Abstract
Research focusing on retention of child protection employees, primarily caseworkers, indicates that high turnover rates in child welfare agencies are a consequence of high levels of stress. A qualitative study was conducted utilizing a strengths perspective to explore the reasons that 50 child welfare supervisors remain employed, specifically whether retention was related to resilience or other personal characteristics. This article is excerpted from the larger study and discusses findings that indicate the possession of a personal mission or calling, support systems, and strong coping skills are among the primary factors that contribute to retention. Additional results have been published separately.
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