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Existence, relatedness, or growth? Examining turnover intention of public child welfare caseworkers from a human needs approach

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  • Chen, Yi-Yi
  • Park, Jisung
  • Park, Aely

Abstract

Research suggests pay and benefits are ineffective to sustain a stable workforce in public child welfare. It is important to know what other mechanisms would motivate caseworkers to stay at the job. However, the relation of factors contributing to the prevalent problem of turnover in public child welfare remains unclear in part due to a lack of theoretical base in research. This study therefore develops a conceptual framework based on the human needs theory of Alderfer (1969, 1972) to examine what motivates caseworkers' turnover intention. The three categories of needs are existence needs regarding pay and benefits, relatedness needs regarding at-work relationships and life-work balance, and growth needs regarding career development and fulfillment. With a secondary dataset of 289 caseworkers in a northeastern state, our structural equation modeling results show the dynamics between caseworkers' needs and their differential impact on turnover intention. The effect of existence needs on turnover intention is completely mediated by growth needs. Moreover, the variable of growth needs is found to have the strongest total effect among the three need categories. Administration and management may attenuate turnover intention by enhancing caseworkers' growth needs with respect to meaningfulness of daily practice, contingent rewards, and development of personal career goals.

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  • Chen, Yi-Yi & Park, Jisung & Park, Aely, 2012. "Existence, relatedness, or growth? Examining turnover intention of public child welfare caseworkers from a human needs approach," Children and Youth Services Review, Elsevier, vol. 34(10), pages 2088-2093.
    • Handle: RePEc:eee:cysrev:v:34:y:2012:i:10:p:2088-2093
    DOI: 10.1016/j.childyouth.2012.07.002
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    References listed on IDEAS

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    Cited by:

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    2. Kim, Ahraemi & Mor Barak, Michàlle E., 2015. "The mediating roles of leader–member exchange and perceived organizational support in the role stress–turnover intention relationship among child welfare workers: A longitudinal analysis," Children and Youth Services Review, Elsevier, vol. 52(C), pages 135-143.
    3. Li, Yong & Huang, Hui & Chen, Yi-Yi, 2020. "Organizational climate, job satisfaction, and turnover in voluntary child welfare workers," Children and Youth Services Review, Elsevier, vol. 119(C).
    4. Haight, Wendy & Sugrue, Erin P. & Calhoun, Molly, 2017. "Moral injury among Child Protection Professionals: Implications for the ethical treatment and retention of workers," Children and Youth Services Review, Elsevier, vol. 82(C), pages 27-41.
    5. Kim, Hyosu & Kao, Dennis, 2014. "A meta-analysis of turnover intention predictors among U.S. child welfare workers," Children and Youth Services Review, Elsevier, vol. 47(P3), pages 214-223.
    6. Erum Shaikh & Mohsen Brahmi & Pham Chien Thang & Waqas Ahmad Watto & Ta Thi Nguyet Trang & Nguyen Thi Loan, 2022. "Should I Stay or Should I Go? Explaining the Turnover Intentions with Corporate Social Responsibility (CSR), Organizational Identification and Organizational Commitment," Sustainability, MDPI, vol. 14(10), pages 1-16, May.
    7. Curry, Ashley, 2019. "“If you can't be with this client for some years, don't do it”: Exploring the emotional and relational effects of turnover on youth in the child welfare system," Children and Youth Services Review, Elsevier, vol. 99(C), pages 374-385.

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