Factors Influencing the Retention of Specially Educated Public Child Welfare Workers

Dickinson, Nancy S.; Perry, Robin

doi:10.1300/j045v15n03_07

Cited by 123 publications

(36 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The next variable positively related to retention is SS coincides with earlier finding (Dickinson & Perry, 2002;Smith, 2005;Firth et al, 2004).…”

Section: Discussionsupporting

confidence: 87%

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Umamaheswari¹,

Krishnan²

2016

JIEM

View full text Add to dashboard Cite

Abstract:Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention.Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Originality/value: This article makes significant contribution to most turnover prone Indian environment, highlighting the important factors to be given priority for employee's retention.

show abstract

“…The next variable positively related to retention is SS coincides with earlier finding (Dickinson & Perry, 2002;Smith, 2005;Firth et al, 2004).…”

Section: Discussionsupporting

confidence: 87%

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Umamaheswari¹,

Krishnan²

2016

JIEM

View full text Add to dashboard Cite

show abstract

“…Horner and Swarbrooke (2004) also state low pay as an important factor leading to job insecurity in the hotels. Hence, low pay or low remuneration continues impacting staff turnover in different parts of the world as indicated by the above studies and studies conducted by other authors which include Ohlin and West (1993), Pizam and Ellis (1999), Williams et al (2008), Obbonna and Harris (2002), Dickinson andPerry (2002, Chalkiti andSigala (2010), Yang et al (2012). Considering these findings and the current turnover trend in the Indian hotel industry as high as 20% generally in all hotels and 12% specifically in the luxury sector (Ministry of Tourism 2012), the following hypothesis is proposed to test the responses related to job security and pay within the Indian luxury hotels context:…”

Section: H4 Alternative : There Is a U-shaped Relationship Between Emmentioning

confidence: 81%

Staff turnover in hotels: Exploring the quadratic and linear relationships

2015

View full text Add to dashboard Cite

Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-pro t purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

show abstract

“…Both the stipends and field placements provided to social work students interested in child welfare have served as a useful incentive in the field of child welfare. Overall, then, evidence appears to demonstrate that Title IV-E programs assist agencies to retain caseworkers (Dickinson & Perry, 2003;Gansle & Ellett, 2003;Jones & Okamura, 2000;Rosenthal & Waters, 2006). Money alone, however, does not give a full picture of the success of Title IV-E programs.…”

Section: Self-efficacymentioning

confidence: 98%

Competency Curriculum Intervention: Student Task Self-Efficacy and Attitudes in Child Welfare

Pierce

Park

2017

ASW

View full text Add to dashboard Cite

Three cohorts of Keywords: Child welfare students; competencies; task self-efficacy; work attitudesFor too long social work organizations that specialize in public child welfare have faced considerable difficulties in recruiting and retaining qualified, experienced practitioners. As a result, the ability of organizations to provide effective services to their clients may be compromised (Daly, Dudley, Finnegan, Jones, & Christiansen, 2001). While the status quo of public child welfare invites many, often conjectural explanations, the hereand-now of how to curb or even to fix the endemic turnover in public child welfare demands increased vigilance and attention. Through their research, Ellett, Ellis, Westbrook, and Dews (2007) have already established the structural persistence of such turnover. Willis, Chavkin, and Leung (2016) agree but go a step further to indicate that turnover is to be expected for a variety of reasons, some of which can be healthy for the agency. These authors describe means by which agencies work not to cut the rates of turnover but to reduce its impact on the agency. Their study does not necessarily take into account the disruption to children and families when they lose a caseworker for reasons such as low pay or high caseloads. The negative impact of turnover on children in the foster care system is well-documented. For example, Flower, McDonald, and Sumski (2005) indicate that higher permanency outcomes for children occur when they have the same caseworker throughout their time with the agency.Much of the research on turnover and retention strategies has addressed two key concerns: the importance of retaining highly educated and skilled workers; and, absent that, the negative impacts on the worker, client, and agency experience in the wake (Mor Barak, Nissly, & Levin, 2001). As noted above, Flower and colleagues (2005) established that

show abstract

Factors Influencing the Retention of Specially Educated Public Child Welfare Workers

Cited by 123 publications

References 16 publications

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Staff turnover in hotels: Exploring the quadratic and linear relationships

Competency Curriculum Intervention: Student Task Self-Efficacy and Attitudes in Child Welfare

Contact Info

Product

Resources

About