The Occupational Stress Inventory Revised Edition (OSI-R) and an Individual Data Form were used to determine the turnover intentions of rehabilitation counselors based on an interactive model of stress, strain, and coping. Occupational stress, strain, coping resources, and turnover intentions were examined in relationship with various demographic variables collected from a national sample of 982 members of the American Rehabilitation Counselors Association (ARCA). Demographic variables included age, gender, ethnicity, certification status as a Certified Rehabilitation Counselor (CRC), years of experience, practice setting, the number of clients on a counselor's caseload, and the amount of hours worked per week.Data were collected through a mail survey, with a response rate of 67% (N = 657). However, of those respondents only 22% (N=145) had complete data and met the inclusion criteria. Inclusion criterion consisted of considering oneself to be employed full-time as a practicing rehabilitation counselor. Based on the usable data (N=145), respondents were on average 44 years old and Caucasian, with 63% being female. Over half of the respondents were certified as rehabilitation counselors, with an average number of nine years of certification. The average number of years of experience as a rehabilitation counselor was approximately ten and respondents worked an average of 45 hours per week with an average caseload size of 88 clients.Path analysis was used to analyze causal relationships among turnover related variables. The hypothesized model included age, experience, number of clients on a caseload, occupational stress, strain, coping resources, and turnover intention. The tested model explained 37.5% of the variance in turnover intentions. The results suggest that the turnover intentions of rehabilitation counselors is meaningfully accounted for by variables contained in the model. Occupational stress produced the largest significant effect (B=.404) and had the most influence on turnover intentions. This indicates that it is occupational stress inherent in the job functions of rehabilitation counselors, and not individual coping resources or demographic variables that account for turnover in the field of rehabilitation. Therefore rehabilitation agencies should examine the roles that they place rehabilitation counselors in versus the individual characteristics of rehabilitation counselors in order to reduce turnover in the field. ACKNOWLEDGMENTS
This study was designed to examine job satisfaction in a national sample of employee assistance program (EAP) professionals. Data were collected from 210 EAP professionals through mailed surveys consisting of an individual information form and the Minnesota Satisfaction Questionnaire (MSQ; D. J. Weiss, G. W. Lofquist, 1967). The average MSQ total score was within the satisfied range. The results indicated that respondents employed by external EAP organizations were more satisfied with their jobs than those who were employed by internal EAPs. Age, gender, race of respondent, rural vs. nonrural work setting, and national certification of respondent had no statistically significant impact on job satisfaction. m m o eEmployee assistance programs (EAPs) were originally developed to identify employees who were dealing with personal problems serious enough to result in a deterioration in their job performance. Once identified, such employees were usually referred to various agencies to receive treatment. The EAP has grown in recent years to be much more than a referral service. In addition to appraisal and referral, the EAP professional is now trained in conflict resolution and crisis management. EAP staff have had to expand, merge, and redefine their areas of expertise as they are being asked to assume responsibilities for many new roles (Cunningham, 1994). As the role and duties of the EAP professional have increased in complexity, so too has work-related stress.Changes in role expectation, an increase in duties and responsibilities, longer workdays, and an increased workload have raised questions about job satisfaction among people who work in the helping professions (Edelwich & Brodsky, 1980). For example, Baird (1995) has called for research on how workload levels affect the job satisfaction of counselors, and Duffus (1996) has requested that research be done in the area of role conflict as it affects the counseling professional. In addition, Brown, Hohenshil, and Brown (1998) have requested additional research in the area of gender differences regarding job satisfaction.
This study was designed to determine the level of job satisfaction of school psychologists in the United States who are employed in a school setting. It replicates a previous national study (Anderson et al., 1984) that was conducted ten years earlier. Data were collected through mail surveys consisting of a demographic data form and a modified form of the Minnesota Satisfaction Questionnaire. Results revealed that 86 percent of the practicing school psychologists were satisfied or very satisfied with their jobs, while only 14 percent indicated that they were dissatisfied with their jobs. Almost threequarters of school psychologists (73.2 percent) intend to remain in their current position for the next five years. The vast majority (91.9 percent) also intend to remain in the profession of school psychology. Compared to school psychologists in 1982, the present group of school psychologists continues to report high levels of overall job satisfaction. School psychologists are most satisfied with independence, a chance to do important work that fits with one's values, and congenial colleagues with whom to work. The overall level of satisfaction is equal to that of clinical psychologists and previous studies of school psychologists. Specific factors of school system policies and procedures and opportunities for advancement continue to be the source of most dissatisfaction for school psychologists.
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