This thesis examines the factors that influence staff retention and turnover of Australian rural social workers and the process of personal and professional adjustment that they often experience after relocating to commence practice. / Thesis (PhD(SocWk))--University of South Australia, 2001

Thesis (M. Soc. Sc.)--University of Hong Kong, 2006.

Thesis (M.S.W.)--University of Northern British Columbia (Canada), 2006. / Includes bibliographical references.

Thesis abstract -- Catholic University of America.

Thesis (doctoral)--Göteborgs universitet, 2004. / Extra t.p. with thesis statement and English abstract inserted. Includes bibliographical references (p. 230-244).

Thesis (M.S.W.)--Smith College School for Social Work, Northampton, Mass., 2010. / Typescript. Includes bibliographical references (p. 28-29)

Thesis (Ph.D.(Maatskaplike Werk)--Universiteit van Pretoria, 1988. / Includes bibliographical references.

Child welfare agencies are considered some of the most stressful places of employment. This stress is related to several factors: (a) the myriad forms of child maltreatment that employees must deal with on a consistent basis, (b) high caseloads, and (c) the organizational climate of most child welfare agencies. Working in child welfare involves seeing battered, beaten, bruised, burned, and neglected children on a daily basis and sometimes experiencing the death of a child as a result of abuse or abuse-related conditions. Because of the stressors inherent in child welfare agencies, retention of employees has become an increasing issue throughout the United States. A review of the literature determined that most studies involving child welfare retention focused on the reasons that employees leave the agency. These studies found that child welfare employees' reasons for terminating their employment included excessive caseloads, lack of supervisor support, job dissatisfaction, and a negative organizational climate. This dissertation explored the reasons that child welfare employees, specifically supervisors, remain employed in child welfare agencies from a strengths perspective. A qualitative study was conducted with 50 child welfare supervisors to determine whether their ability to remain with the agency was related to resilient characteristics. Results of the study indicate that the possession of a personal mission or calling, support systems, and coping skills are among the primary factors that allow supervisors to achieve employment longevity. These and additional findings are discussed in detail as well as implications for child welfare, social work practice, and social work education. / text

published_or_final_version / Social Service Management / Master / Master of Social Sciences

In this paper I will present my research about different kinds of social workers, and there way of looking at and working with adolescents alcohol use. To get my result, we interviewed eight social workers from four different organizations. The Interview participants were people working with adolescents on their spare time, and in the school environment. There were also participants representing social services and the police. The theory that we have chosen to apply to our thesis is systems theory. The results shows that professionals in Oskarshamn see that high school youth alcohol consumption generates large negative effects on the individual. One of the most complained of the impact of young girls drinking is so serious implications, as different forms of sexual exploitation. The result also shows that the preventive work is the focus of efforts to combat youth alcohol use.