Learned helplessness, self-efficacy, or resiliency: Understanding participant engagement in Minnesota's welfare-to-work program.

다국어 초록 (Multilingual Abstract)

A high level of emotional commitment to the goal of self-sufficiency and work is generally key to the success of welfare participants' transition from welfare to work. This study uses in-depth interviews with a purposive sample of 30 current and former welfare participants to explore participants' emotional commitment ("engagement") with the work component ("Employment Services") of Minnesota's welfare-to-work program, the Minnesota Family Investment Program (MFIP). This study sought to understand the underlying factors that distinguish engaged participants from those who are disengaged with Employment Services. In addition, emotional commitment was also investigated through the theories of learned helplessness, self-efficacy, and resiliency to determine which theory best explains participants' engagement or disengagement with Employment Services. Learned helplessness, self-efficacy, and resiliency theories have been used to explain individuals' understanding, behaviors, and actions within a number of areas, all of which have direct bearing upon the experiences of welfare participants with barriers. The findings of the study suggest that resiliency factors may play a decisive role in determining participants' engagement with MFIP Employment Services. Participants can be engaged with Employment Services because (a) their personal employment needs have been addressed, (b) they have a strong, positive relationship with MFIP staff, (c) they are dependent on MFIP benefits, and (d) they are protected by powerful protective factors. Participants are disengaged with Employment Services because (a) their personal employment needs have not been recognized and addressed by Employment Services; (b) they are dealing with serious dependency or mental health issues; (c) they have "hustled" in the past and view it as a better alternative than work; (d) they are not aided by protective factors even when these exist, and (e) their experiences of conflictive relationships impacts their relationships with MFIP staff and potential employers.