Factors affecting turnover among family child care providers: A longitudinal study

The high turnover rates evident among family child care providers undermine the quality of care provided to children. In this study, we followed 57 family child care providers longitudinally to identify precursors of turnover. Job stress, education, and training directly affected turnover. Providers most likely to leave the profession were more educated, less trained, and reported higher levels of stress. Training and the presence of the provider's own young children indirectly affected turnover through their relationship to job stress. Providers who cared for their own preschool children experienced higher levels of job stress. In contrast, training was associated with lower job stress, but only for less educated providers. The presence of the provider's own young children and training also were associated with greater job satisfaction, but job satisfaction was unrelated to turnover. Finally, there was a curvilinear relationship between job tenure and job stress and, to a lesser extent, turnover. Providers who had been caring for children between 2 and 8 years reported the highest levels of job stress and turnover, although turnover rates were also high during the first 2 years of beginning family child care.