Stress, Job Satisfaction and Social Support:
Stress, Job Satisfaction and Social Support: What Relationship do they have to Workplace Turnover Intentions?
Amy Levin, MSW, PhD
California State University Northridge
Abstract
This study tested a theoretical model depicting the relationships between diversity characteristics, organizational climate and personal outcome variables on intention to leave among child welfare workers. In a cross sectional design, a sample of 418 child welfare workers was drawn from a large public agency. In addition to diversity and demographic covariates, measures included organizational stress, social support, organizational fairness, inclusion, wellbeing, organizational commitment, job satisfaction and intention to leave. Results support the notion that diverse individual characteristics together with stressful, unjust, exclusionary and non-supportive organizational climate negatively influence individual wellbeing and lead to lack of job satisfaction and organizational commitment, which in turn lead to intentions of quitting. The findings provide empirical support to the notion that the exclusion and lack of fairness experienced by employees who are diverse combined with the stressful environment and lack of support, decrease job satisfaction and organizational commitment and increase intention to leave.
Key Words: Diversity Characteristics, Organizational Climate, Turnover
1.Introduction: This study explored the relationships between diversity characteristics, organizational climate and personal outcome variables on intention to leave of 418 child welfare workers in a large public agency. Child welfare departments throughout the United States have historically faced difficulties in retaining social workers and other human service professionals. The work done in child welfare is essential and significantly affects the lives of the most at risk people in our society…poor children, women, culturally diverse families, the abused and neglected, and the
Amy Levin, MSW, PhD
California State University Northridge
Abstract
This study tested a theoretical model depicting the relationships between diversity characteristics, organizational climate and personal outcome variables on intention to leave among child welfare workers. In a cross sectional design, a sample of 418 child welfare workers was drawn from a large public agency. In addition to diversity and demographic covariates, measures included organizational stress, social support, organizational fairness, inclusion, wellbeing, organizational commitment, job satisfaction and intention to leave. Results support the notion that diverse individual characteristics together with stressful, unjust, exclusionary and non-supportive organizational climate negatively influence individual wellbeing and lead to lack of job satisfaction and organizational commitment, which in turn lead to intentions of quitting. The findings provide empirical support to the notion that the exclusion and lack of fairness experienced by employees who are diverse combined with the stressful environment and lack of support, decrease job satisfaction and organizational commitment and increase intention to leave.
Key Words: Diversity Characteristics, Organizational Climate, Turnover
1.Introduction: This study explored the relationships between diversity characteristics, organizational climate and personal outcome variables on intention to leave of 418 child welfare workers in a large public agency. Child welfare departments throughout the United States have historically faced difficulties in retaining social workers and other human service professionals. The work done in child welfare is essential and significantly affects the lives of the most at risk people in our society…poor children, women, culturally diverse families, the abused and neglected, and the
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