Characteristics and Job Stressors Associated With Turnover and Turnover Intention Among Community Mental Health Providers

Fukui, Sadaaki; Rollins, Angela L.; Salyers, Michelle P.

doi:10.1176/appi.ps.201900246

Cited by 19 publications

(12 citation statements)

References 16 publications

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“…Mattering was also reported to be the protective factor against depression symptoms and suicide ideation among young adults [22], [23]. The decision to involve mattering as our main predictor in this current study is also confirmed because it has been established that employees with higher levels of mattering tend to have higher job satisfaction, perceive lower job stress, as well as perceive higher work-life balance [4], [24], [25] that will lead to lower turnover intention [26]. Our second choice as the predictor of turnover intention was the organizational commitment.…”

Section: Introductionsupporting

confidence: 74%

“…It is important to note, however, that turnover intention does not always come hand-to-hand with the actual turnover; turnover intention is significantly predicted by poor mental health at work, such as stressful situation, while the actual turnover is predicted by the source of the stress, such as workload or social treatment [26]. In the context of our study, turnover intention was promoted by the entrepreneurial orientation, a variable that is considered controversial due to its impact on the job performance and turnover intention.…”

Section: Implicationmentioning

confidence: 99%

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Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Prihadi

Chang

Goo

2021

IJPHS

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Studies in pre-pandemic era had established that millennial workers tend to leave their job due to low organizational commitment or strong entrepreneurial orientation; however, the pandemic had brought down economy due to lockdowns, work stress and mental health instability, limitation of business hours, working from home policy, downsizing of companies, and many other changes. This situation might contribute to a novel situation among millennial employees and their turnover intention might be developed differently. Because mattering has protective feature against work stress and depression, we hypothesized that their it will negatively contribute to their turnover intention, and this contribution is mediated by the organizational commitment. Furthermore, we also hypothesized that this phenomenon would only occur in the condition of lower levels of entrepreneurial orientation. Data was collected from 354 purposively recruited millennial employees who responded to the scales of mattering, organizational commitment, entrepreneurial orientation and turnover intention through online surveys Analyses were conducted with Bootstrap Method in PROCESS Macro Model 10. The findings indicated that the moderated mediation occurred; organizational commitment fully mediated the link between mattering and turnover intention among participants with moderate and high levels of entrepreneurial orientation.

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Section: Introductionsupporting

confidence: 74%

Section: Implicationmentioning

confidence: 99%

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Prihadi

Chang

Goo

2021

IJPHS

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“…Continuing efforts for examining specific factors that improve the quality of care through empirical research is important. In this study, we focus on providers' job well-being and organizational support factors that have critical impacts on the community mental health workforce (e.g., Fukui et al, 2020).…”

mentioning

confidence: 99%

Factors that affect quality of care among mental health providers: Focusing on job stress and resources.

Fukui¹,

Salyers²,

Morse³

et al. 2021

Psychiatric Rehabilitation Journal

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Objective: High-quality, person-centered care is a priority for mental health services. The current study conducted secondary data analysis to examine the impact of job stress (i.e., interaction with high-risk consumer cases, increased caseload, emotional exhaustion) and resources (i.e., increased organizational and supervisory support, autonomy, role clarity) on providers' perceived quality of care. Methods: Data consisted of 145 direct care providers from an urban community mental health center. Structural equation modeling was used for testing the hierarchical regression model, sequentially adding job stress and resource variables in the prediction models for the quality of care (i.e., person-centered care, discordant care [conflict with consumers and tardiness]). Results: Person-centered care was positively associated with increased role clarity, organizational support, and larger caseload size, while a lower level of discordant care was associated with lower emotional exhaustion, smaller caseload size, less interaction with high-risk consumer cases, and with increased role clarity. Conclusions and Implications for Practice: Resources on the job may be particularly important for improved person-centered care, and lowering job stress may help reduce discordant care. The current study suggests the need for the mental health organizations to attend to both job stress and resources for providers to improve the quality of care. Impact and ImplicationsBoth lowering job stress and increasing job resources could impact different aspects of quality of care provided by mental health organizations and their workers. Lowering job stress may help reduce discordant care, and resources on the job may be important for improved person-centered care. Increasing job resources within the organization, such as increasing role clarity and organizational support, could be helpful, particularly for improving person-centered care.

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“…Community mental health organizations face many challenges that impede efforts to provide quality care, potentially attenuating public health impacts of treatment. Common problems in community mental health settings in the United States (US) include limited financial resources and short job tenure for clinicians (Dishop et al , 2019; Fukui et al , 2020; Glisson et al , 2006; Scanlan and Still, 2019). For the purposes of this study “clinician” is defined as any mental health service provider delivering services in public sector care.…”

Section: Introductionmentioning

confidence: 99%

Leader–member exchange and organizational climate effects on clinician turnover intentions

Aarons

Conover

Ehrhart

et al. 2020

JHOM

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PurposeClinician turnover in mental health settings impacts service quality, including availability and delivery of evidence-based practices. Leadership is associated with organizational climate, team functioning and clinician turnover intentions (TI). This study examines leader–member exchange (LMX), reflecting the relationship between a supervisor and each supervisee, using mean team LMX, dispersion of individual clinician ratings compared to team members (i.e. relative LMX) and team level variability (i.e. LMX differentiation), in relation to organizational climate and clinician TI.Design/methodology/approachSurvey data were collected from 363 clinicians, nested in children's mental health agency workgroups, providing county-contracted outpatient services to youth and families. A moderated mediation path analysis examined cross-level associations of leader–member exchange with organizational climate and turnover intentions.FindingsLower relative LMX and greater LMX differentiation were associated with higher clinician TI. Higher team-level demoralizing climate also predicted higher TI. These findings indicate that poorer LMX and more variability in LMX at the team level are related to clinician TI.Originality/valueThis study describes both team- and clinician-level factors on clinician TI. Few studies have examined LMX in mental health, and fewer still have examined relative LMX and LMX differentiation associations with organizational climate and TI. These findings highlight the importance of leader–follower relationships and organizational climate and their associations with clinician TIs. Mental health service systems and organizations can address these issues through fostering more positive supervisor–supervisee relationships.

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Characteristics and Job Stressors Associated With Turnover and Turnover Intention Among Community Mental Health Providers

Cited by 19 publications

References 16 publications

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Factors that affect quality of care among mental health providers: Focusing on job stress and resources.

Leader–member exchange and organizational climate effects on clinician turnover intentions

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