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Direct-care staff turnover in group ...

Razza, Nancy J.

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Direct-care staff turnover in group homes for persons with mental retardation.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Direct-care staff turnover in group homes for persons with mental retardation./
作者:	Razza, Nancy J.
面頁冊數:	98 p.
附註:	Source: Dissertation Abstracts International, Volume: 52-04, Section: B, page: 2310.
Contained By:	Dissertation Abstracts International52-04B.
標題:	Psychology, Clinical. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9125979

Direct-care staff turnover in group homes for persons with mental retardation.
Razza, Nancy J.

Direct-care staff turnover in group homes for persons with mental retardation. - 98 p.

Source: Dissertation Abstracts International, Volume: 52-04, Section: B, page: 2310.

Thesis (Ph.D.)--Fairleigh Dickinson University, 1991.

The problem of staff turnover in the human service field is described in detail. Literature is presented attesting to the adverse effects associated with turnover, notably: increased expenditures, reduced morale, postponement or abandonment of new projects, and inadequate service provision.Subjects--Topical Terms:

524864
Psychology, Clinical.

Direct-care staff turnover in group homes for persons with mental retardation.
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100 1 $a Razza, Nancy J. $3 2098075
245 1 0 $a Direct-care staff turnover in group homes for persons with mental retardation.
300 $a 98 p.
500 $a Source: Dissertation Abstracts International, Volume: 52-04, Section: B, page: 2310.
500 $a Supervisor: Michael Petronko.
502 $a Thesis (Ph.D.)--Fairleigh Dickinson University, 1991.
520 $a The problem of staff turnover in the human service field is described in detail. Literature is presented attesting to the adverse effects associated with turnover, notably: increased expenditures, reduced morale, postponement or abandonment of new projects, and inadequate service provision.
520 $a A model which attempts to understand direct-care human service staff turnover is proposed and tested. Two hundred and thirty-six direct-care staff in nine private, non-profit New Jersey agencies participated in the study. Each participant was employed in a community group home for adults with mental retardation. Turnover data (stability rate) were collected six months after the measures were taken.
520 $a A path analysis of the data was conducted, and the relationships among the fifteen variables in the model are presented.
520 $a In this study, four variables were found to contribute to current job satisfaction: agreement of the job with personal goals and values, burnout, satisfaction with supervision, and employment history. In turn, current job satisfaction was found to contribute to intention to quit. Finally, intention to quit was found to contribute to actual turnover. Age and tenure did not relate significantly to any of the variables in this study. Moreover, the employee's satisfaction with pay and benefits did not contribute to the explanation of current job satisfaction or turnover in the present study. The degree to which these findings may be the result of methodological and statistical constraints is explored.
520 $a Limitations of the study and interpretations of the results are presented in detail. Possible implications for the human service field are explored along with a discussion of issues that may effect the interpretation and generalizability of the results.
590 $a School code: 0287.
650 4 $a Psychology, Clinical. $3 524864
650 4 $a Health Sciences, Mental Health. $3 1017693
650 4 $a Psychology, Industrial. $3 520063
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690 $a 0347
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710 2 $a Fairleigh Dickinson University. $3 1032368
773 0 $t Dissertation Abstracts International $g 52-04B.
790 $a 0287
791 $a Ph.D.
792 $a 1991
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9125979