Predicting public child welfare employees' intentions to remain employed with the child welfare organizational culture inventory

High employee turnover continues to be a serious problem in the field of public child welfare. In a statewide study of public child welfare employees in a southern state, the Child Welfare Organizational Culture Inventory was used to assess employees' perceptions of organizational culture and to examine which factors might be predictors of employees' intentions to remain on the job as measured by the Intent to Remain Employed-Child Welfare scale. Logistic regression was used to examine the relationship between organizational culture and employees' intent to remain in their in child welfare. These analyses provide a view into which employees might be at higher risk for leaving their positions and which organizational factors are contributing to the problem of high worker turnover.

► Use of organizational culture to predict intent to remain employed in child welfare. ► Supervisory and administrative support found predictive of intent to remain employed. ► Professionalism and organizational ethos found predictive of intent to remain. ► Autonomy, collegiality, and beliefs about parents not predictive of intent to remain.