Abstract: Factors That Enhance Retention of Child Welfare Workers in Voluntary Preventive Service Programs (Research that Promotes Sustainability and (re)Builds Strengths (January 15 - 18, 2009))
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53P Factors That Enhance Retention of Child Welfare Workers in Voluntary Preventive Service Programs

Schedule:
Friday, January 16, 2009
Preservation Hall (New Orleans Marriott)
* noted as presenting author
Brenda G. McGowan, DSW , Fordham University, James R. Dumpson Chair in Child Welfare, New York, NY
Charles Auerbach, PhD , Yeshiva University, Professor, New York, NY
Kathryn Conroy, DSW , Columbia University, Assistant Dean and Director of Field Work, New York, NY
Astraea Augsberger, MSSW , Columbia University, Doctoral Student, New York, NY
Steven Grilli, MSSW , Columbia University, Doctoral Student, New York, NY
Wendy Schudrich, MSW , Yeshiva University, Doctoral Student, New York, NY
Purpose: This study analyzes the factors contributing to turnover among preventive service workers in the voluntary sector in a large urban community. There is an emerging understanding of the individual, organizational and supervisory factors that cause workforce turnover or retention in public child welfare (Dickinson & Perry, 2002; Ellett & Ellett, 2004; Lawson et al., 2005; Strolin et al., in press; Zlotnik, DePanfilis, Daining, & McDermott Lane, 2005); however; there is a gap in the literature about the factors related to the intention to leave in voluntary child welfare settings. Without this knowledge, specific interventions that target the special needs of this population cannot be developed.

Method: Five hundred and thirty workers from 114 preventive programs in a large urban city participated in a survey addressing supervisory and organizational factors related to workforce retention and turnover. T-tests were utilized to compare those intending to leave and those who are not on satisfaction with Work-life fit, Professional Commitment, Salary, Contingent Rewards, Operating Procedures, Nature of Work, Supervision, Promotion and Communication. A logistic regression was conducted to assess the impact of the above on intent to leave.

Results: Mean scores on all organizational factors found to influence turnover were significantly different. The largest difference was found in satisfaction with contingent rewards (P <.0001) followed by nature of work (p <.0001) and pay (p = <.001). As hypothesized, logistic regression results indicated that contingent rewards and nature of work were stronger indicators of retention than pay and/or promotion.

Implications for Practice: In order to develop effective interventions to decrease turnover and improve child welfare practice, more in depth understanding is needed. Administrators in preventive service agencies may benefit from 1) focusing their attention on creative ways to provide recognition to workers (contingent rewards); and 2) insuring that those who are hired have a strong commitment to preventive service practice.