A mixed-methods study of the impact of organizational culture on workforce retention in child welfare

The recruitment and retention of a stable, qualified workforce has been an on-going challenge for the child welfare system. Prior research has identified both individual and organizational factors influencing retention and turnover in child welfare. The current study uses mixed methods to examine the impact of perceived organizational culture on workers' intention to remain employed. Thematic analysis of the qualitative data revealed that perceived organizational culture, as understood as being comprised of both relationships and values, could be related to worker retention. Based on the qualitative findings, the researchers selected quantitative measures to operationalize the various aspects of organizational culture. Results from the logistic regression indicated that intention to remain employed was significantly related to organizational culture. Implications for practice are discussed.     

Measuring organizational effectiveness to develop strategies to promote retention in public child welfare

Public child welfare agencies are under pressure to improve organizational, practice and client outcomes. Related to all of these outcomes is the retention of staff. Employee intent to remain employed may be used as a proxy for actual retention. In this study public child welfare staff in one Midwestern state were surveyed using the Survey of Organizational Excellence (Lauderdale, 1999) and the Intent to Remain Employed (Ellett, Ellett, & Rugutt, 2003) scales to assess the extent to which constructs such as perceptions of organizational culture, communication and other areas of organizational effectiveness were associated with intent to remain employed. A number of statistically significant relationships were identified which were presented to the public agency for use in the development of strategies for organizational improvement. Data were also analyzed regionally and based on urban/suburban/rural status to enable development of targeted approaches. This case study presents an example of how ongoing measurement of organizational effectiveness can be used as a strategy for organizational improvement over time in the child welfare system.     

Reforming child welfare: an integrated approach

Throughout the 1990s, child welfare systems were exposed to intense pressure. As a result, most systems have undertaken processes of reform and change. This article discusses the strategic development of New Zealand's service system in child welfare. A partnership between managerial discipline and professional leadership has been critical in the service system reform. With respect to management, a strong vision, a culture of high performance, and greater organizational stability and confidence provided the platform on which professional reforms could be established-including the knowledge framework, the service model, the practice package, and staff support. The managerial efforts that have provided the platform for the professional reforms are discussed, followed by an exploration of the professional reform package.     

Females' Coping Styles and Control Over Poker Machine Gambling

An investigation of the relationship between impaired control over gambling, coping strategies, and demographic variables was conducted by surveying female poker machine players (N = 163) in their gaming venues. Metropolitan (n = 14) and regional (n = 6) gaming venues in Victoria, Australia participated. Control over gambling was measured using the Impaired Control Over Gambling Scale (Baron & Dickerson, 1994). Coping strategies were measured using (Folkman et al., 1986) adaptation of the Revised Ways of Coping Checklist (Vitaliano et al., 1985). MANOVA supported the hypothesis that the lower the control over gambling the greater the reliance on emotion-focused coping (blamed self, wishful thinking, avoidance) with F = 9.92, 13.35, 14.04 respectively, all significant at p < .001. MANOVA failed to supported the hypothesis that problem-focused strategies (problem focus, seek social support) would be significantly related to control over gambling with F = .82 and .21 respectively. Control over gambling was not related to age, employment, relationship status, education, ordistress from significant life events, further supporting the relationship between control and coping strategies. Ways in which coping styles might be related to pathological gambling are discussed.     

Child welfare agency climate influence on worker commitment

This research focuses on understanding the relationship of organizational climate to commitment for child welfare workers in private, non-governmental organizations. Commitment is measured as a latent construct of agency investment derived from Landsman's study (2001). Agency investment includes measures of workers' time, cost, and emotional difficulty for changing their line of work. Organizational climate is embedded in Parker et al. (2003) modification of James and colleagues' theory of primary domains of work environment perceptions. Parker's Psychological Climate survey measured organizational climate. Four hundred forty-one workers in three not-for-profit agencies under contract with the public child welfare system were sampled. Autonomy, Challenge and Innovation were significantly associated with agency investment. This indicates that worker perceptions of having job autonomy, the job being challenging, and the organization as innovative predict greater job commitment.     

Organizational culture influence on service delivery: A mixed methods design in a child welfare setting

Despite the growing acknowledgement that mixed methods can be useful to better understand complex organizational cultures, there are few examples of studies, which demonstrate how organizational culture studies combine quantitative and qualitative methods in a single study within the child welfare setting. The purpose of the article is to illustrate how a concurrent triangulation was accomplished in a single organizational culture study in a child welfare agency. A sample of 92 employees was selected from a Midwestern private, non-profit, faith-based child welfare agency. Four distinct methods were used to measure organizational culture and its influence on service delivery which allowed for greater validity by collecting different data bearing on the same organizational culture phenomena. Strengths and implications are discussed.     

Coping Strategies and Depression Among College Students Following Child Sexual Abuse in Turkey

The objective of this study was to investigate the relationship between type of coping style and depression in college students with child sexual abuse experience. A total of 1,055 college students completed self-report measures to assess depressive symptoms, coping strategies, and child sexual abuse history. This study was conducted with a subset of 125 college students who reported that they had been sexually abused in childhood. They were divided into depressive and nondepressive groups according to their depressive symptoms. Data was collected with the Childhood Sexual Abuse Measurement, the Beck Depression Inventory, and the Coping Styles of Stress Scale. Family characteristics were measured with a demographic questionnaire. Analyses involved multiple regression to test for predictive effects. Among college students with child sexual abuse histories, parental education level and both problem-focused and emotion-focused strategies significantly explained depression scores.     

Coping Strategies for Victims of Crime: Effects of the Use of Emotion-Focused,Problem-Focused,and Avoidance-Oriented Coping

Assessment of coping strategies of crime victims is an integral function of the ensuing well-being for those victims. This study examines the relationship between coping strategies and levels of distress, social support, and subjective well-being among victims of crime. Interviews were conducted with 175 crime victims. Findings indicate a complex relationship between and among variables. A positive relationship was found between emotion-focused coping and well-being. Additionally, an inverse relationship between avoidance-oriented coping and well-being, social support, and levels of distress was found.     

Reducing turnover is not enough: The need for proficient organizational cultures to support positive youth outcomes in child welfare

Objective

High caseworker turnover has been identified as a factor in the poor outcomes of child welfare services. However, almost no empirical research has examined the relationship between caseworker turnover and youth outcomes in child welfare systems and there is an important knowledge gap regarding whether, and how, caseworker turnover relates to outcomes for youth. We hypothesized that the effects of caseworker turnover are moderated by organizational culture such that reduced caseworker turnover is only associated with improved youth outcomes in organizations with proficient cultures.

Methods

The study applied hierarchical linear models (HLM) analysis to the second National Survey of Child and Adolescent Well-being (NSCAW II) with a U.S. nationwide sample of 2346 youth aged 1.5- to 18-years-old and 1544 caseworkers in 73 child welfare agencies. Proficient organizational culture was measured by caseworkers' responses to the Organizational Social Context (OSC) measure; staff turnover was reported by the agencies' directors; and youth outcomes were measured as total problems in psychosocial functioning with the Child Behavior Checklist (CBCL) completed by the youths' caregivers at intake and at 18-month follow-up.

Results

The association between caseworker turnover and youth outcomes was moderated by organizational culture. Youth outcomes were improved with lower staff turnover in proficient organizational cultures and the best outcomes occurred in organizations with low turnover and high proficiency.

Conclusions

To be successful, efforts to improve child welfare services by lowering staff turnover must also create proficient cultures that expect caseworkers to be competent and responsive to the needs of the youth and families they serve.     

Equity and fairness perceptions in the child welfare workforce

The role ethnic identification plays in worker perceptions of workplace dynamics in child welfare services (CWS) organizations has not often been a topic of inquiry. The current study follows the unexpected finding from a previous study in which African American (AA) social workers were significantly less likely to report that they would remain in their CWS agencies than European American (EA) workers. Utilizing a mixed methods approach, the authors explored whether inequity from bias in CWS agencies related to ethnicity was a contributor to intentions to stay/leave. The results revealed no significant relationships between ethnicity and job satisfaction or intentions to stay in CWS agencies among EA, AA, or Hispanic/Latino (HL) workers. However, striking findings emerged related to worker perceptions of court duties concerning inequitable workloads and pay.     

The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers

Due to increasing diversity among clients and workers in the public child welfare] sector, it is essential to understand how workforce diversity can be channeled into positive organizational outcomes. Using theories of symbolic interaction, reference groups, and social identity, we tested a conceptual model of the relationships between diversity characteristics, leader–member exchange, diversity climate, perception of inclusion, and job satisfaction and intention to leave among public child welfare workers. The current study used two waves of data from 363 employees of a large urban public child welfare agency in the western United States. Path analysis results indicate that leader–member exchange and diversity climate have a positive effect on job satisfaction through inclusion, and that a positive organizational diversity climate can lower intention to leave through both inclusion and job satisfaction. Findings illustrate how organizational climates of diversity and inclusion affect both job satisfaction and intention to leave, providing insight into organizational factors that can be targeted for workplace interventions.     

Emerging strategies for reducing racial disproportionality and disparate outcomes in child welfare: the results of a national breakthrough series collaborative

Racial disproportionality in child welfare has been discussed as a seemingly intractable challenge with complex contributing factors. Some argue that these dynamics are far too difficult to be significantly impacted by public child welfare systems alone. The Breakthrough Series Collaborative (BSC) methodology, incorporating an analysis of structural racism and potential system bias, was proffered as a tool for engaging public child welfare agencies in a rapid, action-oriented process for identifying innovative strategies and practices to reduce racial disproportionality and disparate outcomes. This article describes the Disproportionality BSC process, as well as the work of participating jurisdictions with respect to transforming organizational culture and testing/implementing child welfare practice improvements. A theory of change is presented and critical lessons learned are shared in the form of collaborative reflections.     

The role of licensing in child placement and protection

Regulation of child residential care facilities requires licensors who have professional experience in child welfare. Licensing requirements must be applied within a context of professional knowledge and experience, particularly in regard to child placement and child protective services. The licensing of facilities for out-of-home care of vulnerable children generally has not been viewed as a mainstream social service or child welfare function. Although licensing differs from placement services and protective services in that licensing is basically a nonservice approach to protection each of the three elements forms a triangle of comprehensive protection for vulnerable children. Recognition of both the similarities and the distinguishing characteristics of the three elements reduces individual and organizational role conflict and, furthermore, holds promise for mature and effective coalitions in achieving the common goal of protection for vulnerable children in out-of-home care. The strength of a statewide licensing program is founded in centralized organizational and supervisory structure. Licensing must fulfill its partnership role in coordination with child placement and child protective services to achieve genuine community protection for vulnerable children.     

Latino caregiver psychosocial factors and health care services for children involved in the child welfare system

Children in the child welfare system have a high prevalence of health problems, making pediatric health service use critical. Latino children represent a growing proportion of the child welfare system, and are at increased risk for health problems. Many have argued that Latino caregivers can provide Latino children with the least disruptive out-of-home placement, but little is known about how caregiver factors might relate to health services utilization or child health status within this population. This study assessed relationships between caregiver psychosocial factors, health care service utilization, and health status for children in the child welfare system. This sample featured 48 Latino caregivers involved in child welfare. Logistic regression models were used to test for relationships between caregiver psychosocial factors and appointment adherence and child health status. Problem-focused coping was positively related to well-child status. No psychosocial factors were related to medical appointment adherence. Case workers may help improve child health outcomes by promoting problem-focused coping skills among Latino caregivers.     

A qualitative study of collaboration between guardians ad litem and caseworkers in the child welfare system

Various agencies and professionals in the child welfare system work together to prevent and treat child maltreatment. Prior research suggests their ability to collaborate is related to outcomes for children and families and agencies often implement strategies to improve collaboration. However, a review of the literature indicated a lack of research on collaboration between Guardians ad litem (GALs) and child protective services caseworkers. Examination of this relationship is warranted considering federal law mandates GALs be appointed for children in all court-involved child protection cases. This qualitative study begins to address this gap by exploring the GAL perspective on factors that promote or inhibit collaboration between themselves and caseworkers. Interviews were conducted with 12 GALs in a mountain region state. Participants emphasized five individual-level factors that impact the frequency and quality of collaboration with caseworkers. These include frequent and open communication, mutual respect, understanding the other's role and responsibilities, having an open mind, and valuing collaboration. Participants described in detail how these factors facilitate collaboration despite the organizational and systemic obstacles to working together. The findings may help explain why collaboration does not necessarily occur in frontline practice despite the presence of organizational policies and procedures intending to improve collaboration. These findings have several implications for improving GAL–caseworker collaboration in order to better serve children and families in the child welfare system.     

Perfectionism,Coping, and Quality of Intimate Relationships

The present study examined the associations among perfectionism, marital coping, and marital functioning in a community sample of 76 couples. A theoretical model was tested in which maladaptive coping mediates the relationship between trait perfectionism and poorer marital functioning. As predicted, one of the interpersonal dimensions of perfectionism, socially prescribed perfectionism, was associated with maladaptive marital coping and poorer marital adjustment for both the self and the partner, even after controlling for depression and neuroticism. Finally, the use of negative coping strategies mediated the relationship between socially prescribed perfectionism and poorer marital functioning for both the self and the partner. Overall, this study highlights the importance of spouse‐specific forms of perfectionism in marital adjustment.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.     

Parental views of in-home services: what predicts satisfaction with child welfare workers?

Evidence on client satisfaction deserves consideration in the design of child welfare policies, programs, and practices. Data in this study come from the National Survey of Child and Adolescent Well-Being. Clients receiving in-home services reported moderate levels of satisfaction with their child welfare workers. Caregiver reports of having less than two child welfare workers, having more recent contact, and receiving timely, responsive services were associated with higher perceived quality of relationships with child welfare workers. The child welfare workers' reports of cooperativeness by the caregiver were also associated with higher caregiver-reported relationship quality.     

The context of decision-making in cases of child neglect

This paper explores professional decision-making in cases of child neglect within the context of child protection practice in Britain. The literature on the nature of neglect is reviewed. Difficulties associated with decision-making are then examined within a framework that addresses the social, political and organizational context of child protection practice. It is argued that the current system, which focuses on incidents of abuse rather than the context of children's lives, provides inadequate protection for many children experiencing chronic neglect. Conclusions are drawn with regard to the development of practice that supports vulnerable parents while still remaining the child's welfare as paramount. © 1998 John Wiley & Sons, Ltd.     

Job conditions, unmet expectations, and burnout in public child welfare workers: How different from other social workers?

The purpose of this research is to compare public child welfare workers' perception of job conditions, unmet expectations, and burnout to those of social workers in other settings. Using data from a sample of 408 social workers identified from a cross-sectional random survey of California registered social workers, a series of ANOVA and multiple regression analysis was performed. Results of ANOVA revealed that public child welfare workers experienced higher workloads, greater role conflict, and depersonalization, and had lower personal accomplishment. However, they had similar levels of unmet expectations and emotional exhaustion as other social workers. Adjusted for perceived job conditions and demographic characteristics, regression analyses revealed that public child welfare workers had significantly higher levels of depersonalization than those of private child welfare workers. Finally, workers in public settings exhibited significantly lower levels of personal accomplishment than social workers in private settings did, regardless of their practice field. Implications for organizational practices and future research are discussed.