Date Created

5-2026

Document Type

Dissertation

Degree Name

Doctor of Philosophy

Department

College of Education and Behavioral Sciences, School Psychology, School Psychology Student Work

First Advisor

Anderson, Jacqueline R.

First Committee Member

Hulac, David M.

Second Committee Member

Nicholson, Bonnie

Third Committee Member

Tis, Matt

Abstract

Home-based, shared living caregivers provide a vital safety net for individuals with intellectual and developmental disabilities (IDD). The purpose of this study was to examine the perceived job demands and job resources that influence continuity-related outcomes among caregivers supporting individuals with IDD within a shared living service model.

Three research questions guided this study:

Q1 How are job demands and caregiver outcomes related?

Q2 Do resources moderate the relationship between caregiver outcomes and job demands?

Q3 Does the moderating effect of resources on the relationship between job demands and caregiver outcomes differ by caregiver relationship type?

The study methodology examined 401 compensated shared living caregivers of these individuals, using moderation analysis grounded in the job demands–resources (JD–R) theoretical framework across relationally stratified caregiver groups.

The findings identified statistically significant main and moderation effects that buffered caregiver outcomes. Regression analysis revealed a significant main effect of job demands on caregiver outcomes, indicating that higher demands were associated with poorer outcomes. Resource variables, including pre-service preparation, ongoing support, and compensation, emerged as significant positive predictors of caregiver outcomes, with notable variations based on caregivers’ prior relationships with the individuals they served, categorized as (a) prior relationship—not family, (b) family caregiver, and (c) no prior relationship. These findings highlight the importance of tailoring resources to the unique contextual needs, experiences, and preferences of caregivers. Notably, compensation alone was insufficient to mitigate the negative effects of high job demands. Instead, a combination of compensation, preservice preparation, and ongoing support, including training, access to expertise, and routine monitoring, was necessary to promote caregiver continuity. Implications for policy, practice, advocacy, and caregiver self-care are discussed.

Abstract Format

html

Language

English

Extent

182 pages

Rights Statement

Copyright is held by the author.

Digital Origin

Born digital

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