Counselor emotional exhaustion and turnover intention in therapeutic communities
Counselor emotional exhaustion and turnover intention in therapeutic communities
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DOI：
10.1016/j.jsat.2006.04.003
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发表时间：
2006-09-01
影响因子：
3.9
通讯作者：
Roman, Paul M.
中科院分区：
文献类型：
--
作者：
Knudsen, Hannah K.;Ducharme, Lori J.;Roman, Paul M.
辅导员流失是药物滥用治疗机构面临的一个重要问题。了解组织文化在预测职业倦怠和离职倾向中的作用，可以为治疗组织如何解决离职问题提供重要信息。使用收集的数据，从817名辅导员受雇于全国样本的253个治疗社区（TC），结构方程模型被用来估计情绪衰竭，离职倾向，和三个措施的组织文化：集中决策，分配正义和程序正义之间的关联。该模型控制了辅导员的人口统计数据，证书和收入。咨询师的情绪耗竭得分在具有更大集中决策的TC中更高（p < .01），但在报告了更大分配正义（p < .05）和程序正义（p < .001）的TC中较低。同样，离职倾向与集中决策呈正相关（p < .05），与工作场所公平措施呈负相关（p < .001）。这些数据表明，在TC的管理实践，也许在其他类型的药物滥用治疗设施可能发挥了很大的作用，在辅导员的福祉，并在他们决定离开他们的工作。由于这些做法不是组织的结构性特征，因此可能成为干预和变革的目标。(c)2006年爱思唯尔公司All rights reserved.
Counselor turnover is a significant problem facing substance abuse treatment agencies. Understanding the role of organizational culture in predicting burnout and turnover intention may yield important information on how to address turnover in treatment organizations. Using data collected from 817 counselors employed in a national sample of 253 therapeutic communities (TCs), structural equation modeling was used to estimate the associations between emotional exhaustion, turnover intention, and three measures of organizational culture: centralized decision making, distributive justice, and procedural justice. The model controlled for counselor demographics, credentials, and earnings. Counselors' emotional exhaustion scores were higher in TCs with greater centralized decision making (p < .01) but lower in TCs where greater distributive justice (p < .05) and procedural justice (p < .001) were reported. Likewise, turnover intention was positively associated with centralized decision making (p < .05) and inversely associated with the workplace justice measures (p < .001). These data suggest that management practices in TCs and perhaps in other types of substance abuse treatment facilities likely play a substantial role in counselors' well-being and in their decisions to leave their jobs. Because these practices are not structural features of organizations, they may be targeted for intervention and change. (c) 2006 Elsevier Inc. All rights reserved.