一项大规模实施计划中工作角色、培训类型与员工流动率之间的关联
Associations Among Job Role, Training Type, and Staff Turnover in a Large-Scale Implementation Initiative.
作者信息
Brabson Laurel A, Herschell Amy D, Kolko David J, Mrozowski Stanley J
机构信息
Department of Psychology, West Virginia University, 1124 Life Sciences Building, P.O. Box 6040, Morgantown, WV, 26506-6040, USA.
Western Psychiatric Institute and Clinic, University of Pittsburgh School of Medicine, Pittsburgh, USA.
出版信息
J Behav Health Serv Res. 2019 Jul;46(3):399-414. doi: 10.1007/s11414-018-09645-1.
Staff turnover is problematic for behavioral health agencies implementing evidence-based practices (EBPs), which are costly and time-consuming. The current study examined the association between EBP training methods and turnover and explored predictors of turnover for different types of staff. Participants (100 clinicians, 50 supervisors, 50 administrators) were randomized to one of three training conditions for an EBP. Results indicated low annual rates of turnover for clinicians, supervisors, and administrators. However, contrary to hypothesis, no statistically significant differences were found in rates of turnover across training conditions. Partially consistent with prior research, organizational climate was a significant predictor of supervisor and administrator turnover at 24 months, but was not a significant predictor of clinician turnover. Implications and future directions for research are discussed.
员工流动率对于实施循证实践（EBPs）的行为健康机构来说是个问题，因为这些实践成本高昂且耗时。本研究考察了循证实践培训方法与员工流动率之间的关联，并探讨了不同类型员工流动率的预测因素。参与者（100名临床医生、50名主管、50名管理人员）被随机分配到三种循证实践培训条件中的一种。结果表明，临床医生、主管和管理人员的年流动率较低。然而，与假设相反，不同培训条件下的流动率在统计学上没有显著差异。与先前的研究部分一致，组织氛围是24个月时主管和管理人员流动率的一个重要预测因素，但不是临床医生流动率的重要预测因素。文中讨论了研究的意义和未来方向。
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