Job-retention outcomes of federal welfare-to-work employees

Job-retention Outcomes of Federal Welfare-to-Work Employees

Welfare and Work: Job-Retention Outcomes of Federal Welfare-to-Work Employees

Susan Tinsley Gooden and Margo Bailey wrote the journal article "Welfare and Work: Job-Retention Outcomes of Federal Welfare-to-Work Employees," published under the Public Administration Review. The article has exemplified on hiring and employee retention in various organizations as in the United States of America. Within the federal policy goals and objectives, the article has asserted that employee retention within organizations helps in the fulfillment of the federal's objectives and goals of equitability within the labor force. The key features that have been tackled by the author relate to employment of the citizens. Maintenance of the welfare of the employees' right from time of hire all the way to retirement has been given much emphasis in the article. Furthermore, the article deals with ways and means used by the federal agencies in describing how the agency will assist welfare recipients, once hired, to perform well and keep their jobs. Most of the excerpts used are from the former U.S. head of state, President Bill Clinton (Tinsley, 1997).

Research question

The research question, which guided this study is, "what is the nature of the job-retention outcomes of the Federal Welfare-to-work initiative?" Other questions included "How many Welfare-to-Work hires retain their jobs after three months? After six months? Do their job-retention patterns differ from other federal employees?"

Theories used

The study has involved a number of research theories. The study has instinctively used logistic regression theory in order to exemplify the achievement of the objectives of the study. With this theory, the study depicts the dependent and independent variables in the job retention and length of employment among the respondent employees.

Research hypothesis

The hypothesis that has been used by the research states that, "welfare recipients deal with weaker attachments to the labor force. As such, there are lower job-retention rates among the employees of Federal-to-work together with federal-non-welfare-to-work employees.

Findings and conclusions

Welfare-to-work employees benefit less from veterans' preferences than none-welfare-to-work employees do. Veteran preferences tend to include many males and less of females. The finding is attributed to a high percentage of female employees among the welfare-to-work group. Welfare-to-work employees have higher job retention rates than non-welfare-to-work employees. The preferences keep changing from one cohort of employees to another. As such, the employment rates in the United States of America, most of which are mired by high rates of unemployment, are predictable from the various methods used to carry out the study. The research concludes that the welfare-to-work employees do not have lower rates of job retention as when compared to non-welfare-to-work employees. This is contrary to what the study had hypothesized earlier.

Reference

Gooden, S. T & Bailey, M. (2001). Welfare and Work: Job-Retention Outcomes of Federal

Welfare-to-Work Employees. Public Administration Review Vol. 61, No. 1: pp. 83-91