The critical role played by child welfare workers in the protection of abused and neglected children is seriously undermined by rapid staff turnover and the impaired performance associated with burnout and job dissatisfaction. This review examines research on job satisfaction in child welfare systems and on factors that influence a worker's decision to leave a job or stay, as well as organizational climate factors which have been linked to job satisfaction, consumer satisfaction, and client outcomes. While ample information is available about what is needed to create satisfying work environments for child welfare workers, this knowledge has not been systematically applied. Incorporating existing knowledge into child welfare practice should be a priority, as should research that focuses on organizational variables that may impact service quality and outcomes as well as employee satisfaction. Questions remain about the long-term impact of increased job satisfaction and improved organizational climate on worker retention and client outcomes.

The Duluth model of batterer intervention is based on a feminist critical theory paradigm that makes sense from the point of view of the victim/survivor. Male batterers in treatment, however, may resist many of the precepts of this model. Applying a restorative-strengths perspective to the group process and evaluation may enable us to meet participants where they are and help reduce the resistance, denial, recidivism, and high dropout rates common with this group. Principles of restorative justice may be applied at the community level as well to reinforce community standards of behavior.

No abstract