Beyond intent to leave: Using multiple outcome measures for assessing turnover in child welfare

This study sought to provide a more comprehensive approach to assessing and predicting turnover in child welfare by utilizing established measures that go beyond “intent to leave” and capture a continuum of behaviors indicative of emotionally and physically withdrawing from work (job withdrawal, work withdrawal, job search behavior, and exit). Data collection was informed by a conceptual framework using previous research literature. Data was obtained from public agency databases and an online survey completed by 621 (56.5%) public child welfare employees across a diversified mid-Atlantic state with geographical and demographic representation. Hierarchical regression results confirm that a combination of individual, job/work, and organizational factors are related differentially to the various types of employee behaviors related to turnover. However, factors related to perceptions of the organizational climate explained significantly more variance in types of organizational withdrawal than personal or job characteristics. Employees' reports of “stress” (captured by emotional exhaustion, role overload, and role conflict) contributed more to job withdrawal, work withdrawal, job search behavior, and exit from the organization than any other factor. Armed with specific and predictive data related to types of organizational withdrawal, agency managers can become proactive in creating the conditions likely to enhance retention.