Results of the factor analysis demonstrate that the DFFA did indeed measure the four distinct constructs we intended: Staff Attitudes, Staff Behaviors, Organizational Attitudes, and Organizational Behaviors.
On the other hand, the correlations between the other DFFA subscales and related fathering measures provide positive feedback about how an organization is doing in their effort to be father-friendly.
The DFFA demonstrated sufficient psychometric properties to show its reliability and validity as a measure of individual and organizational levels of lather-friendly functioning.
The DFFA demonstrates acceptable psychometric properties as a reliable and valid tool for organizations interested in measuring the pulse of their employees relative to supporting and furthering father involvement.
To aid programs that are interested in becoming more father-friendly, the DFFA is a tool that can guide an assessment process to gain a better understanding of how "father-friendly" staff members are in their attitudes toward the topic of father involvement.
Usage of the DFFA is intended to engage Head Start staff and parents in a process of reflection, evaluation, and planning in their efforts to become a program that serves the whole family, including fathers and father figures.
Many staff and administrators have expressed appreciation for the "research to practice" effort reflected in the development and usage of the DFFA and subsequent training opportunities on becoming father-friendly.
Early childhood programs can benefit in using a research-to-practice approach with a tool like the DFFA, particularly if they use the findings from the program assessment to plan incremental improvements in targeted areas.
Future research with the DFFA should provide greater insight into its utility with differing populations and contexts.
That is, following an organization's DFFA responses over time will better determine the influence of program efforts and impact from a causal, empirical perspective.