Browsing by Subject "turnover"

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    Making Memory in State Government: Fighting the Effects of High Administrative Turnover with Participatory Evaluation Approaches
    (2016-02) Biringer, Catherine
    State government agencies face a unique challenge: frequent, regular turnover of top administration, in concurrence with the election cycle. However, there is little current research on the effects of administrative turnover in state government specifically. Several trends can be observed in the public sector that may be exacerbated by high administrative turnover: weak organizational learning, low levels of organizational memory, lack of encouragement of capacity building from management, and negative behavior of disempowered government workers. There is also a gap in the literature regarding the influence of evaluation on state government work, and whether it can help with the observed organizational trends. This paper examines whether participatory evaluation approaches can combat loss of organizational memory and learning in the turbulent environment of state government agencies.
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    Who Stays, Who Goes, Who Knows? A State-Wide Survey of Child Welfare Workers
    (Child and Family Services Review, 2017-01) Griffiths, Austin; Royse, David; Culver, Kaylee; Piescher, Kristine; Zhang, Yanchen
    Child welfare workforce turnover remains a significant problem with dire consequences. Designed to assist in its retention efforts, an agency supported state-wide survey was employed to capture worker feedback and insight into turnover. This article examines the quantitative feedback from a Southern state’s frontline child welfare workforce (N=511), examining worker intent to leave as those who intend to stay employed at the agency (Stayers), those who are undecided (Undecided), and those who intend to leave (Leavers). A series of One-Way ANOVAs revealed a stratified pattern of worker dissatisfaction, with stayers reporting highest satisfaction levels, followed by undecided workers, and then leavers in all areas (e.g., salary, workload, recognition, professional development, accomplishment, peer support, and supervision). A Multinomial Logistic Regression model revealed significant (and shared) predictors among leavers and undecided workers in comparison to stayers with respect to dissatisfaction with workload and professional development, and working in an urban area. Additionally, child welfare workers who intend to leave the agency in the next 12 months expressed significant dissatisfaction with supervision and accomplishment, and tended to be younger and professionals of color.