Child Welfare Workers' Degree of Intent to Leave: Impact of Organizational Climate and Individual Factors
This dissertation examined whether child welfare workers' perceptions of agency climate, job satisfaction, and commitment to child welfare influence their degree of intent to leave the job. It uses data from an on-going study of 359 voluntary child welfare workers and a Structural Equation Modeling (SEM) approach. ^ The SEM analyses indicate that child welfare workers' perceptions on four organizational climate aspects were predictive of decreasing the intent to leave the job. The only aspect of job satisfaction, i.e. satisfaction with contingent rewards that was found to have mediating effect on thinking of a new job and not on looking for a new job or taking actions related to a new job. Commitment to child welfare has also mediating effects on thinking, looking and taking actions related to a new job.^
Social Work|Sociology, Organizational
Fernandes, Gretta Maria, "Child Welfare Workers' Degree of Intent to Leave: Impact of Organizational Climate and Individual Factors" (2014). ETD Collection for Fordham University. AAI3620088.