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Climate factors related to intention to leave in administrators and clinical professionals

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  • Claiborne, Nancy
  • Auerbach, Charles
  • Zeitlin, Wendy
  • Lawrence, Catherine K.

Abstract

This study seeks to identify the best-fitting model to determine which organizational factors relate to the various dimensions of not-for-profit administrators or clinicians' intention to leave their jobs. A structural equation model (SEM) analyzed data on 318 administrators and clinical professionals. Based on this analysis, the best-fitting model was comprised of three factors consisting of three latent variables, and four exogenous variables regressed on them. Model fit statistics indicated the data fit the model well. The Comparative Fit Index (CFI) values was 0.99. The Tucker–Lewis Index (TLI) assessed the model's goodness-of-fit excellent at 0.99. The model indicates that administrators and clinicians experiencing certain factors, specifically organizational support, role clarity, and manageable workloads, showed significantly reduced thinking about and looking for another job. Administrators experiencing job autonomy and organizational support decreased looking for and actively finding a new job. This study located organizational climate factors that are most important for administrators and clinicians, thus identifying potential approaches for retention.

Suggested Citation

  • Claiborne, Nancy & Auerbach, Charles & Zeitlin, Wendy & Lawrence, Catherine K., 2015. "Climate factors related to intention to leave in administrators and clinical professionals," Children and Youth Services Review, Elsevier, vol. 51(C), pages 18-25.
    • Handle: RePEc:eee:cysrev:v:51:y:2015:i:c:p:18-25
    DOI: 10.1016/j.childyouth.2015.01.007
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    References listed on IDEAS

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    1. Hopkins, Karen M. & Cohen-Callow, Amy & Kim, Hae Jung & Hwang, Jeongha, 2010. "Beyond intent to leave: Using multiple outcome measures for assessing turnover in child welfare," Children and Youth Services Review, Elsevier, vol. 32(10), pages 1380-1387, October.
    2. Mor Barak, Michalle E. & Levin, Amy & Nissly, Jan A. & Lane, Christianne J., 2006. "Why do they leave? Modeling child welfare workers' turnover intentions," Children and Youth Services Review, Elsevier, vol. 28(5), pages 548-577, May.
    3. Chen, Szu-Yu & Scannapieco, Maria, 2010. "The influence of job satisfaction on child welfare worker's desire to stay: An examination of the interaction effect of self-efficacy and supportive supervision," Children and Youth Services Review, Elsevier, vol. 32(4), pages 482-486, April.
    4. Ellett, Alberta J., 2009. "Intentions to remain employed in child welfare: The role of human caring, self-efficacy beliefs, and professional organizational culture," Children and Youth Services Review, Elsevier, vol. 31(1), pages 78-88, January.
    5. Auerbach, Charles & McGowan, Brenda G. & Ausberger, Astraea & Strolin-Goltzman, Jessica & Schudrich, Wendy, 2010. "Differential factors influencing public and voluntary child welfare workers' intention to leave," Children and Youth Services Review, Elsevier, vol. 32(10), pages 1396-1402, October.
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    7. Claiborne, Nancy & Auerbach, Charles & Lawrence, Catherine & Liu, Junqing & McGowan, Brenda G. & Fernendes, Gretta & Magnano, Julie, 2011. "Child welfare agency climate influence on worker commitment," Children and Youth Services Review, Elsevier, vol. 33(11), pages 2096-2102.
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    Cited by:

    1. McCrae, Julie S. & Scannapieco, Maria & Obermann, Ann, 2015. "Retention and job satisfaction of child welfare supervisors," Children and Youth Services Review, Elsevier, vol. 59(C), pages 171-176.
    2. Griffiths, Austin & Royse, David & Murphy, April & Jones, Olivia & Culver, Kalee & Turner, James & Smajlovic, Alma, 2023. "Exploratory factor analysis and reliability of the Child Welfare Employee Feedback Scale: Further revision (CWEFS-R)," Children and Youth Services Review, Elsevier, vol. 155(C).

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