Predictors of undesired turnover for child welfare workers.
The persistently high turnover of child welfare staff hampers the ability of agencies to adequately serve families, children, and youth. This article presents the results of an experimental retention study using baseline demographic and attitudinal data collected from a child welfare worker survey, combined with employment data from a human resource database. Survival analyses and multilevel regression models identify the strongest predictors of intent to leave and actual turnover. Implications for research-based recruitment and retention strategies are discussed.
Dickinson
Nancy S
NS
National Child Welfare Workforce Institute, University of Maryland, School of Social Work, Baltimore, Maryland 21201, USA.
Painter
John S
JS
D000328:Adult; D002648:Child; D002669:Child Welfare; D003625:Data Collection; D005260:Female; D006801:Humans; D020407:Internet; D007588:Job Satisfaction; D008297:Male; D055361:Multilevel Analysis; D015279:Organizational Culture; D010558:Personnel Loyalty; D010560:Personnel Selection / Q000379:methods / Q000458:organization & administration / Q000592:standards; D010563:Personnel Turnover; D016016:Proportional Hazards Models; D012944:Social Support; D012947:Social Work / Q000193:education / Q000458:organization & administration; D000078329:Workforce