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Predicting Retention for a Diverse and Inclusive Child Welfare Workforce
Human Service Organizations: Management, Leadership & Governance ( IF 1.721 ) Pub Date : 2022-09-20 , DOI: 10.1080/23303131.2022.2115432
Wendy Zeitlin 1 , Catherine Kenny Lawrence 2 , Salvador Armendariz 3 , Kira Chontow 1
Affiliation  

ABSTRACT

Retaining staff remains a challenge for public and private child welfare organizations, and current research does not explain the underrepresentation of workers of Color in leadership and supervisory positions. This study used data from a multi-site survey of child welfare staff to compare factors associated with intention to remain employed between caseworkers of Color and White caseworkers using path analysis. Factors associated with job satisfaction, the strongest predictor of intention to remain employed for both groups in our path analysis, differed slightly between workers of Color and White workers. Age and job stress were significantly more influential for workers of Color, while work related burnout was more more influential for White workers. For workers of Color, perception of leadership was significantly more influential on workers’ of Color intention to remain employed, compared to White workers, and having an MSW was a significant predictor of intent to remain employed for White workers, but not for workers of Color. Implications for agency practice and policy, including suggested strategies to address retention of workers at the caseworker level, are discussed.



中文翻译:

预测多元化和包容性儿童福利劳动力的保留

摘要

留住员工仍然是公共和私人儿童福利组织面临的挑战,目前的研究并未解释有色人种工人在领导和监督职位上的代表性不足。本研究使用来自儿童福利工作人员的多站点调查的数据,使用路径分析比较有色人种个案工作者和白人个案工作者之间与继续受雇意愿相关的因素。在我们的路径分析中,与工作满意度相关的因素是两个群体继续就业意愿的最强预测因素,在有色人种和白人工人之间略有不同。年龄和工作压力对有色人种工人的影响要大得多,而与工作相关的倦怠对白人工人的影响更大。对于有色人种工人,与白人工人相比,对领导力的看法对有色人种工人继续受雇的意愿影响更大,拥有 MSW 是白人工人继续受雇意图的重要预测因素,但对有色人种工人则不然。讨论了对机构实践和政策的影响,包括解决个案工作者级别员工保留问题的建议策略。

更新日期:2022-09-20
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