Researchers in the Georgia State University School of Public Health examined job turnover, a well‐documented problem in child welfare serving agencies, among frontline child welfare providers who were randomly assigned to implement an evidenced-based practice or to continue services as usual as part of randomized trial.
In their study, the researchers define turnover as when an individual leaves an organization either voluntarily or involuntarily irrespective of the reason. They explain that turnover happens for a variety of reasons with both high‐ and low‐performing employees, and confers increased cost and burden for the agency in filling the position regardless of turnover type. Variable predictors of job turnover in the study included provider age, prior exposure to an evidenced-based practice, years since last degree, amongst others.
The researchers contended that as child welfare and human service systems seek to implement evidenced-based practices, it is critical to understand the impact of that implementation on job satisfaction, burnout, and turnover. The study explained that evidenced-based practices are typically implemented to improve outcomes, its implementation is a substantial investment for human service systems, and the impact of evidenced-based practices implementation on workforce turnover can have a positive or negative impact on the cost‐benefits of evidenced-based practices implementation.
The authors of study are Dan Whitaker, co-director of the National SafeCare Training and Research Center (NSTRC); Matthew Lyons; Erin Weeks; Matthew J. Hayat; Shannon Self-Brown, co-director of the NSTRC; and Rabab Zahidi.Tags: Friday Letter Submission, Publish on March 13