Predicting and Managing Turnover in Human Service Agencies: A Case Study of an Organization in Crisis

Abstract

This study uses logistical regression to identify employee and organizational attributes contributing to the probability of voluntary turnover among child protective service caseworkers in a large children's services bureau. Variables which indicate the employee's stake in the organization (length of service, overtime hours), commitment to the profession (previous experience or internship with a human services agency), and level of education, were determinants of those who chose to remain or leave during times of high turnover and intense outside criticism and questioning of agency effectiveness. The agency's primary response to the problem, a special training program, did not significantly reduce the probability of turnover.