Retention Plans and Job Satisfaction of Gerontological Social Workers

John Poulin · Carolyn Ambler Walter

69 citations0/0 files storedJournal of Gerontological Social Work

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Social Work Education and Practice Job Satisfaction and Organizational Behavior Retirement, Disability, and Employment

Abstract

This article examines the retention plans and job satisfaction of 813 full time social workers who provide direct services to elderly clients. Almost nine out of ten of the respondents indicated that they planned to remain in the field of gerontology, with six out of ten doing so because of the personal satisfaction they derived from working with the elderly. Job autonomy, supervisor, co-worker, and organizational support as well as client satisfaction and self-esteem were significantly associated with job satisfaction.

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References

2012Index of Job Satisfaction 1988The impact of interpersonal environment on burnout and organizational commitment 1978Occupational tedium in the social services 1980Role Strain and Burnout in Child-Protective Service Workers 1982The Language of Ageism 1979Beliefs, Attitudes, and Stereotypes about Old People 1982Who is Stereotyping Whom and Why?1

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2003The Relationship between Hardiness, Supervisor Support, Group Cohesion, and Job Stress as Predictors of Job Satisfaction 2006Hardiness and Support at Work as Predictors of Work Stress and Job Satisfaction 2001The Dynamics of Group Learning in a Cohort: From Nonlearning to Transformative Learning 2012A Test of a Turnover Intent Model 2008Pathways to Organizational Commitment 1996Job Satisfaction of Social Work Supervisors and Administrators 2009A Longitudinal Study of Factors Influencing the Retention of Title IV-E Master's of Social Work Graduates in Public Child Welfare

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