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Abstract

The critical role played by child welfare workers in the protection of abused and neglected children is seriously undermined by rapid staff turnover and the impaired performance associated with burnout and job dissatisfaction. This review examines research on job satisfaction in child welfare systems and on factors that influence a worker's decision to leave a job or stay, as well as organizational climate factors which have been linked to job satisfaction, consumer satisfaction, and client outcomes. While ample information is available about what is needed to create satisfying work environments for child welfare workers, this knowledge has not been systematically applied. Incorporating existing knowledge into child welfare practice should be a priority, as should research that focuses on organizational variables that may impact service quality and outcomes as well as employee satisfaction. Questions remain about the long-term impact of increased job satisfaction and improved organizational climate on worker retention and client outcomes.

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Elements of Satisfying Organizational Climates in Child Welfare Agencies

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