Through interview data gathered from 26 child life specialists who were either currently working, or had previously worked, in a non-traditional setting, this study investigated how child life specialists have found positions in non-traditional settings, how they have marketed and translated their skills successfully into these settings, and if working in a non-traditional child life role had a negative impact to the professional self-identity of a child life specialist. Results indicated that child life specialists have been able to transition into non-traditional settings most successfully through networking, and through advocating for their skill set. Additionally, participants commonly adjusted their verbiage to be relevant to the specific non-traditional setting they were applying to, and highlighted the child life discipline specific skills that were the most applicable. Participants specified that knowledge of development and the application of various styles of social-emotional support were the skills that appeared most valued by their non-traditional employers. Finally, it was found that while a small percentage of participants based their professional identity on having a specific job title, more commonly having a background in the field of child life was a stronger indicator of continuing to identify one's self as a child life specialist or child life professional.
|Advisor:||Shimpi, Priya, Perez, Linda|
|Department:||School of Education|
|School Location:||United States -- California|
|Source:||MAI 50/06M, Masters Abstracts International|
|Subjects:||Medicine, Counseling Psychology, Health education|
|Keywords:||Alternative setting, Child life, Nontraditional, Professional identity, Transferable skills|
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