Why do they leave? Modeling child welfare workers' turnover intentions

The high rates of turnover in the child welfare field have grave implications for service provision to vulnerable populations. Using mixed methods with SEM and constant comparative content analyses, the study tested a theoretical model of intention to leave among child welfare workers. The theoretical model was found to fit the data well, indicating that diversity, together with a stressful, unjust, exclusionary and non-supportive organizational climate, negatively influence individual well-being, job satisfaction and organizational commitment, resulting in intention to leave the job. Study findings hold implications for supervisory recruitment and training, structural and procedural systems reform, and future research.