通过离职调查来找出行为健康领域员工离职的原因，以便进行组织干预。
Using exit surveys to elicit turnover reasons among behavioral health employees for organizational interventions.
作者信息
Fukui Sadaaki, Garabrant Jennifer, Greenfield Jaime, Salyers Michelle P, Morse Gary, Bass Emily
机构信息
Indiana University School of Social Work.
Department of Psychology, Indiana University Indianapolis.
出版信息
Psychiatr Rehabil J. 2025 Sep;48(3):208-213. doi: 10.1037/prj0000638. Epub 2025 Feb 10.
OBJECTIVE
The present study explored turnover reasons via exit surveys for organizational interventions.
METHODS
The exit surveys were conducted at a community behavioral health organization for over a year, and the open-ended question responses on turnover reasons were analyzed.
RESULTS
Thirty-five exit surveys were returned (58% response rate). Five major turnover themes were identified: struggles in current job roles, negative experiences with upper management and senior colleagues, quality of care concerns, no foreseeable future, and personal/family reasons.
CONCLUSIONS AND IMPLICATIONS FOR PRACTICE
Exit surveys are a useful approach to identify turnover reasons for organizational interventions. The findings provide insights into contextualized strategies for retaining the behavioral health workforce. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
目的
本研究通过离职调查探讨组织干预的人员流动原因。
方法
在一个社区行为健康组织进行了为期一年多的离职调查，并对关于人员流动原因的开放式问题回答进行了分析。
结果
共收回35份离职调查问卷（回复率为58%）。确定了五个主要的人员流动主题：当前工作角色中的困难、与高层管理人员和资深同事的负面经历、对护理质量的担忧、看不到未来以及个人/家庭原因。
结论及实践启示
离职调查是识别组织干预人员流动原因的一种有用方法。研究结果为留住行为健康劳动力的情境化策略提供了见解。（PsycInfo数据库记录（c）2025美国心理学会，保留所有权利）
Zotero 插件