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The Effects of Organizational Commitment and Harmonious Passion on Voluntary Turnover among Social Workers : = A Mixed Methods Study.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Effects of Organizational Commitment and Harmonious Passion on Voluntary Turnover among Social Workers :/
其他題名:	A Mixed Methods Study.
作者:	Scales, Ashley Nicole.
面頁冊數:	1 online resource (201 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.
Contained By:	Dissertation Abstracts International79-09A(E).
標題:	Organizational behavior. -
電子資源:	click for full text (PQDT)
ISBN:	9780355890822

The Effects of Organizational Commitment and Harmonious Passion on Voluntary Turnover among Social Workers : = A Mixed Methods Study.
Scales, Ashley Nicole.

The Effects of Organizational Commitment and Harmonious Passion on Voluntary Turnover among Social Workers :A Mixed Methods Study. - 1 online resource (201 pages)

Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.

Thesis (Ph.D.)--The University of Southern Mississippi, 2018.

Includes bibliographical references

The retention of Social Workers (SWs) is a concern that affects government and private organizations and the workforce. Voluntary turnover among SWs is increasing at an alarming rate. Not only is voluntary turnover rising, but organizational commitment and harmonious passion are declining (Wharton University of Pennsylvania, 2012). This study explored and examined the effect organizational commitment and harmonious passion have on voluntary turnover among Child Protective Services (CPS) SWs. The study used a concurrent mixed method design. Data collected during the quantitative phase provided information on the perceptions of SWs regarding organizational commitment, harmonious passion, and their intent to leave. The qualitative aspect of the study consisted of one-on-one interviews, which provided an opportunity for the SWs to tell their story in a meaningful way and provided a deeper explanation of their perceptions of organizational commitment, harmonious passion, voluntary turnover, and intent to leave. Two-hundred and twenty-six SWs completed the survey and twenty-nine SWs participated in an interview on organizational commitment, harmonious passion, voluntary turnover, and intent to leave. Although the literature suggested organizational commitment (affective, normative, and continuance commitment) and harmonious passion influences voluntary turnover. Results of the study did not support the prediction. However, the results of the study did indicate organizational commitment and harmonious passion levels are low among CPS SWs who participated in the current study. Participants noted low levels of organizational commitment and harmonious passion do contribute to turnover and has a negative impact on the clients and communities they serve. The SWs of this study feel undervalued and need support and respect from CPS leaders to increase their levels of organizational commitment and harmonious passion. The retention of more qualified licensed SWs is critical in improving organizational commitment, harmonious passion, and the quality of care provided by the organization.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355890822Subjects--Topical Terms:

557544
Organizational behavior.
Index Terms--Genre/Form:

554714
Electronic books.

The Effects of Organizational Commitment and Harmonious Passion on Voluntary Turnover among Social Workers : = A Mixed Methods Study.
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520 $a The retention of Social Workers (SWs) is a concern that affects government and private organizations and the workforce. Voluntary turnover among SWs is increasing at an alarming rate. Not only is voluntary turnover rising, but organizational commitment and harmonious passion are declining (Wharton University of Pennsylvania, 2012). This study explored and examined the effect organizational commitment and harmonious passion have on voluntary turnover among Child Protective Services (CPS) SWs. The study used a concurrent mixed method design. Data collected during the quantitative phase provided information on the perceptions of SWs regarding organizational commitment, harmonious passion, and their intent to leave. The qualitative aspect of the study consisted of one-on-one interviews, which provided an opportunity for the SWs to tell their story in a meaningful way and provided a deeper explanation of their perceptions of organizational commitment, harmonious passion, voluntary turnover, and intent to leave. Two-hundred and twenty-six SWs completed the survey and twenty-nine SWs participated in an interview on organizational commitment, harmonious passion, voluntary turnover, and intent to leave. Although the literature suggested organizational commitment (affective, normative, and continuance commitment) and harmonious passion influences voluntary turnover. Results of the study did not support the prediction. However, the results of the study did indicate organizational commitment and harmonious passion levels are low among CPS SWs who participated in the current study. Participants noted low levels of organizational commitment and harmonious passion do contribute to turnover and has a negative impact on the clients and communities they serve. The SWs of this study feel undervalued and need support and respect from CPS leaders to increase their levels of organizational commitment and harmonious passion. The retention of more qualified licensed SWs is critical in improving organizational commitment, harmonious passion, and the quality of care provided by the organization.
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