Supervisory Turnover in Outpatient Substance Abuse Treatment

Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual...

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Bibliographic Details
Published in:The journal of behavioral health services & research 2011-01, Vol.38 (1), p.80-90
Main Authors: Knight, Danica K., Broome, Kirk M., Edwards, Jennifer R., Flynn, Patrick M.
Format: Article
Language:English
Subjects:
Attitude of Health Personnel
Attitudes
Burnout, Professional - psychology
Community and Environmental Psychology
Counseling - manpower
Cross-Sectional Studies
Drug abuse
Employee turnover
Female
Health Informatics
Health Promotion and Disease Prevention
Health Psychology
Humans
Institutional Management Teams - organization & administration
Job Satisfaction
Logistic Models
Male
Medicine
Medicine & Public Health
Methadone
Outpatient care facilities
Outpatient treatment
Parents
Personnel Turnover - statistics & numerical data
Psychiatry
Public Health
Regression analysis
Studies
Substance abuse
Substance abuse treatment
Substance Abuse Treatment Centers - manpower
Substance-Related Disorders - rehabilitation
Supervisors
Turnover
United States
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Summary:Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover.
ISSN:1094-3412
1556-3308
DOI:10.1007/s11414-009-9198-7