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The Influence of Transformational Le...

Rittschof, Kerri R.

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The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit./
Author:	Rittschof, Kerri R.
Description:	159 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-10(E), Section: B.
Contained By:	Dissertation Abstracts International74-10B(E).
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3568319
ISBN:	9781303226540

The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit.
Rittschof, Kerri R.

The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit. - 159 p.

Source: Dissertation Abstracts International, Volume: 74-10(E), Section: B.

Thesis (Ph.D.)--Walden University, 2013.

The challenges and job responsibilities of child welfare employees have led to increased levels of stress and job burnout, with turnover rates estimated at between 20 and 40% nationwide. Because previous research has indicated that effective leadership can mitigate the negative effects of job stress, the purpose of this study was to examine the extent to which transformational leadership ameliorates the effects of job burnout among Child Protective Services case managers. The theoretical frameworks for this study were Bass's theory of transformational leadership and Maslach's theory of job burnout. The primary research questions determined whether (a) transformational leadership related negatively with job burnout and (b) job burnout mediated the relationships between transformational leadership and the outcome variables of organizational commitment and intent to quit. The analysis of the data involved separate examinations of 3 components of organizational commitment: affective, normative, and continuance; and 3 dimensions of job burnout: emotional exhaustion, depersonalization, and personal accomplishment. The results of the Pearson correlations showed that (a) transformational leadership was significantly related to emotional exhaustion and personal accomplishment, affective and normative commitment, and intent to quit; and (b) all 3 dimensions of job burnout were significantly related to affective and normative commitment and intent to quit. The results of multiple regression analyses and the Sobel test for partial mediation indicated that job burnout partially mediated the relationships between transformational leadership and the outcome variables. The contribution for social change is that social welfare organizations may reduce burnout and turnover and increase organizational commitment by hiring and developing individuals to be transformational leaders.

ISBN: 9781303226540Subjects--Topical Terms:

520063
Psychology, Industrial.

The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit.
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245 1 4 $a The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit.
300 $a 159 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-10(E), Section: B.
500 $a Adviser: Vincent Fortunato.
502 $a Thesis (Ph.D.)--Walden University, 2013.
520 $a The challenges and job responsibilities of child welfare employees have led to increased levels of stress and job burnout, with turnover rates estimated at between 20 and 40% nationwide. Because previous research has indicated that effective leadership can mitigate the negative effects of job stress, the purpose of this study was to examine the extent to which transformational leadership ameliorates the effects of job burnout among Child Protective Services case managers. The theoretical frameworks for this study were Bass's theory of transformational leadership and Maslach's theory of job burnout. The primary research questions determined whether (a) transformational leadership related negatively with job burnout and (b) job burnout mediated the relationships between transformational leadership and the outcome variables of organizational commitment and intent to quit. The analysis of the data involved separate examinations of 3 components of organizational commitment: affective, normative, and continuance; and 3 dimensions of job burnout: emotional exhaustion, depersonalization, and personal accomplishment. The results of the Pearson correlations showed that (a) transformational leadership was significantly related to emotional exhaustion and personal accomplishment, affective and normative commitment, and intent to quit; and (b) all 3 dimensions of job burnout were significantly related to affective and normative commitment and intent to quit. The results of multiple regression analyses and the Sobel test for partial mediation indicated that job burnout partially mediated the relationships between transformational leadership and the outcome variables. The contribution for social change is that social welfare organizations may reduce burnout and turnover and increase organizational commitment by hiring and developing individuals to be transformational leaders.
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650 4 $a Social Work. $3 617587
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773 0 $t Dissertation Abstracts International $g 74-10B(E).
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