Exploratory factor analysis and reliability of the Child Welfare Employee Feedback Scale: Further revision (CWEFS-R)

Child welfare workers remain dedicated to the service and safety of families and children, despite decades of high rates of turnover and the consequential impact. Developing and obtaining practical tools to proactively engage the workforce and offset these challenges is a necessity. This article will present the development and psychometric analysis of the Child Welfare Employee Feedback Scale (CWEFS-R). Based on a sample of 511 frontline child welfare workers in one midwestern state, an exploratory factor analysis (EFA) yielded a five-factor structure: (1) workload; (2) supervision; (3) organizational climate; (4) peer support; and (5) accomplishment. Further, criterion validity showed statistically significant correlations in the anticipated direction with each of the five subscales and Intent to Leave. Practice implications are discussed.

Automated summary

Despite decades of high turnover rates and their consequential impact, child welfare workers remain dedicated to the service and safety of families and children. This article introduces the development and psychometric analysis of the Child Welfare Employee Feedback Scale (CWEFS-R), which aims to proactively engage the workforce and offset the challenges they face. The scale, based on a sample of 511 frontline child welfare workers, identified five factors: workload, supervision, organizational climate, peer support, and accomplishment. Criterion validity demonstrated significant correlations between the five subscales and Intent to Leave. Implications for practice are discussed.