EMPOWERING OCCUPATIONAL THERAPISTS: BRIDGING THE KNOWLEDGE GAP ON SALARY RELATED TOPICS IN ORDER TO SAFEGUARD THE PROFESSION

Abstract

The problem addressed in this study is that occupational therapists’ (OTs’) lack preparedness and knowledge in salary expectations, salary negotiation, and understanding of benefit packages. A review of the available literature indicates that a lack of proficiency in salary expectations, salary negotiation, and understanding of benefit packages leads OTs towards increased risk of work-related stress and, eventually, burnout. Guided by the Diffusion of Innovation (DOI) theory and the constructivist learning theory, the present study aimed to explore the impact of a pilot e-book for OTs designed by this writer in a program called “Know Your Worth: Understanding Pay Structures and Improving Salary Negotiation Skills as an Occupational Therapist”. The study utilized a one-group pretest-posttest quasi-experimental design with two phases. Phase 1 involved a pre-survey on the participants’ (N = 349) perceptions of preparedness, understanding, confidence, and self-efficacy in appropriate salary expectations, understanding various pay packages, and salary negotiations. Phase 2 involved the intervention and a post-eBook survey (N = 93). Descriptive statistics were used to summarize and describe the data obtained from the pretest and posttest surveys. Inferential statistics were employed in this study to explore the relationships between variables and draw conclusions about a larger population based on data collected from the sample. In the present program, most OTs considered that the eBook helped them develop both their knowledge and confidence in pay-related topics and negotiation strategies. OTs who had attended a career management course were more satisfied with their income and job, more knowledgeable about compensation rates and pay structures, and reported better knowledge of negotiation skills and negotiation techniques, as well as lower negotiation anxiety than those who had not attended the course. These findings suggest a need for further research on the actual effects on the participants’ salaries. However, at this point, it may be argued that the study empirically supported the implementation of the program and the justification found in its assumed contribution to the occupational therapy field and OTs’ job satisfaction. Limitations and recommendations for future research are discussed.