实施循证实践的组织中的治疗人员流动：流动率及其与客户结果的关联。
Treatment staff turnover in organizations implementing evidence-based practices: turnover rates and their association with client outcomes.
机构信息
Chestnut Health Systems, Normal, IL 61761, USA.
出版信息
J Subst Abuse Treat. 2012 Mar;42(2):134-42. doi: 10.1016/j.jsat.2011.10.015. Epub 2011 Dec 5.
Abstract
High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (N = 249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. In addition, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed.
摘要
高员工流动率被描述为物质使用障碍治疗领域的一个问题。这一说法主要基于这样一种假设，即员工流动率会对治疗的提供和效果产生不利影响。然而，这一假设尚未经过实证检验。在这项研究中，我们计算了参与循证实践实施计划的治疗人员（N=249）的年度离职率，并考察了组织层面的员工流动率与客户层面结果之间的关系。临床医生的年度离职率为 31%，临床主管的离职率为 19%。此外，多层次分析并未揭示出员工流动率与较差的客户层面结果之间的预期关系。相反，组织层面的员工流动率与治疗效果的两个衡量标准呈显著正相关：较少参与非法活动和较低的社会风险。对这些发现的可能解释进行了讨论。
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