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So you have a stable child welfare workforce — What's next?

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Title: So you have a stable child welfare workforce — What's next?
Authors: Strand, Virginia C.1 strand@fordham.edu, Spath, Robin2, Bosco-Ruggiero, Stephanie1
Source: Children & Youth Services Review. Mar2010, Vol. 32 Issue 3, p338-345. 8p.
Subject Terms: *Child welfare, *Job satisfaction, *Child welfare workers, *Corporate culture, *Labor supply, *Government policy, Organizational commitment, Employee retention, Labor turnover
Abstract: Abstract: The purpose of the study was to explore the contribution of personal and agency factors to job satisfaction, organizational commitment and retention indicators (intention to leave, preference for leaving, and looked for a job) in a state child welfare agency with fewer than eight percent turnover for five years. On balance, results from this analysis reveal that child welfare staff are satisfied with their jobs and dedicated to their work. Most significant is the finding that approximately 50% of the staff report that they would prefer to leave, but salary and benefits are a strong incentive to stay. Organizational culture appears to be the contributing factor to this finding. Implications for policy, practice and research are discussed. [Copyright &y& Elsevier]
Copyright of Children & Youth Services Review is the property of Pergamon Press - An Imprint of Elsevier Science and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Education Research Complete
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  Availability: 0
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DbLabel: Education Research Complete
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PubType: Academic Journal
PubTypeId: academicJournal
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  Data: So you have a stable child welfare workforce — What's next?
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  Data: <searchLink fieldCode="AR" term="%22Strand%2C+Virginia+C%2E%22">Strand, Virginia C.</searchLink><relatesTo>1</relatesTo><i> strand@fordham.edu</i><br /><searchLink fieldCode="AR" term="%22Spath%2C+Robin%22">Spath, Robin</searchLink><relatesTo>2</relatesTo><br /><searchLink fieldCode="AR" term="%22Bosco-Ruggiero%2C+Stephanie%22">Bosco-Ruggiero, Stephanie</searchLink><relatesTo>1</relatesTo>
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  Data: <searchLink fieldCode="JN" term="%22Children+%26+Youth+Services+Review%22">Children & Youth Services Review</searchLink>. Mar2010, Vol. 32 Issue 3, p338-345. 8p.
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  Data: *<searchLink fieldCode="DE" term="%22Child+welfare%22">Child welfare</searchLink><br />*<searchLink fieldCode="DE" term="%22Job+satisfaction%22">Job satisfaction</searchLink><br />*<searchLink fieldCode="DE" term="%22Child+welfare+workers%22">Child welfare workers</searchLink><br />*<searchLink fieldCode="DE" term="%22Corporate+culture%22">Corporate culture</searchLink><br />*<searchLink fieldCode="DE" term="%22Labor+supply%22">Labor supply</searchLink><br />*<searchLink fieldCode="DE" term="%22Government+policy%22">Government policy</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+commitment%22">Organizational commitment</searchLink><br /><searchLink fieldCode="DE" term="%22Employee+retention%22">Employee retention</searchLink><br /><searchLink fieldCode="DE" term="%22Labor+turnover%22">Labor turnover</searchLink>
– Name: Abstract
  Label: Abstract
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  Data: Abstract: The purpose of the study was to explore the contribution of personal and agency factors to job satisfaction, organizational commitment and retention indicators (intention to leave, preference for leaving, and looked for a job) in a state child welfare agency with fewer than eight percent turnover for five years. On balance, results from this analysis reveal that child welfare staff are satisfied with their jobs and dedicated to their work. Most significant is the finding that approximately 50% of the staff report that they would prefer to leave, but salary and benefits are a strong incentive to stay. Organizational culture appears to be the contributing factor to this finding. Implications for policy, practice and research are discussed. [Copyright &y& Elsevier]
– Name: AbstractSuppliedCopyright
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  Group: Ab
  Data: <i>Copyright of Children & Youth Services Review is the property of Pergamon Press - An Imprint of Elsevier Science and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
PLink https://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=ehh&AN=47054915
RecordInfo BibRecord:
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    Identifiers:
      – Type: doi
        Value: 10.1016/j.childyouth.2009.10.002
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      – Code: eng
        Text: English
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        PageCount: 8
        StartPage: 338
    Subjects:
      – SubjectFull: Child welfare
        Type: general
      – SubjectFull: Job satisfaction
        Type: general
      – SubjectFull: Child welfare workers
        Type: general
      – SubjectFull: Corporate culture
        Type: general
      – SubjectFull: Labor supply
        Type: general
      – SubjectFull: Government policy
        Type: general
      – SubjectFull: Organizational commitment
        Type: general
      – SubjectFull: Employee retention
        Type: general
      – SubjectFull: Labor turnover
        Type: general
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      – TitleFull: So you have a stable child welfare workforce — What's next?
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            NameFull: Strand, Virginia C.
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            NameFull: Spath, Robin
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            NameFull: Bosco-Ruggiero, Stephanie
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              M: 03
              Text: Mar2010
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              Y: 2010
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