This study presents the development of the Working Alliance of Mandated Clients Inventory (WAMCI). The goal of the WAMCI is to measure positive and negative factors of the working alliance from two perspectives: the probationer and the probation officer (PO) in the Dutch context. Data from 302 probationers and 267 POs of all three probation services in the Netherlands were used. Based on two existing and validated instruments and with the addition of supplemental items specific for the Dutch probation context, this new inventory was developed to capture the Dutch and European practice. An initial psychometric evaluation was conducted with this new inventory. A principal components analysis and a structural equation analysis led to a four-factor solution that provided the best fit for the PO and the probationer versions of the WAMCI. The internal consistency of the established scales Trust, Bond and Goal-Restrictions was sufficient, but the internal consistency of the established scale Reactance was not satisfactory. The construct validity of the WAMCI was supported by correlations with other constructs. Higher scores on the WAMCI were related to higher scores on general relationship satisfaction. The Goals-Restrictions subscale was moderately associated with a measure of internal motivation.
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A good working relationship between clients and professionals increases the chances of better intervention outcomes for clients. A longitudinal cohort study was carried out amongst clients who were in touch with professionals from a Dutch social street work (SSW) organisation. We used a questionnaire to examine client perspectives (n = 332) on the relational and goal-oriented part of the working relationship after a minimum of 8 months of contact with SSW. We furthermore examined to what extent both parts of the working relationship were influenced by client characteristics and SSW metrics. Clients were asked to reflect on the relational part and the goal-oriented part of the working relationship. Clients who only met SSW professionals in public areas perceived a weaker working relationship in both aspects. A stronger relational and goal-oriented working relationship was perceived when receiving more practical support. Clients who had been in contact with an SSW professional for a long period of time perceived a weaker goal-oriented working relationship. This study shows that a working relationship, with both relational and goal-oriented aspects, can be established between workers and marginalised people in their daily environment. Frequent contact and providing practical support can improve both parts of the working relationship. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.
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In this article we explore our own experiences on working relationships in inclusive research through a collective biography. We aim to contribute to the understanding of how collaboration in inclusive research teams works, and how to realise transformation in ways of working together. In the collective biography we reflected on challenges in inclusive research, and how working together has impacted each one of us. In doing so we draw on Fine’s concept of ‘working the hyphens’: the conscious exploration of what happens where formal and informal roles or contexts overlap. We found that for us, ‘working the hyphen’ means: allowing time for togetherness, which is crucial for the construal of an ‘us’. We experienced the necessity of a permanent meta-conversation on accessibility, growth, and thresholds in our working relationships. By consistently being alert to and transparent about the moveability in the hyphen-space, the relational work between researchers can be deepened and made productive. Finally, we elaborated on several dilemmas in sharing responsibility between researchers.
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The probationer–probation officer working alliance plays an important role in the outcome of probation supervision. This study explored the development of the working alliance between probationers and probation officers in the Netherlands, from the perspective of both probationers and probation officers. More specifically, we explored the significance of different aspects of the working alliance at the start of probation supervision and after a three-month period, as well as the role played by critical incidents during the supervisory process and their subsequent effect on the working alliance. Overall, the study showed that clarity over goals and restrictions was initially the most salient issue for both parties, and that after a three-month period the working alliance evolved into a trusting relationship. Several incidents were identified, probationers identified more positive moments and less negative moments than their PO counterparts. If these types of incidents are managed accordingly by the probation officer, then they can ultimately serve to strengthen the relationship.
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The responsivity principle is a vital element in the risk-need-responsivity model. The working alliance is a good illustration of the intention of this responsivity principle. In this study, we examine the influence of the working alliance (WAMCI) between 199 offenders and probation officers on recidivism. Data for this longitudinal study originate from adult probation services in the Netherlands. The association between the working alliance factors and recidivism was analyzed using a Cox regression. Offenders who reported more Trust in the relationship with their Probation Officer after 9 months community supervision showed less recidivism in the subsequent 4-year follow-up period. This association remained significant when controlled for criminal history, age, gender, ethnicity, family status, employment and addiction problems. Offenders who reported more reactance showed significantly more recidivism in the follow-up period, but this association was accounted for criminal history variables. These results can be regarded as an extension of the responsivity principle; a trusting relationship may be needed to create a space in which the client becomes engaged in a changing process
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The COVID-19 pandemic has accelerated remote working and working at the office. This hybrid working is an indispensable part of today's life even within Agile Software Development (ASD) teams. Before COVID-19 ASD teams were working closely together in an Agile way at the office. The Agile Manifesto describes 12 principles to make agile working successful. These principles are about working closely together, face-to-face contact and continuously responding to changes. To what extent does hybrid working influence these agile principles that have been indispensable in today's software development since its creation in 2001? Based on a quantitative study within 22 Dutch financial institutions and 106 respondents, the relationship between hybrid working and ASD is investigated. The results of this research show that human factors, such as team spirit, feeling responsible and the ability to learn from each other, are the most decisive for the success of ASD. In addition, the research shows that hybrid working creates a distance between the business organization and the IT department. The findings are valuable for Managers, HR professionals and employees working in the field of ASD as emphasizing and fostering Team Spirit, Learning Ability, and a Sense of Responsibility among team members can bolster the Speed of ASD.
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OBJECTIVE: The aim of this study was to explore the longitudinal relationship between sitting time on a working day and vitality, work performance, presenteeism, and sickness absence.METHODS: At the start and end of a five-month intervention program at the workplace, as well as 10 months after the intervention, sitting time and work-related outcomes were measured using a standardized self-administered questionnaire and company records. Generalized linear mixed models were used to estimate the longitudinal relationship between sitting time and work-related outcomes, and possible interaction effects over time.RESULTS: A significant and sustainable decrease in sitting time on a working day was observed. Sitting less was significantly related to higher vitality scores, but this effect was marginal (b = -0.0006, P = 0.000).CONCLUSIONS: Our finding of significant though marginal associations between sitting time and important work-related outcomes justifies further research.
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To adequately deal with the challenges faced within residential care for older people, such as the increasing complexity of care and a call for more person-centred practices, it is important that health care providers learn from their work. This study investigates both the nature of learning, among staff and students working within care for older people, and how workplace learning can be promoted and researched. During a longitudinal study within a nursing home, participatory and democratic research methods were used to collaborate with stakeholders to improve the quality of care and to promote learning in the workplace. The rich descriptions of these processes show that workplace learning is a complex phenomenon. It arises continuously in reciprocal relationship with all those present through which both individuals and environment change and co-evolve enabling enlargement of the space for possible action. This complexity perspective on learning refines and expands conventional beliefs about workplace learning and has implications for advancing and researching learning. It explains that research on workplace learning is itself a form of learning that is aimed at promoting and accelerating learning. Such research requires dialogic and creative methods. This study illustrates that workplace learning has the potential to develop new shared values and ways of working, but that such processes and outcomes are difficult to control. It offers inspiration for educators, supervisors, managers and researchers as to promoting conditions that embrace complexity and provides insight into the role and position of self in such processes.
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The body of evidence that the working alliance is associated with positive outcomes for mandated clients is growing. The aim of this research was to investigate the influence of several characteristics of probation officers (POs) and offenders on the course of the working alliance during probation supervision. This study examined the patterns on the four alliance subscales: Trust, Bond, Goals-Restrictions, and Reactance of the Working Alliance With Mandated Clients Inventory (WAMCI) in 201 offenders and their 137 POs. Three patterns on each alliance subscale were found: deteriorating, improving, and stable. Multinomial logistic analysis revealed that change of POs and the preference of the PO to maintain rules were associated with a deteriorating Trust pattern. From the perspective of the offenders, being motivated to take part in supervision was associated with a stable pattern on every alliance subscale, but having problems with substance use increased the likelihood of a deteriorating pattern on every alliance subscale.
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The concept of a working alliance is rooted in psychotherapy and has been studied extensively in that field. Much less research has been conducted into working alliances between chronic psychiatric patients and their case managers. The aim of this review was to identify what is known about the working alliance between chronic psychiatric patients and their case managers. An extensive survey of the literature produced 14 articles for this review. The results of studies conducted show that a good working alliance has positive effects on the functioning of patients, and that the quality of the alliance depends on both patient characteristics and the behaviour of the case managers. The results also indicate that the working alliance is largely determined in the first 3 months of the contact. Further research into the development of working alliances is necessary.
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