The influence of post-traumatic stress on the intention to leave among Korean child welfare workers

Abstract

Abstract Background and aims Previous research have highlighted the challenges faced by social workers who are exposed to traumatic events, such as client violence, and vicarious traumas. These experiences often lead social workers to leave their agencies. However, it is commonly assumed that child welfare workers are immune to such experiences as they primarily work with non-violent children. This study aims to investigate whether post-traumatic stress among Korean child welfare workers influences their intention to leave, and whether peer support and organizational culture mediate this relationship. Methods A total of 246 participants were recruited in 2021 through purposive sampling. Due to the ongoing Covid-19 pandemic, a self-administered online survey method was employed. Only workers who reported direct and/or indirect traumatic experiences at their workplaces were included in the final analysis. Structural equation modeling was utilized to examine the relationships among variables in this study. Results While organizational culture had a partial mediating effect in the relationship between post-traumatic stress and intention to leave, peer support did not show a significant effect. This suggests that fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. It also highlights the need for social work administrators to actively promote such climates to prevent turnover within the child welfare workforce. Discussion and conclusions The findings of this study suggests that child welfare organizations can take proactive measures to address this issue. Creating a supportive organizational culture that fosters resilience and provides resources for coping with post-traumatic stress is crucial. Organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well. Key messages • Fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. • Child welfare organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well.