Papers by Jamie McCartney
Bookmarks Related papers MentionsView impact
This study uses the construct of grit, as measured by the persistence a person has to complete hi... more This study uses the construct of grit, as measured by the persistence a person has to complete his or her goals, even when barriers are present (Duckworth, Peterson, Matthews, & Kelly, 2007). The population in this particular study was American Sign Language/English Interpreters, (current and inactive), and those who work in any type of setting (education and/or community). Participants were sent a demographic survey, as well as the 12-item Grit Scale developed by Duckworth et al. (2007). The author scored the Grit Scales based on the scoring guide by Duckworth et al. and measured the respondents' grit scores to see if they had remained in the interpreting profession because they were high in grit. Competing factors that would have forced the person to remain in the profession were also analysed. Tests measuring the analysis of variance were run for variables such as gender, hearing and marital status, the presence of Deaf 1 family members, ethnicity, educational level, and past and present certifications. Additional variables included whether or not the respondent was still a current practitioner, years of experience, why they got out of the profession, if they were satisfied with the profession, if they had another vocation in which they were currently working, if they were the sole income provider for their family, and percentage of their total family income came from the respondents' interpreting work. Respondents were asked if they had ever failed a test for sign language interpreters (American Sign Language/ English interpreters) in the United States. Those tests could be tests of knowledge (computer-based test used to test interpreting knowledge offered by the Registry of Interpreters for the Deaf to candidates for certification), or a performance-based test (like the one formerly offered by the National Association of the Deaf (NAD) certification, or current tests such as the Educational Interpreter Performance Assessments (EIPA), Sign Language Proficiency Interview (SLPI), or the American Sign Language Proficiency Interview (ASLPI)). Finally, qualitative analyses were assessed for the reasons respondents gave for initially choosing interpreting as a profession, as well as what motivated them to continue working as an interpreter. There were two significant findings that were predictive of grit. The first finding occurred when education was grouped in three-tiers: 1) an Associate's Degree; 2) a Bachelor's Degree; 3) a Master's Degree/ terminal degree as the highest achieved level of education. The second significant finding that was predictive of grit occurred with respondents who had NAD III certification. When qualitative responses were analysed for reasons the respondent gave for initially choosing interpreting as a profession, as well as their motivation to remain in the profession, there was a significant change in each of the following categories: intellectual, societal, and monetary.
Bookmarks Related papers MentionsView impact
This goal of this study was to ascertain the level of burnout in interpreters in the state of Ohi... more This goal of this study was to ascertain the level of burnout in interpreters in the state of Ohio who were employed or have been employed as educational and/ or community interpreters. The intent was to investigate if a relationship existed between burnout, previously identified variables, and newly identified variables for those groups of interpreters. Previous studies have identified some variables, but only concentrated on their main effects. This study used those previously identified variables and combined them with newly identified variables for this population in order to ascertain unique variance. These newly identified variables included the interpreter’s locale (rural, suburban, urban), the setting in which they primarily work (educational vs. community), requirements each setting may entail (continuing education to maintain licensure and/or certification), and misconceptions of the deaf or hearing consumer. This study also further investigated previously researched variables to gauge reliability. Those variables included cumulative trauma disorders (CTDs), stress associated with discrepant pay, and role overload.
The hypotheses regarding an interaction between role overload and K-12 interpreters, an interaction between interpreters’ locale and setting, Cumulative Trauma Disorders (CTD), maintaining an interpreting license through professional development, certified vs. non-certified, K-12 vs. postsecondary, and licensed vs. certified were all non-significant. The following constructs were predictive in the subscale(s) of emotional exhaustion, depersonalization, and/or reduced personal accomplishment. There was statistical significance found in stress associated with interpreters’ level of pay, locale of interpreters, locale independent of interpreters’ setting, maintaining national certification through professional development independent of interpreters’ locale, interpreters’ perception of misconceptions held by the hearing consumer, interpreters’ perception of misconceptions held by the hearing consumer independent of educational level, interpreters’ perception of job demands, interpreters’ perception of job control, interpreters’ perception of job control independent of job demands. Only one set of research hypotheses was predictive in all three burnout subscales: interpreters’ perception of misconceptions held by the deaf consumers.
Bookmarks Related papers MentionsView impact
The goal of this study was to ascertain the level of burnout experienced by interpreters in the s... more The goal of this study was to ascertain the level of burnout experienced by interpreters in the state of Ohio who are employed or have been employed as educational (K-12 or postsecondary) or community interpreters. The study investigated if there was a relationship between burnout and previously identified variables for this population of sign language interpreters. Previous studies have identified some variables, but only concentrated on their main effects. This study used those previously identified variables and combined them with newly identified variables for this population in order to ascertain unique variance. These newly identified variables included the interpreter’s locale (rural, suburban, urban), the setting in which they primarily worked (educational vs. community), their ability to maintain licensure or national certification through professional development, and their perception of misconceptions held by the deaf consumer. This study also further investigated previously researched variables to gauge reliability. Those variables included role overload, Cumulative Trauma Disorders (CTDs), stress associated with discrepant pay, and interpreters’ perception of misconceptions held by the hearing consumer.
Approximately 200 past and present Ohio educational and community interpreters filled out a Maslach Burnout Inventory: Human Services survey, as well as an additional questionnaire to assess demographic information. The general linear model was used (multiple regression).
The following research hypotheses were found to be significant: the locale of the interpreter; the locale of the interpreter when the setting was controlled; stress associated with level of pay; interpreters’ perception of possible misconceptions held by the hearing consumer; interpreters’ perception of possible misconceptions held by the hearing consumer when their educational level was held constant; interpreters’ perception of possible misconceptions held by the deaf consumer; maintaining national certification through professional development; interpreters’ perception of job demands; interpreters’ perception of job control; and interpreters’ perception of job control when their perception of job demands was held constant.
Bookmarks Related papers MentionsView impact
Interpreter Burnout by Jamie McCartney
Slide show presentation on burnout among sign language interpreters
Bookmarks Related papers MentionsView impact
Uploads
Papers by Jamie McCartney
The hypotheses regarding an interaction between role overload and K-12 interpreters, an interaction between interpreters’ locale and setting, Cumulative Trauma Disorders (CTD), maintaining an interpreting license through professional development, certified vs. non-certified, K-12 vs. postsecondary, and licensed vs. certified were all non-significant. The following constructs were predictive in the subscale(s) of emotional exhaustion, depersonalization, and/or reduced personal accomplishment. There was statistical significance found in stress associated with interpreters’ level of pay, locale of interpreters, locale independent of interpreters’ setting, maintaining national certification through professional development independent of interpreters’ locale, interpreters’ perception of misconceptions held by the hearing consumer, interpreters’ perception of misconceptions held by the hearing consumer independent of educational level, interpreters’ perception of job demands, interpreters’ perception of job control, interpreters’ perception of job control independent of job demands. Only one set of research hypotheses was predictive in all three burnout subscales: interpreters’ perception of misconceptions held by the deaf consumers.
Approximately 200 past and present Ohio educational and community interpreters filled out a Maslach Burnout Inventory: Human Services survey, as well as an additional questionnaire to assess demographic information. The general linear model was used (multiple regression).
The following research hypotheses were found to be significant: the locale of the interpreter; the locale of the interpreter when the setting was controlled; stress associated with level of pay; interpreters’ perception of possible misconceptions held by the hearing consumer; interpreters’ perception of possible misconceptions held by the hearing consumer when their educational level was held constant; interpreters’ perception of possible misconceptions held by the deaf consumer; maintaining national certification through professional development; interpreters’ perception of job demands; interpreters’ perception of job control; and interpreters’ perception of job control when their perception of job demands was held constant.
Interpreter Burnout by Jamie McCartney
The hypotheses regarding an interaction between role overload and K-12 interpreters, an interaction between interpreters’ locale and setting, Cumulative Trauma Disorders (CTD), maintaining an interpreting license through professional development, certified vs. non-certified, K-12 vs. postsecondary, and licensed vs. certified were all non-significant. The following constructs were predictive in the subscale(s) of emotional exhaustion, depersonalization, and/or reduced personal accomplishment. There was statistical significance found in stress associated with interpreters’ level of pay, locale of interpreters, locale independent of interpreters’ setting, maintaining national certification through professional development independent of interpreters’ locale, interpreters’ perception of misconceptions held by the hearing consumer, interpreters’ perception of misconceptions held by the hearing consumer independent of educational level, interpreters’ perception of job demands, interpreters’ perception of job control, interpreters’ perception of job control independent of job demands. Only one set of research hypotheses was predictive in all three burnout subscales: interpreters’ perception of misconceptions held by the deaf consumers.
Approximately 200 past and present Ohio educational and community interpreters filled out a Maslach Burnout Inventory: Human Services survey, as well as an additional questionnaire to assess demographic information. The general linear model was used (multiple regression).
The following research hypotheses were found to be significant: the locale of the interpreter; the locale of the interpreter when the setting was controlled; stress associated with level of pay; interpreters’ perception of possible misconceptions held by the hearing consumer; interpreters’ perception of possible misconceptions held by the hearing consumer when their educational level was held constant; interpreters’ perception of possible misconceptions held by the deaf consumer; maintaining national certification through professional development; interpreters’ perception of job demands; interpreters’ perception of job control; and interpreters’ perception of job control when their perception of job demands was held constant.