Retention and job satisfaction of child welfare supervisors. (December 2015)

• Record Type: Journal Article
• Authors: McCrae, Julie S.; Scannapieco, Maria; Obermann, Ann
• Is Part Of: Children and youth services review. Volume 59(2015:Dec.)
• Page Start: 171
• Page End: 176
• Publication Date: 2015-12
• Subjects: Child welfare -- Supervision -- Intent to leave -- Retention -- Time pressure -- Job satisfaction; Social work with children -- Periodicals; Social work with youth -- Periodicals; Adolescent -- Periodicals; Child Welfare -- Periodicals; Social Work -- Periodicals; Service social aux enfants -- Périodiques; Service social à la jeunesse -- Périodiques; Electronic journals; 362.705
• DOI: 10.1016/j.childyouth.2015.11.011
• Languages: English
• ISSNs: 0190-7409

Abstract

Abstract: Supervisors play a vital role in workplace productivity and organizational health, and are at the forefront of improving the capacity of the child welfare workforce. Yet there is limited research about their organizational longevity and satisfaction compared with child welfare caseworkers. This study uses data from 85% of supervisors statewide in a child welfare organization to describe intent to leave, supervision provided and received, and job qualities. Questions are: (1) what are the personal and job qualities of child welfare supervisors? (2) To what extent do supervisors report receiving and providing supervision, and (3) what personal and job qualities predict intent to leave among supervisors? Using bivariate and multivariate analyses, results showed that supervisors who receive more frequent supervision report lower levels of job stress and time pressure and more positive perceptions of organization leadership. These supervisors also reported providing more supervision to caseworkers. Greater time pressure predicted intent to leave among supervisors, indicating that there is an important balance between workload and resources in efforts to maintain quality supervisors. Highlights: Supervisors who receive more supervision report less job stress and time pressure. Job stress and job dissatisfaction predicted intent to leave among supervisors. Supervisors report receiving supervision infrequently. Time pressure is high and influences supervisors' level of job stress.