RESUMEN
This purpose of this article is to describe results from a quasi-experimental study investigating the effects of an intervention designed to address organizational causes of turnover in public child welfare. Much of the previous research in this area has used proxy measures for turnover while the current study measures both worker intent to leave and actual turnover rates. This study adds to the knowledge base by (1) describing an organizational intervention aimed at addressing the organizational causes of turnover; (2) analyzing quantitative changes in actual turnover rates as well as organizational factors; and (3) analyzing supplemental qualitative data to provide a deeper understanding of the organizational changes that occurred through the course of the intervention.
Asunto(s)
Protección a la Infancia , Satisfacción en el Trabajo , Selección de Personal/organización & administración , Reorganización del Personal , Servicio Social , Agotamiento Profesional , Niño , Humanos , New England , Cultura Organizacional , Innovación Organizacional , Lealtad del Personal , Selección de Personal/métodos , Selección de Personal/normas , Investigación Cualitativa , Servicio Social/organización & administración , Recursos HumanosRESUMEN
This comparison study analyzes the commonalties, similarities, and differences on supervisory and organizational factors between a group of high turnover systems and a group of low turnover systems. Significant differences on organizational factors, but not on supervisory factors, emerged from the statistical analysis. Additionally, this study found that low turnover is not necessarily predictive of a healthy organizational environment. Implications for turnover reduction and prevention are provided in conclusion.