Design teams: a promising organizational intervention for improving turnover rates in the child welfare workforce.
This purpose of this article is to describe results from a quasi-experimental study investigating the effects of an intervention designed to address organizational causes of turnover in public child welfare. Much of the previous research in this area has used proxy measures for turnover while the current study measures both worker intent to leave and actual turnover rates. This study adds to the knowledge base by (1) describing an organizational intervention aimed at addressing the organizational causes of turnover; (2) analyzing quantitative changes in actual turnover rates as well as organizational factors; and (3) analyzing supplemental qualitative data to provide a deeper understanding of the organizational changes that occurred through the course of the intervention.
Strolin-Goltzman
Jessica
J
Wurzweiler School of Social Work, Yeshiva University, New York, New York 10033, USA.
Lawrence
Catherine
C
Auerbach
Charles
C
Caringi
Jim
J
Claiborne
Nancy
N
Lawson
Hal
H
McCarthy
Mary
M
McGowan
Brenda
B
Sherman
Rosemary
R
Shim
Miseung
M
D002055:Burnout, Professional; D002648:Child; D002669:Child Welfare; D006801:Humans; D007588:Job Satisfaction; D009511:New England; D015279:Organizational Culture; D009936:Organizational Innovation; D010558:Personnel Loyalty; D010560:Personnel Selection / Q000379:methods / Q000458:organization & administration* / Q000592:standards; D010563:Personnel Turnover; D036301:Qualitative Research; D012947:Social Work / Q000458:organization & administration; D000078329:Workforce