understanding the motivation to seek or keep a job among adults with smd phyllis panzano, ph.d., bev...

Understanding the Motivation to Seek or Keep a

Job among Adults with SMD

Phyllis Panzano, Ph.D., Bev Seffrin, Ph.D., Sheri Chaney, M.A.

Decision Support Services, Inc.

Funded by the Ohio Department of Mental Health,The Social Security Administration & SAMHSA

GOALS OF THE RESEARCH

• To test a widely-studied model of work motivation on a sample of working adults with severe mental disabilities (SMD)

• To explore differences in motivation to seek employment among non-working adults with SMD who are involved in vocational programming

Brief History

• Job Incentive Focus Project (JIF): Innovative Research Component

• JIF Agency Participants:•Eastway MHC, Eastco (Dayton)•Coleman Professional Center (Kent,

Canton & Warren)•COVA (Columbus)•The Zepf Center, Network (Toledo)

Brief History

• Other participating organizations:– Amethyst– Columbus Area MHC – Pathway

Clubhouse– Community Support Services– Concord Counseling– North Central Mental Health Center– Ohio Rehabilitation Services Commission– Southeast MHC– The Vision Center

Understanding the Behavior of Working Adults & Adults Seeking

Work

Performance/Behavior =

f (Ability, Motivation, Opportunity to Perform).

Motivation to Maintain Employment

Motivation to Seek Employment

Phase I

Phase II


• BASED ON JOB CHARACTERISTICS THEORY

– Hackman & Oldham (1976)

– A Motivational Model based on the Design of Jobs

– Original scales from the JDS reworded

– New instrument (JPQ) validated

– Measures added for tailoring to population of adults w/SMD

Current & Last Versions of the JPQ

• “Current Version” of the Job Profile Questionnaire (JPQ): for individuals who are currently working or in a work-like situation (n = 132)

• “Last Version” of the JPQ: for individuals who are NOT currently working, but have had recent work experience (i.e., within the past 6 months) (n = 24)

Characteristics of Respondents

• Age: 18 – 64, average age = 42

• 59% male / 41% female

• Tenure: 1 week - 18 years, average = 2 yrs

• 89% Single, Divorced or Separated

• 63% Caucasian, 30% African American & 7% Hispanic, American Native or Eskimo, or Other

Job Titles

• 34% - Factory/ assembly/trial job

• 14% - Cleaning Services

• 11% - Manager, Clerical, Office

• 7.5% - Food Service Worker

• 5% - Sales, Cashier

Hours Worked/Week

21%22%

25%

17%15%

0%

5%

10%

15%

20%

25%

30%

0-8 9-16 17-24 25-32 33 - 40+


How YouSEEYourJob

How YouFEELAboutYourJob

ActionsAnd

Results

Deal Makers and Deal Breakers

Research Questions

1) Does the original model based on job design that explains motivation to maintain employment apply to adults with SMD who are currently working?

2) What additions to the model were suggested by expert stakeholders?

3) Are added Actions & Results explained by the variables in the revised model?

• All reported findings are statistically significant (p < .05).


How YouSEEYourJob


ActionsAnd

Results



• Variety of Skills

• Task Identity

• Significance to Others

• Autonomy

• Feedback from the Job

How YouSEE Your

Job

How You See Your Job

59%50%

40%

17%

4%

0%

25%

50%

75%

100%

Skill Variety Autonomy Feedback -Job

TaskIdentity

Sig - Others

% Who agree or strongly agree


• Meaningfulness

• Feelings of Responsibility

• Knowledge of Results

How YouFEELAbout

YourJob

How You Feel About Your Job

76%

48%47%

0%

25%

50%

75%

100%

ExperiencedMeaningfulness

Knowledge ofResults

Felt Responsibility


Does “How You See Your Job” Relate to “Feelings about Your Job”?Meaningfulness

64%

36%

Job Features Other

• 36% of Meaningfulness is explained by the combination of:

• Variety of Skills• Task Identity• Significance to

Others

Does “How You See Your Job” Relate to “Feelings about Your Job”?• 18% of Felt Responsibility is explained

by the combination of:– Significance to Others and– Feedback from Job

• 20% of Knowledge of Results is explained by the combination of:– Significance to Others and– Feedback from Job

Does “How You See Your Job” Relate to “Feelings about Your Job”?• Yes!

• Perceived job features related to Meaningfulness, Feelings of Responsibility and Knowledge of Results in a pattern that is almost identical to the predictions of the model.

• Significance of Work to Others emerged as an important variable. (Only 29% agree/ strongly agree that their work is significant to others.)


How YouSEEYourJob


ActionsAnd

Results



• General Satisfaction• Perceived Job

Performance• Internal Work

Motivation• Satisfaction with

Growth• Thoughts of

Quitting

Actionsand

Results

Actions and Results

85%

65%65%

50%

7%

0%

25%

50%

75%

100%

Thoughtsof Quitting

Satis w/Growth

Gen. Satis. Prcd. JobPerf.

Int. WorkMotiv.


Do “Feelings About the Job” Relate to “Actions and Results”?

General Satisfaction

59%

41%

Meaningfulness Other

• 41% of General Satisfaction is explained by:

• Meaningfulness


Perceived Job Performance

30%

70%

Feelings Other

• 30% of Perceived Job Performance is explained by the combination of:

• Meaningfulness• Feeling

Responsible• Knowledge of

Results


•33% of Satisfaction with Growth is explained by

Meaningfulness and Knowledge of Results

•29% of Internal Work Motivation is explained by

Felt Responsibility and Knowledge of Results

•20% of Thoughts of Quitting is explained by

Meaningfulness (negative relationship).

Do “Feelings about the Job” Relate to “Actions and Results”?

• Yes!

• Meaningfulness, Feelings of Responsibility and Knowledge of Results DO relate to outcomes.

• The patterns of relationships are logical.

• Meaningfulness emerges as an important feeling about the job. (48% of respondents agree/strongly agree that their jobs are meaningful.)


How YouSEEYourJob


ActionsAnd

Results



• Need for Growth is expected to strengthen the links between the other boxes


Deal Makers and Breakers

73%

0%

25%

50%

75%

100%

Need for Growth

% Important or Very Important


How YouSEEYourJob


ActionsAnd

Results


Answering Research Question #1

• Q: Does the original model based on job design that explains motivation to maintain employment apply to adults with SMD who are currently working?

• A: This model provides a good fit to working adults with SMD.

Why is this important?

• Workers’ perceptions about their jobs relate to important actions & results.

• Jobs can be redesigned to improve reactions to the job (e.g., Skill Variety).

• Perceived features of the job are candidates for job crafting and this can also improve reactions to jobs (e.g., Significance of Work to Others).

Research Question #2

• What additions to the model were suggested by expert stakeholders?


How YouSee

Your Job

(additions)

How YouFeel

AboutYour Job

(addition)

ActionsAnd

Results

(additions)

Deal Makers & Breakers(additions)

Motivation to Maintain Employment • Dealing with

Others

• Significance of Working to Self

• Feedback from Agents (Coworkers & Supervisors)

• Emotional Labor

How YouSEE Your

Job

(additions)


• Emotional Dissonance

How YouFEEL About

Your Job

(additions)

Motivation to Maintain Employment • Identity as a Worker

• Skill Match

• Satisfactions with Job-related Aspects (10)

• Issues for Workers from Vocational Programming (7)

• Satisfaction of Needs (6)



• Commitment to Supervisor

• Empowerment

• Career Maturity

• Perc’d Improvement General Health/ Mental Health

• Job Strain

Actionsand

Results

(additions)

Additional Actions and Results

69%65%

60%

42%

9%

0%

25%

50%

75%

100%

Job Strain Commitment -Sprv.

CareerMaturity

Prcd Imprv.Health

Empower-ment

% Who Agree or Strongly Agree


• Q: Do Stakeholders Suggest Unique Additions to this Model?

• A: Yes! Additions were added to every facet of the model.

Research Question #3

• Are added Actions & Results explained by the variables in the revised model?

Are added Actions & Results explained by the variables in the revised model?Empowerment

Original Model43%

Other51%

Additions to the Model

6%

Are added Actions & Results explained by the variables in the revised model?Job Strain

Original Model25%

Additions to Model10%

Other65%

Are added Actions & Results explained by the variables in the revised model?

• 45% of Commitment to Supervisor– 42% Original Model & 3% Additions

• 40% of Career Maturity– 28% Original Model & 12% Additions

• 32% Of Perceived Improvement – Health– 22% Original Model & 10% Additions


• Q: Are added Actions & Results explained by the variables in the revised model?

• A: Yes! All additional Actions & Results are related to original model variables.

• Variables added for this research ALSO explain Actions & Results.

Research Question 1

• Q: Does the original motivational model apply to working adults w/SMD?

• A: The model fits very well & operates as predicted.

• Implication: Worker perceptions of job design are important to consider in supported employment programs.

Research Question 2

• Q: Did expert stakeholders suggest additions to the model?

• A: Yes, additions were made to every facet of the model.

• Implication: Outcomes valued by consumers (e.g., empowerment) need to be considered to fully understand motivation to maintain employment.

Research Question 3

• Q: Are added Actions & Results explained by the variables in the revised model?

• A: All additional Actions & Results are related to model variables.

• Implication: Alternative definitions of employment success need to be recognized in vocational programming.

Conclusions for Motivation to Maintain Employment

• The original motivational model based on Job Characteristics Theory provides a good fit for working adults w/SMD.

• Additions to the model are important for understanding valued work and developmental outcomes.

• Job design is important to consider in supported employment programming.

Understanding the Motivation to Seek/Maintain Employment


Phase I

Phase II

Motivation to Maintain

Employment

Understanding the Motivation to Seek Employment

Phase I: Motivation to Seek

Employment

Phase II: Preparation for Job Search



• FIELD DRIVEN!– Interviews with MH specialists in Vocational

Rehabilitation – Focus groups with Consumers

• ORGANIZED WITH CLASSIC PRINCIPLES OF INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY– Personnel Selection– Expectancy Theory

Expectancy Theory

• Motivation to work will be higher if having a job is seen as instrumental to valued outcomes.

– I think I would be happier if I had a job.– Work would be good for me for many

reasons.– The sooner I get a job the better.– If I got a job it would cause more problems

than it would solve.


• Exploratory portion of the research

• Goal: Investigate differences in motivation to seek employment among adults with little working experience

Phase I: Motivation to Seek Employment

Past Working Behavior

Motivation to Work

Intended or Actual Future Working Behavior

Preview Version

• The “Preview Version” of the Job Profile Questionnaire (JPQ) is designed for individuals who have never worked, or who have not been in a work-like experience for an extended period (more than 6 months)

• 262 of the participants in the research completed the PREVIEW Version of the JPQ.

Primary Assumptions

• Individuals in vocational programming are “ready to work”

• Individuals have varying levels of motivation to work

• Motivation explains differences in job seeking behavior & work outcomes

Methods

Q: Who provided data?

A: Staff and Consumers

Q: How were data gathered?

A: Paper-pencil or JPQ Software

JPQ Software

• All staff and consumer versions available on the software

• Print blank questionnaires

• Print feedback reports

• Microsoft Access

• Easy as “1, 2, 3”

Profile of Consumer Participants

Profile of Consumer Participants

• 207 non-working adults with SMD in vocational programming (M version)

• 55 other non-working adults in vocational programming (N version)

Demographics

• 62% male, 38% female

• 60% Caucasian, 35% African American

• Age range 18 – 61, average age = 38

• 90% Single, Separated, or Divorced

• 61% Economically Disadvantaged

Type of Work in Last Five Years

• 66% Full and/or Part Time

• 16% Short Term and/or Temporary

• 15% Volunteer and/or Odd Jobs

• 3% No work

Q: How much have you worked in the last five years?

Most of the Time23%

Almost All of the Time

2%

Some of the Time42%

None - Almost None

33%

Exploratory Issue 1

Exploring the Components of Motivation to Work

Four Components of Motivation to Work

• Affective Motivation to Work ( = .81) • I think about how I would be happier if I

had a job.

• Positive Expectations about Work ( = .79)

• Work would be good for me for many reasons.

Four Components of Motivation to Work

• Urgency to Work ( = .84)

• The sooner I get a job the better.

• Anxiety about Working ( = .79)

• If I got a job it would cause more problems than it would solve

Mean Scores of the Four Components

6.2

5.1

3.8

4.3

1

2

3

4

5

6

7

AffectiveMotivation

PositiveExpectations

Urgency toWork

Anxiety aboutWorking

Differences in Motivation to Work

0%

20%

40%

60%

80%

100%

AffectiveMotivation

PositiveExpectations

Urgency toWork

Anxietyabout

WorkingDisagree Neutral Agree

Correlations among Four Components

• Components are related, but each provides unique information

AffectiveMotivation

Positive Expectanc

y

Urgency to Work

Positive Expectancy .19 -- --

Urgency to Work .37 .43 --

Anxiety about Working

-.77 -.23 -.23

Summary: Components of Motivation to Work

• Although participants may be “ready” to work, they differ in Motivation to Work.

• Four components from this study reveal important differences among respondents.

• Realistic rather than uniformly high scores on each component may be the ideal goal for programming.

Exploratory Issue 2

Key Factors Linked to Four Components of


Issues for Workers with SMD Linked to Four Components*

• Symptom Awareness (r = .27 - .30) • The symptoms of my mental illness are present

when I carry out my daily living activities.

• Loss of Benefits Concern (r = .18 - .32)• I worry about how working will affect my benefits.

• Ownership of Job Choice (r = .46 - .47)• I am being given the opportunity to make my job

choice.

*Absolute values for significant correlations used for range

Support from Significant Others Linked to Four Components*

• Support from Family and Friends (r = .18 - .23)

• My family and friends encourage me to work.

• Support from Vocational Rehab Staff (r = .24 - .24)

• Vocational rehab staff encourage me to work.

*Absolute values used for correlations range

Clients’ Beliefs about Working Linked to Four Components*

• Interest in Working (r = .43 - .58)

• Interesting – Boring

• Feelings of Permanence (r = .36 - .46)

• Short term – Long term

• Expected Job Strain (r = .30 - .40)

• I think I will be stressed out at work.

*Absolute values used for correlations range

Client Development Linked to Four Components*

• Identity as a Worker (r = .44 - .48)• I think of myself as a working person.

• Empowerment (r = .24 - .54)• I see myself as a capable person.

• Importance of Having a Job (r = .17 - .45)• How important is having a job?

• Self Efficacy, Previous Experience (r = .28)• I believe I can do well at a job because of my

previous experience.

Summary: Key Factors Linked to Components of Motivation to Seek

Employment

• The four components of motivation to seek employment are related to a core group of factors.

• Many of these factors can be modified through programming, education, or work experience.

Exploratory Issue 3

How do these key factors relate to the Affective

Motivation component?

Key Factors Explain 82% of Affective Motivation to Work

2%

8%

5%67%

18% 18 % Unexplained

Factors Related toSignificant Others

Client Development

Issues for Workersw/ SMD

Beliefs aboutWorking

Summary: How do these Key Factors

relate to Affective Motivation?

• Key factors explain Affective Motivation to work extraordinarily well.

• “Beliefs about Working” seems particularly important.

Exploratory Issue 4

Is there a link between past work behavior and

intended future behavior?

Significant Links Between Past and Intended Future Behavior

Past Experience

Future Intentions

Full Time

Part Time

Short Term

Temp

Odd Jobs

No Work

Full Time .41Part Time .32Short Term

.33

Temp .35Odd Jobs .45No Work .32

Conclusions re: Motivation to Seek Employment

• This research explored four components of Motivation to Seek Employment

• Four components from this study reveal important differences in motivation to seek employment among adults in vocational programming.

Conclusions re: Motivation to Seek Employment

• Key factors related to these four components can be influenced through programming.

• Past work behavior is positively linked to intention to work. Gaining work experience is important.

Understanding the Behavior of Working Adults & Adults Seeking

Work

Performance/Behavior =

f (Ability, Motivation, Opportunity to Perform).

Supported Employment

• A way to assist persons with SMD choose, get and keep paid jobs in integrated employment settings by providing a wide range of needed supports so that the psychological and economic benefits of work can be realized

• Support is a function not a setting

• Assumption: working sooner not later, generally is better.

SUCCESS HAS MANY FACES

Closing Comments

We welcome your questionsand observations!

understanding the motivation to seek or keep a job among adults with smd phyllis panzano, ph.d., bev...

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