Why do they leave? Modeling child welfare workers' turnover intentions

By Michàlle E. Mor Barak, Amy Levin, J. Nissly, C. Lane. 2006

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Understanding of Diversity and Inclusion in a Perceived Homogeneous Culture: A Study of Organizational Commitment and Job Performance Among Korean Employees (2008, result): “Furthermore, the results of the current study were generally consistent with those of similar work in other countries ( Mor Barak, Findler, & Wind, 2001 ; Mor Barak & Levin, 2002 ; Mor Barak et al, 2003 ), suggesting good reliability and cross-cultural relevance.”
Employment-based social capital, job stress, and employee burnout: A public child welfare employee structural model (2010, background): “All rights reserved. doi:10.1016/j.childyouth.2009.10.009 Contents lists available at ScienceDirect Children and Youth Services Review j ourna l homepage: www.e lsev ie r.com/ locate /ch i ldyouth disregarded (Siggins, 1992) since job stress and burnout are both associated with high rates of employe”
Personal and Organizational Diversity Factors' Impact on Social Workers' Job Satisfaction: Results from a National Internet-Based Survey (2009, background): “According to Nkomo (1995), in social identity theory, individuals view themselves as belonging to specific social categories, which leads to the creation of conflicting ingroups and outgroups.”
The Impact of Supervision on Worker Outcomes: A Meta‐analysis (2009, background): “This consistency is further solidified in studies among child welfare workers (Mor Barak et al. 2006).”