Improving turnover in public child welfare: Outcomes from an organizational intervention

This study examines the effects of an organizational intervention on intention to leave child welfare. Using a non-equivalent comparison group design, twelve child welfare agencies participated in either the Design Team intervention condition or a comparison condition. Organizational factors and intention to leave were assessed pre and post intervention. Findings from GLM Repeated Measures indicate significant group by wave interactions for three of the six organizational variables (professional resources, commitment, and burnout) and intention to leave. All of these interactions showed a greater positive improvement for the DT group than the comparison group. Structural equation modeling demonstrates good model fit with significant pathways leading from the intervention through intervening organizational variables to intention to leave. Intervening at the organizational level can help child welfare agencies improve organizational shortcomings, while also decreasing intention to leave. Evidence suggests that by improving organizational factors affecting the workforce, service quality will improve.