Job Expectations and Intention to Leave in a State Child Welfare Agency

Dsw, Roslyn H. Chernesky; Dsw, Marion K. Israel

doi:10.1080/15548730802690817

Cited by 14 publications

(5 citation statements)

References 38 publications

(53 reference statements)

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“…The study provides the expected relation and states that OC has a negative effect on ITL. This result is consistent with the previous literature (Chernesky and Israel, 2009;Cohen, 1993;Ingram and Lee, 1990;Yurchisin et. al, 2010).…”

Section: Resultssupporting

confidence: 94%

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The Effects of Internal Marketing on Some Job Attitudes: A Study in Private Hospitals in Turkey

Işık

Altunoğlu

2016

isarder

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Organizations realize that one of their most crucial assets is the employee. This research evaluates internal marketing actions from the employers' perspective, focusing on effects of internal marketing actions on employers perceptions of the firm. The aim of this study is to state and analyze a proposed model concerned with internal marketing (IM), organizational cynicism (OCY), organizational commitment (OC), job satisfaction (JS), and intention to leave (ITL) amongst Turkish hospital employees. Research data is obtained from those 415 employees working in private hospitals in Mugla, Turkey. The data was analyzed through the SPSS 15.0 and LISREL 8.51 statistical packages and proposed relations are analyzed through Structural Equation Modelling (SEM). The findings supported hypotheses, demonstrating that while IM has positive effects on OC and JS, it has a negative impact on OCY. Moreover, as ITL is affected negatively by OC, it is positively influenced by OCY but no relationship to JS.

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Section: Resultssupporting

confidence: 94%

“…al., 2010). Chernesky and Israel (2009) noted that, OC has often been considered as a antecedent of turnover. It can be argued that highly committed employees might find it difficult to leave from the workplace, as they may feel emotionally attached to the job and as they have high levels of identification with the work.…”

Section: Intention To Leavementioning

confidence: 99%

The Effects of Internal Marketing on Some Job Attitudes: A Study in Private Hospitals in Turkey

Işık

Altunoğlu

2016

isarder

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“…While this global survey is the first of its kind, and the first to assess working conditions at a global regional level, the results do compare to those found by previous researchers. For example, organisational factors such as workload and leadership have been shown to be associated with outcomes such as turnover (Chernesky and Israel, 2009), burnout (McFadden et al, 2017) and poor job satisfaction (Caravaca Sánchez et al, 2018) in international social work populations.…”

Section: Discussionmentioning

confidence: 99%

“…Researchers, academics and practitioners in the United States have researched social work workforce concerns most frequently and produced findings that might be applied elsewhere if culturally appropriate. Mainly, the recurring issues related to retention and turnover concerns (USA; Chernesky and Israel, 2009), inexperience in teams due to turnover (Australia; Healy et al, 2009), working conditions (Sweden; Tham, 2008) and organisational culture (Canada; Regehr et al, 2007). Organisational factors were also analysed in the context of burnout, specifically workload, values, fairness, reward and control (Northern Ireland; McFadden et al, 2017).…”

Section: Working Conditions and Organisational Outcomesmentioning

confidence: 99%

Global social work working conditions and wellbeing

Ravalier

Jones²,

Truell³

et al. 2022

International Social Work

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This research explores the working conditions of social workers around the globe, using a mixed-methods approach. A survey of working conditions and wellbeing was distributed to social workers via email and social media. Results subsequently informed the interview schedule for individual semi-structured interviews with social work leaders from across the world. Results confirm that social workers have among the most difficult working conditions of all equivalent professions, with detrimental effects on services for individuals and communities due to burnout and retention. Suggested solutions include legal recognition of the social work profession, improved management support and better pay and conditions.

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“…Intention to leave child welfare practice contributes to workforce instability in the child welfare system, which has been associated with shorter lengths of placements, more placements in the future, and other negative impacts for children in care (Hébert et al, 2016;Strolin-Goltzman et al, 2010;Tremblay et al, 2016). Difficulties retaining professionals in the child welfare system also contribute to high financial costs and reduced service capacity (Boyas et al, 2012;Chernesky & Israel, 2009;Graef & Hill, 2000;Itzick & Kagan, 2017;Madden et al, 2014;McGowan et al, 2009;Mor Barak et al, 2001;Nissly et al, 2005;Tollen, 1960). Many additional factors impacting the intent of child welfare professionals to leave their positions have been identified: burnout; personal commitment; self-efficacy; demographic characteristics; availability and efficacy of supervision; job satisfaction; organizational commitment; general organizational practices; caseload size; salary issues; and, moral distress (Brend et al, 2020;Strolin et al, 2006).…”

Section: Residential Child Welfare Work: Impacts Of Treating Trauma Exposed Childrenmentioning

confidence: 99%

Trauma-Informed Care in Child Welfare: An Imperative for Residential Childcare Workers

Brend

Sprang

2020

IJCAR

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Context: Rates of traumatization among residential child welfare professionals are alarmingly high. The well-being of these professionals is associated both with their intention to stay in their jobs and outcomes of children in their care. Several risk factors threaten the well-being of child welfare professionals, including primary and secondary exposure to experiences with the potential to provoke posttraumatic stress reactions. Objectives: This manuscript details experiences empirically shown to have potential negative impacts on professional well-being, discusses why these impacts are of particular concern for residential childcare workers, and describes the types of organizational cultures and climates that appear to mitigate these negative impacts. Implications: Trauma-informed care at the organizational level is proposed both as a means to reduce harm to child-welfare professionals and promote the rehabilitation of children within the child welfare system.

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Job Expectations and Intention to Leave in a State Child Welfare Agency

Cited by 14 publications

References 38 publications

The Effects of Internal Marketing on Some Job Attitudes: A Study in Private Hospitals in Turkey

The Effects of Internal Marketing on Some Job Attitudes: A Study in Private Hospitals in Turkey

Global social work working conditions and wellbeing

Trauma-Informed Care in Child Welfare: An Imperative for Residential Childcare Workers

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