Retaining peers in the behavioral health workforce: Factors associated with peer recovery support specialists intent to remain or leave current position.

OBJECTIVE

Peer recovery support specialists (PRSS) are essential members of the behavioral health workforce. While factors contributing to PRSS job satisfaction and burnout have been examined, less is understood about why PRSS consider leaving or remaining in their roles. This study sought to identify personal, professional, and organizational factors related to PRSS' intentions to leave their current position.

METHOD

A convenience sample of PRSS was recruited from a partnering organization's national listserv and digital newsletter. In collaboration with the same organization, we developed a survey using adaptations of validated instruments and electronically distributed it in June 2023. Bivariate analysis and hierarchical logistic regression were conducted to understand which factors may predict PRSS' intent to leave their current position.

RESULTS

The total sample included 454 PRSS, with 42% considering leaving their current position, of which 44% reported intent to leave within the next year. The ability to meet financial needs ( = 0.58, 95% CI [0.38, 0.90]), having to complete extra tasks outside of PRSS responsibilities ( = 2.91, 95% CI [1.90, 4.44]), overall job satisfaction ( = 0.46, 95% CI [0.25, 0.84]), and burnout ( = 1.54, 95% CI [1.00, 2.36]) significantly predicted intent to leave.

CONCLUSIONS AND IMPLICATIONS FOR PRACTICE

PRSS reported high job satisfaction; however, burnout experiences, inability to meet financial needs, and extra work tasks beyond their role significantly impacted intent to leave. Findings underscore the need for organizational and policy-level changes to address burnout, low pay, and workload issues to better support PRSS' well-being and retain this essential behavioral health workforce. (PsycInfo Database Record (c) 2025 APA, all rights reserved).