Author : Nicole G. Willis
Publisher :
ISBN 13 :
Total Pages : 332 pages
Book Rating : 4.:/5 (895 download)
Book Synopsis Using Systems Theory and Social Exchange Theory to Understand Factors that Impact Retention, Turnover and Motivation to Work in a Public Child Welfare Agency by : Nicole G. Willis
Download or read book Using Systems Theory and Social Exchange Theory to Understand Factors that Impact Retention, Turnover and Motivation to Work in a Public Child Welfare Agency written by Nicole G. Willis and published by . This book was released on 2010 with total page 332 pages. Available in PDF, EPUB and Kindle. Book excerpt: Public child welfare work can be extremely challenging in a system with more complex client needs, limited funding and greater demands placed on caseworkers. Retention and maintaining motivated employees is a challenge among child welfare agencies. An exploratory, mixed-model secondary data analysis research study utilizing systems and social exchange theories was conducted to explore the impact of demographic/personal, professional and organizational factors on motivation to work, as well as the impact of Title IV-E training and level of motivation to work on intent to remain employed and intent to leave among CPS caseworkers (N=610) in Texas. Results from the standard multiple regression analysis were consistent with systems theory, demonstrating motivation to work was impacted most strongly by variables from all three sub-systems: practice skills, collegial support and age. Content analyses on qualitative data revealed thematic differences between low and high motivated groups in terms of intent to remain and leave, in terms of perceived competency/purpose, importance of job stability and helping children. Those with higher motivation levels express stronger congruence between personal/professional mission and the agency mission. Social exchange theory supports qualitative results regarding the impact of Title IV-E, suggesting workers appraise levels of "fit" within many systemic domains, in terms of the appraised costs and benefits between worker values, professional qualifications, organizational climate as well as attractiveness of other agencies in decisions made about remaining employed or leaving employment. Findings from the study suggest CPS must offer professional opportunities, pay commensurate with skills/education, more stability and make sure that hires have professional goals that are best fit with CPS in order to impact the quantity of 'preventable' type of turnover. Findings also suggest that energies need to be focused more on quality of turnover. Staff transitions that are fluid will help reduce caseload absorption on remaining staff and reduce interruption of caseworker-client relationships. Future research on motivation to work, organizational turnover/retention should focus on better definition/conceptualization of the constructs. In addition, future research should focus on exploring the transition process of CPS caseworkers, in order to develop more efficient transitions and agency stability.