Date of Award

1-1-2009

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

College/School/Department

School of Social Welfare

Content Description

1 online resource (xii, 143 pages) : illustrations (some color)

Dissertation/Thesis Chair

Nancy Claiborne

Committee Members

Mary McCarthy, Thomas L. Gais

Keywords

Child welfare, Employee's turnover, Organizaitonal Culture, Organization, Organizational Climate, Employment stabilization

Subject Categories

Public Policy

Abstract

Background & Purpose: Employee's turnover in child welfare agencies negatively influences remaining employees, clients, and organization itself as well as losing skilled or trained employees. For example, employee's high turnover tends to be cyclical, in that high turnover gives additional workload burden to remaining employees and causes lack of continuity of services for vulnerable children and families. Moreover, child welfare agencies have to bear financial costs, including hiring and training. Although current literature increasingly emphasizes the importance of organizational factors in employee's turnover issues, more empirical research is needed to be conducted to understand organizational effects on employee's turnover. This study pays specific attention to the employee's turnover that arises, because of organizational culture and climate among organizational factors.

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