Jones Loring
San Diego State University, USA.
J Health Soc Policy. 2002;15(3-4):39-51. doi: 10.1300/J045v15n03_04.
Examine retention rates of a Title IV-E program's graduates in a public child welfare agency.
The sample consisted of all workers (N = 266) hired between June 1994 and June 1997. Subjects were followed until 12/31/99 in order to ascertain employment status. Data for study were abstracted from agency personnel files.
Title IV-E trained social workers had longer periods of tenure than non-IV-E trained employees (p < .057). Other predictors that were significant or approaching significance included Spanish speaking (p < .007), having an MSW (p < .0245), being rehired by the agency (p < .052), and being promoted to social from Income Maintenance (p < .061).
The retention finding is encouraging because it may mean child welfare agencies may improve their human capital through programs like IV-E. Recruiting Spanish speaking social workers or upgrading existing workers' language skills may increase retention in child welfare. Promoting from within coupled with upgrading skills through training programs like IV-E may also be a solution to the staffing crisis.
研究《第四编E部分》项目毕业生在一家公共儿童福利机构的留用率。
样本包括1994年6月至1997年6月期间雇佣的所有员工（N = 266）。对受试者进行跟踪直至1999年12月31日，以确定就业状况。研究数据从机构人事档案中提取。
接受《第四编E部分》培训的社会工作者任期比未接受该培训的员工更长（p < .057）。其他具有显著或接近显著意义的预测因素包括会说西班牙语（p < .007）、拥有社会工作硕士学位（p < .0245）、被机构重新雇佣（p < .052）以及从收入维持岗位晋升为社会工作岗位（p < .061）。
留用率的研究结果令人鼓舞，因为这可能意味着儿童福利机构可以通过《第四编E部分》这样的项目提升其人力资本。招募会说西班牙语的社会工作者或提升现有员工的语言技能可能会提高儿童福利机构的留用率。内部晋升并通过《第四编E部分》这样的培训项目提升技能也可能是解决人员配置危机的一个办法。
