The recruitment and retention of a stable, qualified workforce has been an on-going challenge for the child welfare system. Prior research has identified both individual and organizational factors influencing retention and turnover in child welfare. The current study uses mixed methods to examine the impact of perceived organizational culture on workers' intention to remain employed. Thematic analysis of the qualitative data revealed that perceived organizational culture, as understood as being comprised of both relationships and values, could be related to worker retention. Based on the qualitative findings, the researchers selected quantitative measures to operationalize the various aspects of organizational culture. Results from the logistic regression indicated that intention to remain employed was significantly related to organizational culture. Implications for practice are discussed.
- Congruent values
- Organizational culture
- Worker retention and turnover