Job-Retention Outcomes of Federal Welfare-To-Work

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.

Research design (population, design, instrument, and statistics)

The study involved the use of dependent and independent variables as a designed method to heighten the study. The model used is that of the logistic regression in which the relation between the length of employment and job retention has been established. The model depicts variance in the levels of the dependent and independent variables between the two parameters of the study. This is the research design in the article. Descriptive statistics entails some demographic findings that guided the study and data exploration. The determinants are carried upon the hired workers in varies companies. Males and females are used in various ways. They depict their relative information as regards information in welfare before and after hire. From the research, males are shown to be earning more than comparably educated and experienced females hired in the federal service. Females are overrepresented along the lower-level federal employees. The high level of female employees in the federal system shares the same representation among women in the national setting. The study involves instruments as from the Central Personnel Data File (CPDF), and data from TANF programs.

Findings and conclusions