as from the altruistic nature of the social work profession that is so well suited to

their eco-cultural context. This does not mean that Charedi social workers are not interested

in advancing in their profession, or that secular social workers have a greater sense of well-

being from their career than from their family role. In fact, perceived family support of the

profession was directly associated with the social worker’s well-being in both groups.

However, the dominant cultural script among secular, educated, middle-class Israelis appears

to strive towards personal independence and autonomy, whereas the Charedi cultural script

places a high value on family life and altruistic behavior (Rosenthal & Roer-Strier, 2006).

4.4 Limitations

This study has several limitations. First, the perceived family and environmental

support of the profession questionnaire (measures of informal support) had never been used

prior to the present study and therefore its validity cannot be verified. Second, because the

sample used was not random, caution should be applied when considering the results in

context to the general population of social workers.

55

4.5 Recommendations for social work practice

This study is the first quantitative study to be conducted among Charedi female social

workers. It, thus, expands the knowledge on the transition of a minority group within Israel

into the profession of social work. The findings of this study should help raise the awareness

and cultural sensitivity of non-Charedi organizations to the values and needs of Charedi

social workers that may join their staff. Additionally, the study emphasizes the significance

of informal support, such as perceived positive family and environmental support of the

profession, for the well-being and professional self-esteem of social workers, and adds to the

existing body of knowledge on the significance of supervision.

In light of the significant findings of this study, recommendations are offered for

further research. Research should be done on factors that can contribute to perceived

environmental and family support of the social work profession among Charedi social

workers. This research should help identify factors within Charedi society that could help

foster a positive attitude towards the social work profession and encourage Charedi women

to become social workers. In addition, further research should focus on other factors that

contribute to intrinsic job satisfaction and well-being among Charedi social workers.

Research should also examine other factors that contribute to professional self-esteem in

social workers. Organizations should prioritize good supervision for their social workers.

56

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rce=gale&srcprod=AONE&userGroupName=barilan&version=1.0

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Appendix 1. Demographics Questionnaire - Charedi

היענותך תסייע לנו בניתוח הממצאים ואנו . נודה לך מאד אם תואילי למלא מספר פרטים על עצמך

.תשובותמדגישים שוב את התחייבותנו לשמירה על סודיות ואנונימיות מלאה של ה

______ : גיל .1

אלמנה . 4 גרושה. 3 נשואה. 2 רווקה . 1 : האם את .2

_____: מספר ילדים .3

ספרדי. 2 אשכנזי. 1 :מנהג .4

:לאיזה מגזר את שייכת .5

חרדית חסידית . 1

חרדית ליטאית . 2

חרדית לאומית. 3

דתי לאומי. 4

___________________________________________: היכן למדת עבודה סוציאלית .6

__________: כמה שנים את עובדת במקצוע .7

__________________): בית אבות וכיוצא בזה, פנימיות, לשכת רווחה: לדוגמה(מקום עבודה .8

__________________: מה תפקידך במקום עבודתך .9

_______________: כמה שעות בשבוע את עובדת .10

:קולגות שלך לעבודה הם .11

כולם חרדים . 1

כולם חילוניים . 2

ם דתיים לאומייםכול. 3

יחלקם חרדים וחלקם דתי לאומ. 4

חלקם חרדים חלקם דתי לאומיים וחלקם חילוניים. 5

חלקם דתי לאומיים וחלקם חילוניים6

65

:סוג הפונים בהם את מטפלת .12

כולם חרדים . 1

כולם חילוניים . 2

כולם דתיים לאומיים. 3

יחלקם חרדים וחלקם דתי לאומ. 4

חלקם חרדים חלקם דתי לאומיים וחלקם חילוניים. 5

חלקם דתי לאומיים וחלקם חילוניים6

:ת מקבלתאיזה סוג של הדרכה א .13

הדרכה אישית. 1

הדרכה קבוצתית . 2

שני הסוגים. 3

:באיזה תכיפות את מקבלת הדרכה .14

פעם בשבוע. 1

פעם בשבועיים. 2

פעם בחודש. 3

אינני מקבלת הדרכה קבועה. 4

כן. 2 לא .1 ? בהשתלמות מקצועיתבשנה האחרונההאם השתתפת .15

66

Appendix 2. Demographics Questionnaire - Secular

היענותך תסייע לנו בניתוח הממצאים ואנו . נודה לך מאד אם תואילי למלא מספר פרטים על עצמך

. שוב את התחייבותנו לשמירה על סודיות ואנונימיות מלאה של התשובותמדגישים

______ : גיל .1

אלמנה . 4 גרושה. 3 נשואה. 2 רווקה . 1 : האם את .2

_____: מספר ילדים .3

נוצרית . 4 דרוזית . 3 מוסלמית . 2 יהודיה . 1 : אני .4

חרדית. 4 דתית . 3 מסורתית . 2 חילונית . 1 : מידת הדתיות שלי .5

___________________________________________: היכן למדת עבודה סוציאלית .6

__________: כמה שנים את עובדת במקצוע .7

__________________): בית אבות וכיוצא בזה, פנימיות, לשכת רווחה: לדוגמה(מקום עבודה .8

__________________: מה תפקידך במקום עבודתך .9

_______________: כמה שעות בשבוע את עובדת .10

:קולגות שלך לעבודה הם .11

כולם חרדים . 1

כולם חילוניים . 2

כולם דתיים לאומיים. 3

יחלקם חרדים וחלקם דתי לאומ. 4

חלקם חרדים חלקם דתי לאומיים וחלקם חילוניים. 5

ם וחלקם חילוניים חלקם דתי לאומיי6

:סוג הפונים בהם את מטפלת .12

כולם חרדים . 1

כולם חילוניים . 2

כולם דתיים לאומיים. 3

יחלקם חרדים וחלקם דתי לאומ. 4

וחלקם חילונייםחלקם חרדים חלקם דתי לאומיים . 5

חלקם דתי לאומיים וחלקם חילוניים.6

:איזה סוג של הדרכה את מקבלת .13

67

הדרכה אישית. 1

הדרכה קבוצתית . 2

שני הסוגים. 3

:באיזה תכיפות את מקבלת הדרכה .14

פעם בשבוע. 1

פעם בשבועיים. 2

פעם בחודש. 3

אינני מקבלת הדרכה קבועה. 4

כן. 2 לא .1 ? בהשתלמות מקצועיתבשנה האחרונההאם השתתפת .15

68

Appendix 3. Supervisory Support Questionnaire

אנא צייני באיזה מידה כל . טים שלפניך מתארים התייחסות של מדריך או מדריכה למודרכיםהמשפ

.משפט מתאר את הרגשתיך

לא נכוןנכון במידה

מעטה

נכון במידה

חלקית נכון מאד

ת בי כאשר אני נתקלת בקשיים/תומכ .1 4 3 2 1

מגלה כלפי יחס חם וידידותי .2 4 3 2 1

1 2 3 4 לי בתשומת לב כאשר אני ה /מקשיב .3

משוחחת

1 2 3 4 ת אותי כאשר אני /ת ומשבח/מעודד .4

מבצעת משהו היטב

ת ציפיות ברורות בהקשר לתפקידי/בעל .5 4 3 2 1

1 2 3 4 ה בדרך כלל כאשר אני נזקקת /זמינ .6

ה/לו

ת לי בביצוע עבודתי/מסייע . 7 4 3 2 1

ת לי עצמאות בעבודתי/נותנ . 8 4 3 2 1

1 2 3 4 ה לרשותי את הידע והניסיון /מעמיד . 9

ה/שלו

ה על נהלי הארגון/מקפיד . 10 4 3 2 1

1 2 3 4 ת /מקנה לי ידע ומיומנויות ותורמ . 11

להתפתחותי המקצועית

69

Appendix 4. Extrinsic Job Satisfaction Questionnaire

שביעות הרצון שלך בכל אחד צייני את מידת. מקום עבודה תורם לשביעת רצוננו בתחומים שונים

.מהמרכיבים הבאים

כלל לא

מרוצה

לא כל כך

מרוצה

מרוצה

במידה

בינונית

מרוצה מרוצה

מאד

משכורת .1 5 4 3 2 1

תנאים פיסיים במקום העבודה .2 5 4 3 2 1

נוחות שעות העבודה .3 5 4 3 2 1

1 2 3 4 5

, חופשות(התנאים הסוציאליים .4

, יםמתנות בחג, השתלמות, קרנות

.הטבות שונות

אווירה חברתית במקום העבודה .5 5 4 3 2 1

70

Appendix 5. Professional Self-Esteem Questionnaire

:סמני לגבי כל משפט את מידת הסכמתך לגביו. המשפטים הבאים מתייחסים אליך כאיש מקצוע

לא מאד

1 2 3 4 5 6 7 מקצועיים אני בטוחה שהידע והמיומנויות ה, ככלל . 1

שלי הנם ברמה גבוהה ביותר

אני מרגישה שהמטופלים מעריכים אותי מאד . 2 7 6 5 4 3 2 1

אני חושבת שאני האדם המתאים למקצוע שבחרתי . 3 7 6 5 4 3 2 1

1 2 3 4 5 6 7 יש לי הרגשה טובה שאני מבצעת את , ככלל . 4

התפקידים המקצועיים על הצד הטוב ביותר

1 2 3 4 5 6 7 לעיתים קרובות אני מרגישה חוסר ביטחון לגבי . 5*

היכולת המקצועית שלי

בקשר שלי עם המטופלים שלי אני מצליחה . 6 7 6 5 4 3 2 1

אני זוכה להערכה מצד הצוות איתו אני עובדת . 7* 7 6 5 4 3 2 1

71

Appendix 6. Intrinsic Job Satisfaction Questionnaire

סמני לגבי כל משפט את מידת . המשפטים הבאים מתייחסים לתחושותיך כלפי עבודתך הנוכחית

.הסכמתך לגביו

מאד לא

מסכימה

מאד

מסכימה

העבודה שלי היא כמו תחביב עבורי .1 5 4 3 2 1

1 2 3 4 5 העבודה שלי בדרך כלל מעניינת מספיק כדי למנוע ממני .2

לחוש משועממת

י שחברי יותר מתעניינים בעבודתםנראה ל .3 5 4 3 2 1

לא נעימה-אני רואה את עבודתי במידת מה כ .4 5 4 3 2 1

אני נהנית מהעבודה שלי יותר מאשר מהזמן הפנוי שלי .5 5 4 3 2 1

לעיתים קרובות משעמם לי בעבודה .6 5 4 3 2 1

אני מרגישה די מרוצה מהעבודה הנוכחית שלי .7 5 4 3 2 1

מכריחה את עצמי ללכת לעבודהרוב הזמן אני .8 5 4 3 2 1

לעת עתה אני מרוצה מהעבודה שלי .9 5 4 3 2 1

1 2 3 4 5 בהשוואה , אני מרגישה שהעבודה שלי אינה מעניינת יותר .10

לעבודות אחרות שאני יכולה להשיג

אני בהחלט לא אוהבת את העבודה שלי .11 5 4 3 2 1

1 2 3 4 5 האנשים אני מרגישה שאני מאושרת מעבודתי יותר מרוב .12

האחרים

רוב הימים אני מתלהבת מהעבודה שלי .13 5 4 3 2 1

כל יום עבודה נראה כאילו שלעולם הוא לא יסתיים .14 5 4 3 2 1

אני אוהבת את העבודה שלי יותר מאשר העובד הממוצע .15 5 4 3 2 1

העבודה שלי לא כל כך מעניינת .16 5 4 3 2 1

אני מוצאת הנאה אמיתית בעבודה שלי .17 5 4 3 2 1

אני מאוכזבת מכך שלקחתי את העבודה הזאת .18 5 4 3 2 1

72

Appendix 7. Well-Being Questionnaire

סמני עד כמה כל משפט מתאר את . להלן מספר משפטים הנוגעים לתחושות ומחשבות אישיות שלך

.בשבועיים האחרוניםתחושותיך ומחשבותיך

אף פעם

לעיתים

נדירות

חלק

מהזמן

לעיתים

תמיד קרובות

אני מרגישה אופטימית לגבי העתיד .1 5 4 3 2 1

אני מרגישה יעילה .2 5 4 3 2 1

אני מרגישה נינוחה .3 5 4 3 2 1

אני מתעניינת באנשים אחרים .4 5 4 3 2 1

אני מלאת אנרגיה .5 5 4 3 2 1

אני מתמודדת היטב עם בעיות .6 5 4 3 2 1

אני חושבת בבהירות .7 5 4 3 2 1

ני מרגישה טוב עם עצמיא .8 5 4 3 2 1

אני מרגישה קרובה לאנשים אחרים .9 5 4 3 2 1

אני מרגישה בטוחה בעצמי .10 5 4 3 2 1

1 2 3 4 5 אני יכולה להחליט בעצמי לגבי דברים .11

מסוימים

אני מרגישה אהובה .12 5 4 3 2 1

אני מתעניינת בדברים חדשים .13 5 4 3 2 1

ישה עליזהאני מרג .14 5 4 3 2 1

73

Appendix 8. Family and Environmental Perception Questionnaire

. כעובדת סוציאליתלפניך משפטים המתייחסים לסביבה הקרובה שלך ואליך

עד כמה את מסכימה עם המשפט, קראי כל משפט וסמני באיזו מידה זה מתאים לגביך

מאד לא

מסכימה

מאד

מסכימה

1 2 3 4 5 התרחקו ממני מאז שהתחלתי ללמודחלק מהחברות שלי .1

באירועים משפחתיים אני לא אומרת שאני עובדת .2 5 4 3 2 1

סוציאלית

1 2 3 4 5 ילדי לא מספרים בבית הספר שאני עובדת סוציאלית .3

רוב האוכלוסייה החרדית חושבת שעובדים סוציאליים .4 5 4 3 2 1

עושים דברים רעים

ושה אני אומרת שאני עובדת אם שואלים אותי מה אני ע .5 5 4 3 2 1

במשרד

כשלאנשים מתברר שאני עובדת סוציאלית הם לא .6 5 4 3 2 1

מדברים על ידי

קרובי משפחתי מוצאים דרכים לא להבליט את העובדה .7 5 4 3 2 1

שאני עובדת סוציאלית

1 2 3 4 5 "אל תגידי מה את עושה"בעלי אמר לי .8

העובדה שלמדתי עבודה קרובי בדרך כלל מעלימים את .9 5 4 3 2 1

סוציאלית

1 2 3 4 5 עובדות סוציאליות מקבלות מקום של כבוד בקהילה .10

אנשים רבים חושבים שלעובדות סוציאליות יש מה .11 5 4 3 2 1

לתרום בקהילה

1 2 3 4 5 במשפחתי הקרובה אני מרגישה הערכה למקצוע שלי .12

דה במוסדות החינוך לא מעודדים בנות ללמוד עבו .13 5 4 3 2 1

סוציאלית

אנשים לא רוצים לדעת מה באמת עושים עובדים .14 5 4 3 2 1

סוציאליים

אנשים משכילים בקהילה שלנו מתייחסים בהערכה .15 5 4 3 2 1

לעבודה שאני עושה

בסך הכל אני מרגישה שמעריכים את זה שאני עובדת .16 5 4 3 2 1

סוציאלית

1 2 3 4 5 יתהייתי ממליצה לבתי ללמוד עבודה סוציאל .17

74

Appendix 9. Colleague Support Questionnaire

.המשפטים הבאים מתארים את יחסם האפשרי של עמיתים לעבודה

:אנא צייני באיזו מידה כל אחד מהם מתאר את יחסם של עמיתיך לעבודה אליך

כלל לא

נכון

נכון

מאד

1 2 3 4 מגלים חום וידידות כלפי כאשר משהו מציק לי . 1

ואני נתקלת בקשיים

1 2 3 4 מקשיבים לי בתשומת לב כאשר אני משוחחת . 2

איתם אודות משהו שמציק לי

1 2 3 4 תומכים בי ומשבחים אותי כאשר אני מבצעת . 3

משהו היטב

מגלים הבנה כאשר אני במצב רוח ירוד . 4 4 3 2 1

1 2 3 4 אני נפגשת עמם לעתים קרובות גם מחוץ לשעות . 5*

העבודה

מעמידים לרשותי את הידע והניסיון שלהם .6 * 4 3 2 1

מסייעים לי בביצוע עבודתי .7* 4 3 2 1

קצירת

ליות חרדיות הינן עובדות סוציא, לכן;לימודים אקדמיים אינם נורמה בקרב נשות העדה החרדית

מטרת מחקר זה היתה . חלוצות בתחומן והן מהוות אוכלוסייה חדשה שנמנית עם שורות המקצוע

לבחון אלו גורמים תורמים לשביעות הרצון מהעבודה ולתחושת הרווחה של עובדות סוציאליות

בהתבסס על תיאוריית המערכות של ברונפנברנר .חרדיות בהשוואה לאלה החילוניות

)Bronfenbrenner, 1977( , מחקר זה בחן את תרומתם של משאבים אישיים) הערכה עצמית

קהילהתמיכה נתפסת במקצוע של ה(ם קהילתייו) תמיכת עמיתים והדרכה(ארגוניים , )מקצועית

על שביעות רצונן מהעבודה ועל תחושת רווחתן של עובדות סוציאליות חרדיות ) ושל המשפחה

. וחילוניות

חרדיות 102מהן , עם ותק של לפחות שנה במקצוע עובדות סוציאליות188השתתפו במחקר : מערך

תמיכת ;דמוגרפיה: הבאים תת שאלונים8 שכלל את ה הנבדקות מלאו שאלון . חילוניות86- ו

הערכת עצמית ; )1989, אבירם וקטן( שביעת רצון אקטרינזית ;)1989, אבירם וקטן(הדרכה

תחושת רווחה;(Brayfield & Roth, 1951)שביעת רצון אינטרינסית ;(Carmel, 1997) מקצועית

(Tennant et al, 2007);פסת במקצוע של הקהילה ושל המשפחה תמיכה נת

(Baum et al, in press) ; 1989, אבירם וקטן(תמיכת עמיתים.(

תחושת שתי הקבוצות דיווחו על רמות גבוהות של שביעות רצון מהעבודה ועל : ממצאים

רצון הת והרווחה האישית ושביעתחושת במדגם נמצא קשר מובהק בין . ווחה אישית גבוההר

בין גם קשר מובהק נמצא .הערכה עצמית מקצועית והדרכהל )אינטרינזית ואקטרינזית (עבודההמ

הרווחה ,בשתי הקבוצות .נתפסת במקצוע של הסביבה ושל המשפחההתמיכה לרווחה התחושת

ההערכה העצמית המקצועית של החרדיות . ההערכה העצמית המקצועיתהאישית מושפעת מאד מ

, לעומת זאת. י בעבודה ומהתמיכה הנתפסת של הסביבה במקצועזמושפעת מהסיפוק האינטרינ

ההערכה העצמית המקצועית של החילוניות מושפעת מהתמיכה הנתפסת של הסביבה והמשפחה

. כמו גם מהתמיכה ההדרכתית, במקצוע

מדגיש את חשיבות תמיכת , שון מסוגו בקרב עובדות סוציאליות חרדיותרא, המחקר

כמו גם את מרכזיותה של ההדרכה בקרב עובדות סוציאליות בכלל , הסביבה והמשפחה במקצוע

ממצאי המחקר מהווים בסיס ראשוני למחקרי המשך ולבניית תוכניות . ובקרב אלה החרדיות בפרט

כל אחת על פי צרכיה ,ציאליות החילוניות והחרדיות גם יחדהמותאמות לצורכיהן של העובדות הסו

.ומאפייניה

א

לואיס ש"ע ס"לע הספר מבית נחמי באום' ר חיה שוורץ ופרופ"של ד ןבהדרכת נעשתה זו עבודה

אילן-בר אוניברסיטת של וייספלד וגבי

אוניברסיטת בר אילן

:שביעות רצון מהעבודה ותחושת רווחה בקרב עובדות סוציאליות חרדיות וחילוניות

ארגוניים וקהילתיים, משאבים אישייםתרומתם של

רחל גוטשטיין

מוסמך התואר קבלת לשם מהדרישות כחלק מוגשת זו עבודה

אילן-בר אוניברסיטת של וייספלד וגבי לואיס ש"ע סוציאלית לעבודה הספר בבית

ב"תשע רמת גן