Knight Danica K, Broome Kirk M, Edwards Jennifer R, Flynn Patrick M
Institute of Behavioral Research, Texas Christian University, TCU Box 298740, Fort Worth, TX 76129, USA.
J Behav Health Serv Res. 2011 Jan;38(1):80-90. doi: 10.1007/s11414-009-9198-7. Epub 2009 Dec 1.
Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover.
员工流动率是药物滥用治疗领域的一个重大问题，对服务提供和组织健康都有影响。本研究调查了门诊药物滥用治疗中主管人员流动的相关因素。流动被概念化为个人对组织层面影响的反应，预测因素代表综合项目指标。参与者包括来自美国四个地区90个项目的532名员工（包括467名咨询师和65名临床/项目主管）。通过逻辑回归分析，结构因素分析表明，隶属于母公司的项目以及为客户提供更多咨询时间的项目，其员工流动率更高。当纳入工作态度指标时，只有母公司隶属关系和满意度的集体评估与流动率有关。后续分析发现，在前任主管离职后满意度较低时，主管人员流动有增加的趋势。这些发现表明，组织层面的因素可能对主管人员流动有影响。
