Abstract
This article outlines a theoretical framework for studying turnover among family child care providers. Stress and coping theory and organizational models of turnover are integrated with the child care literature in order to develop a conceptual model for studying turnover and its precursors among home-based caregivers. The model proposes four components which interact along the path to turnover: (a) potential sources of stress, (b) moderators of stress, (c) outcomes of a cognitive appraisal process, and (d) actions on those outcomes. Implications for future research and practical applications are discussed.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
