Browsing by Subject "turnover intention"

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    Impact of Supervisory Support on Turnover Intention: The Mediating Role of Burnout and Job Satisfaction in a Longitudinal Study
    (Springer, 2019-07) Fukui, Sadaaki; Wu, Wei; Salyers, Michelle P.; School of Social Work
    High rates of provider turnover are problematic for our mental health system. Research indicates that supervisory support could alleviate some turnover intention by decreasing emotional exhaustion (a key component of burnout) as well as by increasing job satisfaction. However, the potential mediation mechanisms have not been rigorously tested. Longitudinal data collected from 195 direct clinical care providers at two community mental health centers identified positive effects of supervisory support on reduced turnover intention through reduced emotional exhaustion. Job satisfaction was not a significant mediator. Supervisory support may help mitigate turnover intention through work-related stress reduction.
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    Mediational paths from supervisor support to turnover intention and actual turnover among community mental health providers
    (APA, 2019) Fukui, Sadaaki; Wu, Wei; Salyers, Michelle P.; School of Social Work
    Objective: Turnover is a critical problem for community mental health providers, and supervisors may play an important role in mitigating turnover. The current study examined the potential impact of supervisory support on turnover intention and actual turnover among community mental health providers. Method: We conducted path analyses with data collected longitudinally from 186 direct clinical care providers at two community mental health centers. Results: Increased supervisory support was associated with lower turnover intention 6 months later, as well as reduced actual turnover 12 months later. Type of supervisory support mattered: supervisors’ emotional support was most strongly associated with reduced turnover intention and turnover. However, client goal alignment support (supporting providers to help consumers achieve their goals) was directly associated with increased turnover. Conclusions and Implications for Practice: The current study suggests an important role for direct supervisors to attend to care providers’ emotional support needs, which may reduce turnover intention and actual turnover. Differential supervisory support functions might impact turnover in unique ways; thus, examining more detailed change mechanisms would facilitate our understanding of factors that may prevent future turnover.