Institute of Behavioral Research, Texas Christian University, Fort Worth, Texas 76129, USA.
J Subst Abuse Treat. 2012 Mar;42(2):143-50. doi: 10.1016/j.jsat.2011.10.009. Epub 2011 Dec 5.
The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning measured work environment demands (stress and inadequate staffing), and 3 measured supportive work relationships (communication, cohesion, and peer collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work environment demands but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands, decreases perceptions of support, and underscores the need to reduce stress and minimize subsequent turnover among clinical staff.
本研究旨在考察员工离职对仍在药物滥用治疗项目中工作的员工对组织需求和支持的看法的影响。样本由 63 个门诊机构的 353 名临床工作人员组成。《组织功能调查》中的两个量表测量了工作环境需求（压力和人手不足），3 个量表测量了支持性工作关系（沟通、凝聚力和同伴协作）。一系列多层次模型的结果表明，即使在控制了预算、普查和个人工作量等其他潜在负担因素后，曾经历过高员工离职率的项目中的辅导员也会感到组织内部的需求更高，支持更少。两个个人层面的变量，工作量和任期，是工作环境需求的重要决定因素，但与支持性工作关系无关。研究结果表明，员工离职会增加工作场所的需求，降低对支持的看法，并强调需要减少临床工作人员的压力和最小化随后的离职率。
