Mixed method study of workforce turnover and evidence-based treatment implementation in community behavioral health care settings.

Autor: Herschell AD; University of Pittsburgh School of Medicine; Community Care Behavioral Health Organization, UPMC Insurance Services Division., Kolko DJ; University of Pittsburgh School of Medicine., Hart JA; University of Pittsburgh Medical Center., Brabson LA; West Virginia University., Gavin JG; Community Care Behavioral Health Organization, UPMC Insurance Services Division.
Jazyk: angličtina
Zdroj: Child abuse & neglect [Child Abuse Negl] 2020 Apr; Vol. 102, pp. 104419. Date of Electronic Publication: 2020 Feb 20.
DOI: 10.1016/j.chiabu.2020.104419
Abstrakt: Background: Practitioner turnover in behavioral health settings is high and hinders the implementation of new interventions.
Objective: This study examined practitioner and organizational characteristics that contribute to high staff turnover in community behavioral health settings.
Participants and Setting: Clinicians in nine community-based agencies participated. Included agencies treated a high volume of families referred from child welfare.
Methods: 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.
Results: 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.
Conclusions: 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.
Competing Interests: Declaration of Competing Interest Amy Herschell, Jonathan Hart, Laurel Brabson and James Gavin have no conflicts of interest to report. David Kolko currently receives funding through grants from the National Institute of Mental Health (R01 MH095750-01), Substance Abuse and Mental Health Services Administration (U79 SM080056-01; U79 SM080000-01), National Institute on Drug Abuse (U01 DA040213-02), and National Institute of Neurological Disorders and Stroke (P/I #XDK0216EPI).
(Copyright © 2020 Elsevier Ltd. All rights reserved.)
Databáze: MEDLINE
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