Turnover in the Child Welfare Workforce: A Different Perspective

ABSTRACT

Child welfare agencies across the country are experiencing a workforce crisis involving high staff turnover rates. The purpose of this study was to determine which of the organizational, personal, and supervisory variables identified in prior research on this topic are most associated with intent to leave among employees in urban and rural child welfare settings. Four-hundred-and-forty-seven employees in 13 child welfare agencies participated in a survey addressing organizational, personal, and supervisory factors related to turnover. ANOVA, logistical regression, and structural equation modeling were used in the data analysis. The organizational and supervisory variables identified as significant in the logistic regression, as in earlier research, were not significant when the data were subjected to structural equation modeling. Instead, findings suggest that career satisfaction and satisfaction with paperwork are the key determinants of workers' intention to stay.