title: What child welfare staff say about organizational culture.
abstract: This article examines the factors that can affect job satisfaction, organizational culture and climate, and intent to leave at a public child welfare agency. Findings from focus group data collected from direct line, middle, and senior managers revealed a passive defensive culture. The authors discuss concrete organizational interventions to assist the agency in shifting to a constructive oriented culture through enhancements in communication, including supervision and shared decisionmaking, recognition and rewards, and improvement in other areas related to working conditions.
authors.affiliation: University of Connecticut, USA.
authors.forename: Robin
authors.initials: R
authors.lastname: Spath
authors.forename: Virginia C
authors.initials: VC
authors.lastname: Strand
authors.forename: Stephanie
authors.initials: S
authors.lastname: Bosco-Ruggiero
mesh_terms: D001291:Attitude of Health Personnel; D002648:Child; D002669:Child Welfare / Q000523:psychology* / Q000639:trends; D003142:Communication; D003299:Cooperative Behavior; D003657:Decision Making; D003659:Decision Making, Organizational; D004647:Employee Discipline; D017144:Focus Groups; D006801:Humans; D007588:Job Satisfaction; D007857:Leadership; D009013:Morale; D015279:Organizational Culture; D009937:Organizational Objectives; D010559:Personnel Management; D010563:Personnel Turnover; D012201:Reward; D012456:Salaries and Fringe Benefits; D013315:Stress, Psychological / Q000150:complications; D014940:Work Schedule Tolerance; D016526:Workload