Climate Change in Private Child Welfare Organizations

Catherine K. Lawrence; Wendy S. Zeitlin; Charles Auerbach; Nancy Claiborne

doi:10.1080/23303131.2015.1045108

Climate Change in Private Child Welfare Organizations

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

Social Work and Child Advocacy

Research output: Contribution to journal › Article › peer-review

5 Scopus citations

Abstract

Agency-based design teams effectively address workforce issues in public child welfare agencies. This article presents findings from an adaptation of a design team intervention for private child welfare agencies. A longitudinal mixed-methodology design measures effects of the intervention and conditions of implementation. Pre–post surveys of workers (n = 137) and a comparison group (n = 153) measure climate, job satisfaction, perceptions of child welfare, and intent to leave. Statistically significant increases of 0.37 points on dimensions of organizational justice and support (justice: p = 0.01; support: p = 0.03) parallel the team’s perceived effect of their work—that it will make the organization more fair and accountable.

Original language	English
Pages (from-to)	290-305
Number of pages	16
Journal	Human Service Organizations Management, Leadership and Governance
Volume	39
Issue number	4
DOIs	https://doi.org/10.1080/23303131.2015.1045108
State	Published - 8 Aug 2015

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

SDG 3 Good Health and Well-being
SDG 13 Climate Action

Keywords

leadership and organizational change
management
organizational theory and analysis
workforce/workplace issue in human service organizations

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10.1080/23303131.2015.1045108

Cite this

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title = "Climate Change in Private Child Welfare Organizations",

abstract = "Agency-based design teams effectively address workforce issues in public child welfare agencies. This article presents findings from an adaptation of a design team intervention for private child welfare agencies. A longitudinal mixed-methodology design measures effects of the intervention and conditions of implementation. Pre–post surveys of workers (n = 137) and a comparison group (n = 153) measure climate, job satisfaction, perceptions of child welfare, and intent to leave. Statistically significant increases of 0.37 points on dimensions of organizational justice and support (justice: p = 0.01; support: p = 0.03) parallel the team{\textquoteright}s perceived effect of their work—that it will make the organization more fair and accountable.",

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author = "Lawrence, \{Catherine K.\} and Zeitlin, \{Wendy S.\} and Charles Auerbach and Nancy Claiborne",

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year = "2015",

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T1 - Climate Change in Private Child Welfare Organizations

AU - Lawrence, Catherine K.

AU - Zeitlin, Wendy S.

AU - Auerbach, Charles

AU - Claiborne, Nancy

PY - 2015/8/8

Y1 - 2015/8/8

N2 - Agency-based design teams effectively address workforce issues in public child welfare agencies. This article presents findings from an adaptation of a design team intervention for private child welfare agencies. A longitudinal mixed-methodology design measures effects of the intervention and conditions of implementation. Pre–post surveys of workers (n = 137) and a comparison group (n = 153) measure climate, job satisfaction, perceptions of child welfare, and intent to leave. Statistically significant increases of 0.37 points on dimensions of organizational justice and support (justice: p = 0.01; support: p = 0.03) parallel the team’s perceived effect of their work—that it will make the organization more fair and accountable.

AB - Agency-based design teams effectively address workforce issues in public child welfare agencies. This article presents findings from an adaptation of a design team intervention for private child welfare agencies. A longitudinal mixed-methodology design measures effects of the intervention and conditions of implementation. Pre–post surveys of workers (n = 137) and a comparison group (n = 153) measure climate, job satisfaction, perceptions of child welfare, and intent to leave. Statistically significant increases of 0.37 points on dimensions of organizational justice and support (justice: p = 0.01; support: p = 0.03) parallel the team’s perceived effect of their work—that it will make the organization more fair and accountable.

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KW - management

KW - organizational theory and analysis

KW - workforce/workplace issue in human service organizations

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DO - 10.1080/23303131.2015.1045108

M3 - Article

AN - SCOPUS:84942196156

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JO - Human Service Organizations Management, Leadership and Governance

JF - Human Service Organizations Management, Leadership and Governance

IS - 4

ER -

Climate Change in Private Child Welfare Organizations

Abstract

UN SDGs

Keywords

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