Treatment staff turnover in organizations implementing evidence-based practices: Turnover rates and their association with client outcomes
Treatment staff turnover in organizations implementing evidence-based practices: Turnover rates and their association with client outcomes
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DOI：
10.1016/j.jsat.2011.10.015
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发表时间：
2012-03-01
影响因子：
3.9
通讯作者：
Godley, Susan H.
中科院分区：
文献类型：
--
作者：
Garner, Bryan R.;Hunter, Brooke D.;Godley, Susan H.
人员流动率高被描述为药物滥用障碍治疗领域的一个问题。这一论断主要基于这样的假设：员工流失会对治疗的实施和有效性产生不利影响。然而，这一假设尚未经过实证检验。在这项研究中，我们计算了参与循证实践实施计划的治疗人员 (N = 249) 的年化流动率，并检查了组织层面的员工流动率与客户层面的结果之间的关联。临床医生的年化员工流动率为 31%，临床主管的年化员工流动率为 19%。此外，多层次分析并未揭示员工流动率与较差的客户层面结果之间的预期关系。相反，组织层面的员工流失率被发现与治疗有效性的两个指标存在显着的正相关：较少参与非法活动和较低的社会风险。讨论了这些发现的可能解释。 (C) 2012 Elsevier Inc. 保留所有权利。
High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (N = 249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. In addition, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed. (C) 2012 Elsevier Inc. All rights reserved.