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Employees' Intentions to Remain Employed in Child Welfare: Testing a Conceptual Model

The purpose of the current study was to extend prior research on retention of child welfare workers by constructing and testing a conceptual model for worker retention that combined individual and organizational factors. The sample used in this study (n = 244) was drawn from a Department of Human Services-Division of Family and Children Services (US DHS-DFCS) from a Southeastern state of the United States. Structural equation modeling was used to test the proposed model. The results indicated that professional organizational culture, satisfaction with extrinsic rewards, emotional exhaustion, and professional commitment were significantly related to workers' intentions to remain employed in child welfare. Although organizational policies were not directly related to workers' intentions to remain employed in child welfare, there was an indirect relationship through emotional exhaustion. Implications for practice and future research are discussed.