Employees' Intentions to Remain Employed in Child Welfare: Testing a Conceptual Model

A meta-analysis of turnover intention predictors among U.S. child welfare workers

“…Although it was presented only in two studies (Jacquet et al, 2008;Lee et al, 2010), caseload itself was not related to turnover intention unlike the perception of caseload size and satisfaction of caseload size (Jacquet et al, 2008). Both emotional exhaustion (r = .59) and depersonalization (r = .42) were highly related to increased turnover.…”

“…Among them, job satisfaction is commonly thought to be a key factor in turnover and has been examined in a number of studies (Chenot, 2007;Hom & Griffeth, 1995;Kyonne, 2007;Lee, Rehner, & Forster, 2010;Levin, 2003;March & Simon, 1958;Mobley, Griffeth, Hand, & Meglino, 1979;Mor Barak, Levin, Nissly, & Lane, 2006;Schwartz, 2007). Other variables, such as burnout, stress, organizational culture, organizational climate, and organizational commitment, have also been widely used to better understand and explain turnover among child welfare workers (Boyas, Wind, & Kang, 2012;Chenot, 2007;Ellett, 2000;Ellett, Ellett, & Rugutt, 2003;Harrison, 1995;Hwang, 2012;Kyonne, 2007;Lee et al, 2010;Levin, 2003;Maertz, Griffeth, Campbell, & Allen, 2007; Mor Barak et al, 2006;Nissly, 2004;Schwartz, 2007;Shim, 2009;Travis, 2006). Although the contributions of these individual studies are indisputable, much of the existing research has largely relied on methodologies that may have limitations, such as small sample sizes, selection biases, error of measurement, and reporting errors.…”

Psychological Empowerment and Child Welfare Worker Outcomes: A Path Analysis

“…In previous studies, quality supervision was found to inversely impact role ambiguity (Bravo et al 2003;O'Driscoll and Beehr 1994). Emotional exhaustion has also long been recognized as a significant predictor of job retention or turnover (Dickinson and Perry 2002;Lee et al 2010;Wright and Cropanzano 1998). As a result of previous empirical studies identifying several confounding factors (e.g., Barth et al 2008;DePanfilis and Zlotnik 2008;Manlove and Guzell 1997), years of experience, salary, and social work degree were considered as control variables in the present study.…”

“…A substantial literature in the areas of human service and child welfare has examined individual and organizational factors and linked these to psychological, attitudinal, and behavioral worker outcomes, such as emotional exhaustion and worker retention (Barford and Whelton 2010;Ellett 2009;Lee et al 2010; Mor Barak et al 2006;Nissly et al 2005;Seibert et al 2004;Smith 2005). Factors such as worker diversity and organizational climate (Mor Barak et al 2006), perceived opportunities for life-work balance and supportive supervision (Smith 2005), levels of human caring and self-efficacy (Ellett 2009), and work climate (Seibert et al 2004) have been investigated for their relationships with worker outcomes.…”

Perceived Gender Discrimination and Turnover Intention: The Mediating Role of Career Satisfaction

“…There are many vital predictors of turnover intention. Job satisfaction has been examined in a good number of studies and has been generally recognized as a key factor in turnover (Lee et al, 2010;Özkan et al, 2020). In addition, leadership-related factors, such as ethical leadership, leadership effectiveness and work-related stress (Elçi et al, 2012), supervisor support, organizational commitment, self-esteem were frequently identified as important predictors of turnover intention (Siong et al, 2006).…”