Download or read book Taking an Industrial Organizational Psychology Approach to the Examination of Turnover Among Child Welfare Workers written by Kristin I. Charles and published by . This book was released on 2017 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Child welfare worker turnover is a pervasive problem. In some cases, turnover can be as high as 90% per year (CWIG website, 2017). The present study examined factors that may contribute to worker turnover. Child welfare workers (N = 373) completed a questionnaire that included measures from the industrial/organizational psychology literature, that is, job involvement and the availability of job opportunities, as well as measures previously examined in the child welfare literature, that is, burnout and turnover intentions. In addition, a measure that assessed workers' perceptions of making a difference was developed for this study. Finally, job performance data were obtained from the state agency in which participants worked for up to six months prior to job turnover, and turnover data were collected for a full year after the administration of the questionnaire. Structural equation modeling indicated that child welfare workers who reported at they were making a difference also reported more involvement in their jobs and were less likely to exhibit burnout. In addition, workers higher in job burnout reported stronger turnover intentions, were more likely to perceive alternative job opportunities, and were more likely to turnover. Contrary to expectations, job burnout did not influence change in performance over time nor average job performance. Changes in job performance but not average performance was found to be negatively related to turnover. Finally, workers who reported stronger turnover intentions also perceived more alternative job opportunities and were more likely to turnover. The results suggest that additional resources and supports to help alleviate the burden and stress on workers and improving the way success and recognition are defined in child welfare work may help reduce turnover.

Download or read book Child Welfare Worker Turnover in Wisconsin written by Yonah Drazen and published by . This book was released on 2019 with total page 147 pages. Available in PDF, EPUB and Kindle. Book excerpt: A voluminous literature examines antecedents to child welfare worker turnover, a phenomenon that has implications for vulnerable children and families and increases costs to maintain essential services. This dissertation extends the literature by testing whether antecedents to turnover established in the literature are found among child welfare workers in Wisconsin, a previously un-sampled population. Further, it examines whether these antecedents are found among early-tenure child welfare workers, who have received scant prior attention. Finally, it tests whether certain aspects of the Comprehensive Job Attachment Theory (CJAT) are associated with turnover intention. The first paper consists of a systematic literature review and synthesis of the antecedents to turnover and review of theory used in the child welfare worker turnover literature. It then introduces CJAT, a two-part theory that articulates both mechanisms that keep employees at their job and those that lead to turnover. The second paper tests whether antecedents to turnover identified in the first paper are associated with turnover intention using cross-sectional survey data on Wisconsin's child welfare workforce. It also tests a key dimension of CJAT, whether discrete events that may prompt a resignation - "shocks" - are associated with turnover intention. The third paper uses a sample of Wisconsin child welfare workers who are new to their jobs to examine whether the set of antecedents to turnover intention also apply to new workers. It also tests whether elements of CJAT that are theorized to promote job retention are associated with reduced turnover intention. Findings show that the core set of antecedents to turnover found in paper 1 largely hold for Wisconsin's child welfare workforce, and that increasing numbers of shocks may be associated with turnover intention. While the antecedents to turnover largely hold in bivariate analysis among the cohort of new workers, statistical significance drops off in multivariate analyses. Commitment to the field of child welfare is consistently and strongly associated with reduced turnover intention in both samples. This dissertation found preliminary empirical support for CJAT's application to the child welfare field.

Download or read book Perspectives of Transformational Leadership by Child Welfare Workers written by Taekyung Park and published by . This book was released on 2018 with total page 284 pages. Available in PDF, EPUB and Kindle. Book excerpt: It is not a new phenomenon that there is a high turnover rate among social workers. In particular, child welfare has shown the highest rates of staff turnover. To address the issue, turnover and retention of child welfare workers have been studied for decades. The history of research produced a long list of determinants for child welfare worker turnover, more than 20 factors, and showed conflicting findings with the same variables. Moreover, the long list of factors for workers' decisions to leave has poorly contributed to organizational practices for retaining child welfare workers. Therefore, this study aims to examine organizational factors, particularly leadership, for child welfare worker turnover intention, in order to help child welfare agencies to invent a practice model to prevent qualified worker's turnover. To do so, it is important to examine the effect of organizational commitment on employees' turnover intention. Therefore, following is the primary research question: Does the use of transformational leadership style in social work organizations explain child welfare worker turnover intention? A cross-sectional survey research was employed among workers in public child welfare agencies in a Midwest state, United States (N=214). Five models were examined in terms of the direct and indirect effects of transformational leadership on turnover intention of child welfare workers using STATA ver. 15. The study finding showed that transformational leadership styles of local office directors had a direct and negative effect on child welfare workers' turnover intention. As a result, this study recommends that child welfare provide local office directors with leadership training to reduce preventable turnover of child welfare workers. However, the findings should be cautiously interpreted due to the sampling strategy used in this study.

Download or read book Using Industrial Organizational Psychology for the Greater Good written by Julie B. Olson-Buchanan and published by Routledge. This book was released on 2013-03-05 with total page 641 pages. Available in PDF, EPUB and Kindle. Book excerpt: This SIOP Organizational Frontiers volume will be one of the first to show how the field of Industrial Organizational psychology can help address societal concerns, and help focus research on the greater good of society. Contributions from worldwide experts showcase the power the IO community has to foster, promote and encourage pro social efforts. Also included will be commentary from an eminent group of IO psychologists who give invaluable insights into the history and the future of IO psychology . By presenting the prosocial contributions, from personal satisfaction and career commitment to organizational effectiveness to societal development, the imperative and easibility of using I-O psychology for the greater good becomes increasingly compelling.

Download or read book Meta analysis of Turnover Intention Among Child Welfare Workers written by Hyosu Kim and published by . This book was released on 2013 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: High rates of turnover among public child welfare (CW) workers has a detrimental influence on social workers, clients and their families, agencies, and states. Although the severity and prevalence of the problem are well understood, it was only recently that research on turnover among CW workers became more popular. Our understanding of the phenomenon, however, is still lacking and requires quantitative research synthesis. To address this research gap, the purpose of this study is to conduct a meta-analysis of the existing literature on turnover intention among child welfare workers. Among 144 potentially qualifying studies, twenty two studies were included in this meta-analytic study. Utilizing Hunter and Schmidt (2004)'s method, this study quantitatively combined and analyzed 36 predictors from the included studies. Overall, predictors related to CW worker attitudes and perceptions (e.g., organizational commitment and job satisfaction) had the highest influence on turnover intention among CW workers. On the other hand, demographic predictors, such as age, race, and gender, showed small or negligible effects on turnover intention. Among work-related predictors, stress-related predictors and sub-factors of burnout had medium to high influence on turnover intention while predictors related to decision-making showed medium effect sizes. Among predictors in work environment category, various types of support predictors had varying influence on turnover intention while such variables as perceptions of fairness and policy had relatively high effect sizes of around .4. Several commonly-studied factors with proven validity, such as organizational commitment, stress, job satisfaction, professional commitment, and organizational climate, emerged as some of the strongest predictors. Other variables, such as perceptions of fairness, safety concern, and policy, were also shown to be strong predictors, but have received relatively less attention. While caseload is commonly thought of as one of major drivers of turnover, this study showed that caseload had little effect on turnover intention of CW workers. This study highlights several key areas of further research. First, job performance and economy-related factors are rarely utilized in studies of turnover intention among CW workers and therefore, deserve greater attention. Second, studies with private CW workers were relatively small compared to studies with public CW workers. Third, there has been a conceptual confusion of turnover intention measures, which future research can help to further clarify. The theoretical and practical implications highlighted by this study are also discussed.

Download or read book Why Do They Stay Building a Conceptual Model to Understand Worker Retention and Turnover in Public Child Welfare written by Amy Denise Benton and published by . This book was released on 2010 with total page 224 pages. Available in PDF, EPUB and Kindle. Book excerpt: Retention of public child welfare workers has been a recognized problem and a topic of interest among child welfare researchers for many years. However, findings in the literature are conflicting and the research is largely atheoretical. While many variables relevant to retention and turnover have been identified, the literature lacks explanation of how the variables are related. The goals of this study were, thus, twofold. The first objective was to build a conceptual model using qualitative data generated from interviews of child welfare workers, theoretical works, as well empirical research which might explain retention and turnover specifically in the field of child welfare. The second objective was to test the conceptual model using logistic regression techniques on a large quantitative sample (N=1,121). This study employs mixed methods and draws its data from a larger ongoing study, utilizing a voluntary sample of child welfare workers who have participated in a Title IV-E MSW program in the state of California, have completed their work obligation period, and have either chosen to remain in public child welfare (stayers) or leave (leavers). Results suggest that the conceptual model successfully identifies the complexity of the process that leads to retention and turnover behavior. Variables from three categories (individual, organizational, and response to job factors) are identified as predicting retention. Previous county employment, supervisor support, and client-related stress were all related to predicting retention. The implications of the study findings for social work education, agency practice, theory building and research are offered.

Download or read book Strengthening the Retention of Child Protection Workers written by Kenneth Burns and published by BoD – Books on Demand. This book was released on 2012-12 with total page 274 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book examines a key issue in the field of human and social services: how to retain workers in child protection and welfare organisations. Research over the last decade has highlighted the turnover of these workers as being a pressing and perennial issue that impacts upon service users, staff welfare, resources and the reputation of this sector. This book presents the findings of a study examining social workers' retention in child protection and welfare. The findings from this study highlights how workers' retention is influenced by exchanges relationships with colleagues and managers, and this book presents a unique 'career preference' typology which expands our understanding of how workers make decisions to stay or leave based upon their pre-conceptions of career pathways post-qualification. The book also examines findings associated with the employment mobility of these workers within child protection and tracks their next post after leaving, which provides some surprising findings regarding how we understand and measure turnover for these workers. The book also examines rich qualitative data from these workers' experiences of being a social worker in child protection associated with; job satisfaction, commitment to child protection and welfare work, making a difference, quality of supervision, autonomy, and exchange relationships with peers, all of which emerged as important factors in social workers' decisions to stay or leave. The implications of this study's findings for theory are also explored. Kenneth Burns is deputy course director of the Master of Social Work and a research associate with the Institute for Social Science in the 21st Century at University College Cork, Ireland.

Download or read book Prospective and Retrospective Examinations of Factors Related to Intention to Leave and Turnover Among Public Child Welfare Workers written by Jan Allison Nissly and published by . This book was released on 2004 with total page 536 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Child Welfare Workforce Turnover written by Melanie Dawn Sage and published by . This book was released on 2010 with total page 183 pages. Available in PDF, EPUB and Kindle. Book excerpt: Public child welfare agencies experience front line worker turnover rates as high as 25% a year. Worker turnover has significant financial costs to agencies, and has been linked to negative outcomes for children in care. Prior research has linked organizational factors, such as organizational climate, culture, and supervisor satisfaction, to turnover intent in child welfare populations. This research uses an empowerment framework to turn to workers directly to answer the question, "What are the organizational factors that lead frontline child welfare workers to stay or leave the agency, and what, then, are the implications for agency administrators?" This study relies upon secondary data of a workforce study conducted by the Child Welfare Partnership at Portland State University's School of Social Work. The data was collected via a pilot Internet survey of approximately 400 State-employed Oregon child welfare case workers across all geographic regions in the state, and focuses on workers who plan to leave for preventable reasons. This study explored links between organizational factors and turnover in a sample of Oregon public child welfare workers. This research finds that climate, culture, supervision, and knowledge of the job prior to hire are all significantly correlated with intent to leave. Climate is most significantly correlated to Intent to Leave, and explains 25% of the variance in intent to leave in a regression model. These research findings suggest that agency administrators who are interested in improving worker retention can monitor and address local culture and climate as one tool for increasing workforce stability. Retention may be improved by maintaining an organizational culture and climate that is empowering to workers and that encourages workers to be a part of the change process. Additional implications for the child welfare workforce, social work research, and social work education are discussed.

Download or read book The Wiley Blackwell Handbook of the Psychology of Recruitment Selection and Employee Retention written by Harold W. Goldstein and published by John Wiley & Sons. This book was released on 2020-04-06 with total page 599 pages. Available in PDF, EPUB and Kindle. Book excerpt: An unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies.

Download or read book Using Systems Theory and Social Exchange Theory to Understand Factors that Impact Retention Turnover and Motivation to Work in a Public Child Welfare Agency written by Nicole G. Willis and published by . This book was released on 2010 with total page 332 pages. Available in PDF, EPUB and Kindle. Book excerpt: Public child welfare work can be extremely challenging in a system with more complex client needs, limited funding and greater demands placed on caseworkers. Retention and maintaining motivated employees is a challenge among child welfare agencies. An exploratory, mixed-model secondary data analysis research study utilizing systems and social exchange theories was conducted to explore the impact of demographic/personal, professional and organizational factors on motivation to work, as well as the impact of Title IV-E training and level of motivation to work on intent to remain employed and intent to leave among CPS caseworkers (N=610) in Texas. Results from the standard multiple regression analysis were consistent with systems theory, demonstrating motivation to work was impacted most strongly by variables from all three sub-systems: practice skills, collegial support and age. Content analyses on qualitative data revealed thematic differences between low and high motivated groups in terms of intent to remain and leave, in terms of perceived competency/purpose, importance of job stability and helping children. Those with higher motivation levels express stronger congruence between personal/professional mission and the agency mission. Social exchange theory supports qualitative results regarding the impact of Title IV-E, suggesting workers appraise levels of "fit" within many systemic domains, in terms of the appraised costs and benefits between worker values, professional qualifications, organizational climate as well as attractiveness of other agencies in decisions made about remaining employed or leaving employment. Findings from the study suggest CPS must offer professional opportunities, pay commensurate with skills/education, more stability and make sure that hires have professional goals that are best fit with CPS in order to impact the quantity of 'preventable' type of turnover. Findings also suggest that energies need to be focused more on quality of turnover. Staff transitions that are fluid will help reduce caseload absorption on remaining staff and reduce interruption of caseworker-client relationships. Future research on motivation to work, organizational turnover/retention should focus on better definition/conceptualization of the constructs. In addition, future research should focus on exploring the transition process of CPS caseworkers, in order to develop more efficient transitions and agency stability.

Download or read book Human Resource Management in the Public Sector written by Ronald J. Burke and published by Edward Elgar Publishing. This book was released on 2013-01-01 with total page 351 pages. Available in PDF, EPUB and Kindle. Book excerpt: 'An impressive collection of authoritative treatments of major current and ongoing topics in public sector human resource management, provided by both well-established experts and up-and-coming scholars who are becoming leaders in the field. A valuable resource for courses on the topic and an important reference for scholars and those seeking to maintain expert knowledge about it.' – Hal G. Rainey, The University of Georgia, US This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector. Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change. With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector.

Download or read book Child Welfare Worker Intent to Leave written by and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The primary goal of the current research was to examine the impact of child welfare workers' individual factors and child welfare workers' perceptions of organizational cultural competence on child welfare workers' intent to leave the child welfare system. This study is a secondary analysis of data from a longitudinal study, building a stable, supported workforce: A comprehensive Workforce Project with New York's voluntary agencies. This research is grounded by empowerment theory, with a specific focus on the importance of self-efficacy and perceptions of power. Previous studies on child welfare worker turnover have focused on the more overt factors that predict turnover. The results of this study contribute to the knowledge about child welfare workforce turnover by considering the impact of race as it relates to organizational cultural competence.

Download or read book Introduction to Industrial Organizational Psychology written by Ronald E. Riggio and published by Taylor & Francis. This book was released on 2022-06-30 with total page 565 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction to Industrial/Organizational Psychology provides a complete overview of the psychological study of the world of work. Written with the student in mind, the book presents classic theory and research in the field alongside examples from real-world work situations to provide deeper insight. This edition has been thoroughly updated to include the latest research on each key topic, and now features: A spotlight on diversity, equity, and inclusion throughout, including coverage of LGBTQIA+ inclusion and racial justice Expanded coverage of ethics in I/O psychology practice Increased emphasis on cross-cultural and international issues Coverage of the changing nature of work, post-pandemic, including remote working, worker stress, and burnout A new focus on technologies related to I/O such as virtual reality and computer adaptive testing New figures, illustrations, and charts to grab the reader’s attention and facilitate learning Accompanied by extensive student and instructor resources, it is a must read for all students on I/O psychology courses and courses in work psychology and organizational behavior, and for practicing managers who want a comprehensive overview of the psychology of work.

Download or read book Handbook of Industrial Work Organizational Psychology written by Neil Anderson and published by SAGE. This book was released on 2001-10-19 with total page 509 pages. Available in PDF, EPUB and Kindle. Book excerpt: Work in the 21st century requires new understanding in organizational behaviour: how individuals interact together to get work done. This volume brings together research on essential topics such as motivation; job satisfaction; leadership; compensation; organizational justice; communication; intra- and inter-team functioning; judgement and decision-making; organizational development and change. Psychological insights are offered on: management interventions; organizational theory; organizational productivity; organizational culture and climate; strategic management; stress; and job loss and unemployment.

Download or read book International Perspectives on Social Work in Health Care written by Gail K Auslander and published by Routledge. This book was released on 2014-02-04 with total page 290 pages. Available in PDF, EPUB and Kindle. Book excerpt: In the new health care environment, social workers are being called upon to act as case managers, coordinators, evaluators, therapists, and researchers. International Perspectives on Social Work in Health Care brings together academics and practitioners to discuss what managed care, cost containment, corporatization, and pre-payment portend for social work’s survival. Its explanatory pages will help you understand the need for skills in networking, mediation, and advocacy, how to link communities and institutions, and how to conceptualize, quantify, and measure the outcomes of social work interventions. In an effort to transcend traditional organizational and intellectual boundaries, International Perspectives on Social Work in Health Care explores conflicts inherent to social work, the need for new theoretical and practice models, social work administration in changing health care organizations, and developments in health social work research. Seeking to unite policy and practice, this guidebook addresses key issues, trends, and innovations in social work, including: services that enhance community health the transformation of health care in the U.S. into a market commodity a broader approach to health and health care to correct gender biases lifestyle changes and health promotion helping clients overcome patterns of denial, fear, and anger individual casework vs. group/community practice patterns of social work service provision in a rehabilitation hospital environment the effects of heterosexism on health and mental health services to lesbian and gay clients International Perspectives on Social Work in Health Care acts as a forum for contributing authors and readers to exchange and gain information and learn from each others’experiences and expertise. This is the book to help social work academics, educators, and practitioners work together to meet the demands and challenges of the increasingly complex health care environment.

Download or read book Positive leadership and worker well being in dynamic regional contexts written by Martijn Burger and published by Frontiers Media SA. This book was released on 2024-01-19 with total page 173 pages. Available in PDF, EPUB and Kindle. Book excerpt: