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

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

Research output: Contribution to journalArticlepeer-review

11 Scopus citations


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.

Original languageEnglish
Pages (from-to)18-25
Number of pages8
JournalChildren and Youth Services Review
StatePublished - 1 Apr 2015


  • Child welfare administrators
  • Child welfare clinical professionals
  • Organizational climate
  • Turnover


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