This exploratory study focused on identifying the stuctural indicators of high quality childcare that are associated with high levels of caregiver sensitivity. The participants in the study were 318 caregivers employed in 234 Canadian childcare centres. Caregivers were observed in their centres and their sensitivity was rated using the Caregiver Interaction Scale (Arnett, 1989). Structural indicators of quality were identified through a Centre Questionnaire and a Staff Questionnaire developed for the You Bet I Care! study (Goelman et al. 2000) sent to centres prior to the observations. Using a median split, the caregivers' scores were divided into high and low scores and the structural indicators of the two groups were compared. The results were analysed first considering the scores of all observed caregivers together and then as two separate groups: caregivers of infants and toddlers and caregivers of children aged 3 to 6 years. The analysis revealed that certain features of the centre and characteristics of the caregiver were associated with higher levels of caregiver sensitivity. The features of the centre that were associated with caregiver sensitivity included financial issues (eg. wages), staff development, centre administration, and characteristics of the children in the centre. Characteristics of the caregivers that were associated with sensitivity were caregiver attitudes and beliefs, caregiver feelings about their work, and level of education. The results of this study suggest that caregiver sensitivity which is related to positive developmental outcomes for children may be enhanced through the active support of the larger community. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

No description available.

This case study investigated the quality of supervisor- employee communication and its impact on employee job satisfaction, self-esteem and trust, as well as the link to program quality in a center-based childcare setting. Three research questions guided the study with the purpose of examining communication as a means to improve job satisfaction, diminish staff turnover and strengthen program quality. Fifteen employees from a non-profit childcare center in San Joaquin County volunteered for the study. Data was collected from face to face and telephone interviews. Transcripts of the interviews revealed three themes- feedback, active listening and supervisor support. Responses were coded and categorized by theme, and then each theme was sorted into high quality supervisor communication responses and low quality supervisor communication responses. High quality supervisor communication was characterized by frequent and constructive feedback, self-motivation, openness and freedom to speak. The results of the study indicated high quality supervisor communication increased job satisfaction. Low quality supervisor communication was characterized by minimal feedback, the perception of favoritism, interference of work routine, low morale and increased absenteeism. The study found low quality supervisor communication hindered job satisfaction. The results of the study indicated that high quality communication between supervisor and employee had a positive impact on job performance, job satisfaction and organizational outcomes. Feedback, active listening and support were important communication behaviors sustaining job satisfaction. Passion for children proved to be intrinsic motivation to enhance program quality. Suggestions for developing program quality are provided.

Thirty-six family child care providers were divided into matched pairs, then randomly assigned to two treatment groups; catalyst and self-study. The purpose was to investigate how training affects quality of child care and to determine what provider characteristics interact with self-paced learning methods to change quality of care. The Family Day Care Rating Scale (Harms & Clifford, 1989) was used to rate quality of care. Three pretest and three posttest ratings were collected for each provider before and after a three-month treatment period. Ratings were collected from trained validators, from the providers as a self-rating, and from parents with children in care. An additional score was collected from providers regarding their perception of training method using a ten-item rating scale. There was a 38% attrition rate in the original sample resulting in a final sample size 8 Pp of 22. Results from this study suggest that at least two key criteria affect quality of care in family child care; (a) provider training in child-related areas and, (b) provider affiliation with family day care organizations. Providers not previously affiliated with a family day care association had a greater initial margin for improving their quality (E=9.21 p<.007) than affiliated providers. All providers improved their quality of care scores during the three month period. When asked to evaluate the training, all providers perceived their assigned training method as flexible and convenient. Providers in the catalyst training group rated two items significantly higher than self-study; the value of new information (E=11.30 p<.003), and the degree of personal growth experienced (F=9.28, p<.007). Parents differed from both validators and providers in their evaluation of the provider’s child care environment. This suggests that parents are not fully aware of either the components of quality child care or the daily operations in the home of their own family child care provider. / Ph. D.

Thesis (D. Min.)--Gordon-Conwell Theological Seminary, Charlotte, NC, 2002. / Abstract and vita. Includes bibliographical references (leaves 117-123).

This study focused on two factors, auspice and job satisfaction, which have been shown to impact on the quality of child care programs. However, while research has indicated that auspice, job satisfaction, and program quality are intertwined, there is a lack of research which explores these factors qualitatively. There is also a dearth of research which has considered auspice from the caregivers' perspectives. Hence, the purpose of this study was to explore the meaning that caregivers give to auspice in their work in nonprofit and for-profit child care centers. As well, this study sought to examine the relationship between auspice and job satisfaction from the caregiver's point of view, paying close attention to differences in job satisfaction that existed between staff employed in nonprofit centers and staff who worked in private or for-profit centers. A series of qualitative, in-depth interviews were conducted with eight child care workers from the Vancouver Metropolitan area. Four of the participants were employed in or owned private centers and four of the participants worked in nonprofit centers. Positive and negative perceptions of both nonprofit and private auspice emerged. In particular, the nonprofit participants believed that child care should be operated as a service and not a business. They perceived that the motive to make a profit in child care lead for-profit centers to sacrifice quality in order to cut costs and maximize profits. On the other hand, the for- profit participants perceived that their centers provided high quality care and were dedicated to putting the needs of children and staff first. In general, the participants'' perceptions of factors that influenced their job satisfaction were similar across auspices. The nature of child care work and supportive relationships with co-workers were factors which positively influenced job satisfaction while the perceived lack of status in the eyes of society negatively affected satisfaction. Differences in job satisfaction according to auspice were found on several factors, such as government policies and a perceived lack of enough time to accomplish job duties.

Thesis (D. Min.)--Gordon-Conwell Theological Seminary, Charlotte, NC, 2002. / Abstract and vita. Includes bibliographical references (leaves 117-123).

Thesis (D. Min.)--Gordon-Conwell Theological Seminary, Charlotte, NC, 2002. / Abstract and vita. Includes bibliographical references (leaves 117-123).

This study focused on two factors, auspice and job satisfaction, which have been shown to impact on the quality of child care programs. However, while research has indicated that auspice, job satisfaction, and program quality are intertwined, there is a lack of research which explores these factors qualitatively. There is also a dearth of research which has considered auspice from the caregivers' perspectives. Hence, the purpose of this study was to explore the meaning that caregivers give to auspice in their work in nonprofit and for-profit child care centers. As well, this study sought to examine the relationship between auspice and job satisfaction from the caregiver's point of view, paying close attention to differences in job satisfaction that existed between staff employed in nonprofit centers and staff who worked in private or for-profit centers. A series of qualitative, in-depth interviews were conducted with eight child care workers from the Vancouver Metropolitan area. Four of the participants were employed in or owned private centers and four of the participants worked in nonprofit centers. Positive and negative perceptions of both nonprofit and private auspice emerged. In particular, the nonprofit participants believed that child care should be operated as a service and not a business. They perceived that the motive to make a profit in child care lead for-profit centers to sacrifice quality in order to cut costs and maximize profits. On the other hand, the for- profit participants perceived that their centers provided high quality care and were dedicated to putting the needs of children and staff first. In general, the participants'' perceptions of factors that influenced their job satisfaction were similar across auspices. The nature of child care work and supportive relationships with co-workers were factors which positively influenced job satisfaction while the perceived lack of status in the eyes of society negatively affected satisfaction. Differences in job satisfaction according to auspice were found on several factors, such as government policies and a perceived lack of enough time to accomplish job duties. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

Submitted in fulfillment of the requirements for the Degree in Masters in Health Sciences in Nursing, Durban University of Technology, Durban, South Africa, 2017. / Introduction Malnutrition continues to be a major public health problem, especially in children under 5 years of age. Nutritional status is one of the indicators of overall well-being and human resources development of a nation. Aim of the study The aim of the study was to explore and describe experiences of Community Care Givers regarding the assessment of malnutrition in children under 5 years of age in eThekwini District Health Sub-district North area six. Methodology A qualitative, exploratory, descriptive study was used to conduct the study. Semi-structured individual face to face interviews were conducted with 13 participants. The study was guided by Pender’s Model of Health Promotion. Results The findings of the study revealed that participants were dissatisfied with mid upper arm circumference training. They reported lack of support and supervision in their performance such that mid upper arm circumference was non-prioritized. They were dissatisfied with remuneration and they worked under unsafe conditions. Conclusion In order to combat malnutrition in children under 5 years in the community, Community Care Givers need to be vigorously educated on the rationale of malnutrition assessment of children under 5 years in the communities so that they can have insight into what they are doing. Community Care Givers have multiple roles and may need to prioritize their work; this is not easy and requires specific guidance and training from skilled health professionals. / M