Retaining counseling staff at substance abuse treatment centers: effects of management practices
Retaining counseling staff at substance abuse treatment centers: effects of management practices
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DOI：
10.1016/s0740-5472(02)00357-4
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发表时间：
2003-03-01
影响因子：
3.9
通讯作者：
Roman, PM
中科院分区：
文献类型：
--
作者：
Knudsen, HK;Johnson, JA;Roman, PM
管理式医疗的出现所造成的动荡增加了药物滥用治疗中心留住工作人员的重要性。本研究旨在探讨物质滥用辅导员的管理实务、组织承诺与离职意愿之间的关系。从345个随机选择的私人资助的治疗中心的辅导员进行了调查的管理实践，组织承诺和离职意向。结构方程模型估计值表明这些变量之间存在显著关联。组织承诺在绩效奖励和创造性支持这两个管理实践指标对离职倾向的影响中起中介作用。工作自主性对离职倾向有直接影响。治疗中心的管理者可以通过系统地关注这些因素来提高员工的保留率，这些因素可以增强组织承诺，减少咨询师的离职意图。这些步骤可能包括增加辅导员的自主权，为出色的工作表现提供奖励，并建立一个支持创造力和创新的工作环境。(C)2003年爱思唯尔公司All rights reserved.
The turbulence created by the emergence of managed care has increased the importance of staff retention for substance abuse treatment centers. This study examines the relationships between management practices, organizational commitment, and turnover intention among substance abuse treatment counselors. Counselors from 345 randomly selected privately funded treatment centers were surveyed about management practices, organizational commitment, and turnover intention. Structural equation model estimates indicate significant associations between these variables. The effects of performance-based rewards and support for creativity, two measures of management practices, on turnover intention are mediated by organizational commitment. Job autonomy has a direct effect on turnover intention. Treatment center administrators may improve staff retention by systematic attention to these factors shown to enhance organizational commitment and reduce counselors' intentions to quit. Such steps may include increasing counselor autonomy, providing rewards for strong job performance, and establishing a work environment that supports creativity and innovation. (C) 2003 Elsevier Inc. All rights reserved.