Retention and job satisfaction of child welfare supervisors |
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| Institution: | 1. University of Denver, Graduate School of Social Work, Butler Institute for Families, 2148 S High Street, Denver, CO 80208, United States;2. University of Texas at Arlington, School of Social Work, Judith Birmingham Center for Child Welfare, P.O. Box 19129, Arlington, TX 76019, United States;1. Yeshiva University, 2495 Amsterdam Avenue, New York, NY 10033, United States;2. Boston University, 264 Bay State Road, Boston, MA, United States;3. Fordham University, 113 West 60th Street, 7th Floor, New York, NY 10023, United States;1. School of Social Work, University of South Florida, 13301 Bruce B. Downs Blvd., MHC 1400, Tampa, FL 33612-3807, United States;2. School of Social Work Indiana University, 902 W. New York Street, Education/Social Work Building, Indianapolis, IN 46202-5156, United States;3. Department of Pediatrics, University of South Florida, 880 6th Street South, Suite 460, Box 7523, St. Petersburg, FL 33701, United States;1. University of Texas at Arlington, United States;2. Mental Health and Mental Retardation of Tarrant County, United States;1. Western Kentucky University, Department of Social Work, 1906 College Heights Blvd. #11039, Bowling Green, KY 42101, United States;2. University of Kentucky, College of Social Work, 619 Patterson Office Tower, Lexington, KY 40506, United States;3. University of Kentucky, Department of Behavioral Science and Center on Drug and Alcohol Research, 333 Waller Avenue, Suite 480, Lexington, KY 40504, United States |
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| Abstract: | Supervisors play a vital role in workplace productivity and organizational health, and are at the forefront of improving the capacity of the child welfare workforce. Yet there is limited research about their organizational longevity and satisfaction compared with child welfare caseworkers. This study uses data from 85% of supervisors statewide in a child welfare organization to describe intent to leave, supervision provided and received, and job qualities. Questions are: (1) what are the personal and job qualities of child welfare supervisors? (2) To what extent do supervisors report receiving and providing supervision, and (3) what personal and job qualities predict intent to leave among supervisors? Using bivariate and multivariate analyses, results showed that supervisors who receive more frequent supervision report lower levels of job stress and time pressure and more positive perceptions of organization leadership. These supervisors also reported providing more supervision to caseworkers. Greater time pressure predicted intent to leave among supervisors, indicating that there is an important balance between workload and resources in efforts to maintain quality supervisors. |
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