Mixed method study of workforce turnover and evidence-based treatment implementation in community behavioral health care settings.
Mixed method study of workforce turnover and evidence-based treatment implementation in community behavioral health care settings.
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DOI：
10.1016/j.chiabu.2020.104419
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发表时间：
2020-04
影响因子：
4.8
通讯作者：
Gavin JG
中科院分区：
文献类型：
--
作者：
Herschell AD;Kolko DJ;Hart JA;Brabson LA;Gavin JG
行为健康环境中的从业人员流失率很高，阻碍了新干预措施的实施。这项研究考察了在社区行为健康环境中导致员工高流动率的从业者和组织特征。9个社区机构的临床医生参与了这项研究。包括治疗大量从儿童福利转介的家庭的机构。这项研究是测试认知行为疗法对家庭冲突有效性的更大试验的一部分。作者对离职的预测因素进行了定量和定性的评估。前瞻性地收集了(n=169)从业者和组织层面变量(例如，人口统计、专业实践、工作满意度、情绪衰竭、组织承诺)的定量数据。对离开其机构的从业者(n=40)进行的半结构化访谈提供了回溯性的定性数据。45%的从业者在三年内离开了他们的机构。最终生存状态的两个预测因素(较低的年龄和较低的工作满意度)与离开该机构处于p<；0.05水平相关；然而，它们解释的差异很小。定性主题强调了工作特征、薪酬、生产率要求、晋升机会和同事关系在离职决定中的重要性。这项研究强调了混合方法的价值，因为从定性访谈中产生的主题在定量结果中没有被考虑在内。需要更多的研究来更好地了解劳动力流失，以便制定战略来稳定行为健康劳动力。
Practitioner turnover in behavioral health settings is high and hinders the implementation of new interventions. This study examined practitioner and organizational characteristics that contribute to high staff turnover in community behavioral health settings. Clinicians in nine community-based agencies participated. Included agencies treated a high volume of families referred from child welfare. This study was part of a larger trial testing the effectiveness of a Cognitive Behavior Therapy for family conflict. Authors assessed predictors of turnover quantitatively and qualitatively. Quantitative data was collected prospectively (n = 169) on practitioner and organizational-level variables (e.g., demographics, professional practice, job satisfaction, emotional exhaustion, organizational commitment). Semi-structured interviews with practitioners who left their agencies (n = 40) provided qualitative data retrospectively. Forth-five percent of practitioners left their agencies over three years. Two predictors of final survival status (lower age and lower job satisfaction) were associated with leaving the agency at the p < .05 level; however, they accounted for very little variance. Qualitative themes highlighted the importance of job characteristics, compensation, productivity requirements, advancement opportunities, and co-worker relationships as influential in the decision to leave. This study highlights the value of a mixed-method approach given that themes emerged from the qualitative interviews that were not accounted for in the quantitative results. Additional research is needed to better understand workforce turnover so that strategies can be developed to stabilize the behavioral health workforce.
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影响因子：
5.9
作者：
Aarons, Gregory A.;Sommerfeld, David H.;Hecht, Debra B.;Silovsky, Jane F.;Chaffin, Mark J.
通讯作者：
Chaffin, Mark J.
DOI：
10.1007/s10488-006-0039-1
发表时间：
2006-05-01
影响因子：
2.6
作者：
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影响因子：
2.7
作者：
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通讯作者：
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影响因子：
2.7
作者：
BENDROR, R
通讯作者：
BENDROR, R