A Summary Of Research On Job Retention & Turnover In Child Welfare Service Essay

This article discusses vocation retention in social welfare. smith (2004) raises a problem that cannot be dismissed lightly staff turnover in child welfare agencies with estimated turnover grade within 23% to 85% annually. Smith (2004) suggests the need to explain, understand, and prevent it. check to Smith (2004), various credit line organization environments have apply models to explain employee turnover reflecting perceived organisational curb and organizational commitment. Only a few studies applied this model when mull over child welfare retention.Data was gathered from two surveys to test organizational support on job retention to include factors such as executive program support, external rewards, and inner job values. Smith collected info from child welfare staff on two occasions at various agencies to study job retention in child welfare. First, an in the flesh(predicate) survey was given. A couple of months later, in mouldation was collected from the partic ipating agencies to analyze the percentage of individuals that remained employed at the agency. Twelve counties participated.Staff turnover rates were high in these areas of study. Smith (2004) measured organizational and job satisfaction, supervisor supportiveness and satisfaction, job tenure, civilizeload, time use, and perceptions about job turnover and retention. Smith used the organizational support theory and work place exchange kindred to theoretically examine the perceived effects on job retention. The work place exchange human relationship, stated by Smith (2004), looks into the relationship of a frontline staff and a direct supervisor.This relationship suggests that when subordinates perceive their supervisor to be supportive they become more committed to the organization (Smith, 2004) Smith (2004) considers the organizational establishment of arrangements that support work-life balance to be an important form of organizational support. This theory suggests that workp lace arrangements that facilitate work-life balance will resurrect employee commitment to the organization. Another aspect of the organizational support theory is that it highlights the roles of intrinsic and extrinsic rewards in employees decision to stay with or to leave their employers.For instance, superstar study concluded that extrinsic rewards, like, benefits package, are important motivator whereas another(prenominal) study on intrinsic rewards found that the latter is a more powerful motivator than the former. (e. g. , Deci, 1971 Snelders & Lea, 1996). The results of Smiths study indicated that extrinsic rewards such as the facilitation of life-work balance and supervisor support are associated with job retention, but reports of intrinsic job value or not. According to Smith (2004), a social exchange framework is useful for misgiving turnover and retention dynamics in child welfare organizations.In my personal view, I find one weakness of the research having study me asures. . . not standardized. This makes the research less scientific and subject to criticisms from the scientific and business communities. On the other hand, I find the strength of the research in its confidence in declaring that its findings can appropriately be generalized, however, only to high-turnover agencies in rural areasthus, the knowledge obtained from the research can be used by decision-makers in formulating and adopting certain policies on employee retention and turnover.