Employment mobility or turnover? An analysis of child welfare and protection employee retention

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dc.contributor.author Burns, Kenneth
dc.contributor.author Christie, Alastair
dc.date.accessioned 2012-12-19T15:55:38Z
dc.date.available 2012-12-19T15:55:38Z
dc.date.copyright 2012
dc.date.issued 2013
dc.identifier.citation Burns, K. and Christie, A. (2013) Employment mobility or turnover? An analysis of child welfare and protection employee retention'. Children and Youth Services Review, 35(2), pp. 340-346, doi: 10.1016/j.childyouth.2012.11.014 en
dc.identifier.volume 35 en
dc.identifier.issued 2 en
dc.identifier.startpage 340 en
dc.identifier.endpage 346 en
dc.identifier.uri http://hdl.handle.net/10468/862
dc.identifier.doi 10.1016/j.childyouth.2012.11.014
dc.description.abstract This article challenges the commonly held assumption that there is a high level of occupational turnover of social workers in all child protection and welfare agencies. By analysing occupational mobility patterns (turnover, retention and attrition) in five child protection social work teams, the article demonstrates how occupational mobility is a complex phenomenon and needs to be understood within wider shifts in employment patterns and the gendering of professions. In this paper we argue that it is important to distinguish between employee turnover and employee mobility, and that an examination of the posts taken up after leaving, at least in Ireland, may provide a different perspective on the narrative of high turnover of workers in this sector. Within the five teams, it is estimated that there was a turnover rate of 8 percent in 2006 and 11 percent in 2010, with 72 percent of child protection workers in post at the end of 2005 being retained and still in post at the end of 2010. While this should not lead to complacency, or a failure to recognise and respond to the stressful nature of child protection, it does raise questions for employers about how they might plan for occupational mobility within a stable workforce made up of largely women, aged between 25 and 35, frequently newly-qualified, who are often the main carers for children and adults outside the workplace. en
dc.format.mimetype application/pdf en
dc.language.iso en en
dc.publisher Elsevier en
dc.rights © 2012, Elsevier en
dc.subject Job retention en
dc.subject Turnover en
dc.subject Child protection and welfare en
dc.subject Social workers en
dc.subject Social work en
dc.subject Gender and employment en
dc.subject Ireland en
dc.subject.lcsh Child protective services workers en
dc.title Employment mobility or turnover? An analysis of child welfare and protection employee retention en
dc.type Article (peer-reviewed) en
dc.internal.authorurl http://research.ucc.ie/profiles/A012/kburns en
dc.internal.authorcontactother Kenneth Burns, Applied Social Studies, University College Cork, Cork, Ireland. +353-21-490-3000 Email: k.burns@ucc.ie en
dc.internal.availability Full text available en
dc.date.updated 2012-12-19T14:19:26Z
dc.description.version Accepted Version en
dc.internal.rssid 183142625
dc.description.status Peer reviewed en
dc.identifier.journaltitle Children and Youth Services Review en
dc.internal.copyrightchecked Yes en
dc.internal.licenseacceptance Yes en
dc.internal.placepublication Oxford en
dc.internal.IRISemailaddress k.burns@ucc.ie en


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