Predictors of Job Satisfaction and Turnover Intention in VHA Mental Health Employees: A Comparison Between Psychiatrists, Psychologists, Social Workers, and Mental Health Nurses

Impact of Crisis Line Volunteering on Mental Wellbeing and the Associated Factors: A Systematic Review

“…Mental wellbeing and the factors affecting it have been extensively studied in professional health care workers, but research among crisis line volunteers is scare. Studies in nurses, social workers, and psychologists have identified various positive effects of caring for others, such as compassion satisfaction (the pleasure experienced by caring for others [10]) and job satisfaction [11,12]. However, negative effects have also been reported, for instance elevated symptoms of anxiety and depression [13,14], symptoms of burnout [15,16], secondary traumatic stress (experience of emotional disruption due to helping a traumatized person) [17,18], and compassion fatigue (the physical, emotional, and psychological effects of exposure to traumatic stories or events) [19][20][21].…”

“…Factors related to the nature of the work that have been associated with mental wellbeing of nurses or other professional caregivers are, for example, the severity of the disease (e.g., caring for patients who are dying) [20] and having to deal with patients who are hostile or suicidal [14][15][16]. Organizational factors associated with a decrease of caregivers' wellbeing are, for example, lack of support by managers [11,13,15,19], lack of respect and recognition [11,12], insufficient training [14], and lack of autonomy [12]. Finally, characteristics of the caregiver that have been related to decreased wellbeing include maladaptive and emotion focused coping styles [17,19], and feeling too preoccupied with patients [19,21].…”

Impact of Supervisory Support on Turnover Intention: The Mediating Role of Burnout and Job Satisfaction in a Longitudinal Study

“…Most critically, provider turnover may affect the quality of care that clients receive (Bukach et al, 2015;Holtom & Burch, 2016;Knudsen et al, 2008). For example, having open vacancies could lead to disruption of care continuity (Yanchus, Periard, Moore, Carle, & Osatuke, 2015), increase the length of time before providers can see clients, reduce the time providers can spend with clients, and increase stress among remaining providers. In fact, high turnover has been associated with reduced fidelity to evidence-based practices (Rollins, Salyers, Tsai, & Lydick, 2010) and reduced treatment quality (Brandt, Bielitz, & Georgi, 2016).…”

“…Some potential turnover factors that have been suggested in mental health include insufficient salary, increased burnout, decreased job satisfaction, lack of organizational support, and lack of professional development opportunities (Cho & Song, 2017). Positive direct or indirect factors include positive civil workplace climates, fair performance appraisal, job autonomy, and workplace psychological safety (Yanchus, et al, 2015), while negative factors include job demands (Scanlan & Still, 2013), emotional labor, and low organizational trust (Cho & Song, 2017). Because of the nature of human service work (e.g., requiring intensive emotional labor), employees' stress (e.g., emotional exhaustion), job embeddedness (e.g., job satisfaction, organizational commitment), and their support systems (e.g., organizational support, program director leadership; Broome, Knight, Edwards, & Flynn, 2009) have often been researched in recent years (e.g., Yanchus, Periard, & Osatuke, 2017).…”

“…Among the identified factors that might be viable targets, burnout and job satisfaction are strong individual-level predictors that can be directly linked to turnover intention (e.g., Yanchus, et al, 2017). Burnout and job satisfaction are also often modeled as mediating factors when linking job resources (e.g., organizational support, supervisory support) to turnover intention (e.g., Aarons & Sawitzky, 2006;Gabel Shemueli, Dolan, Suárez Ceretti, & IMPACT OF SUPERVISION Nuñez del Prado, 2016;Knudsen et al, 2008;Leiter & Maslach, 2009;Scanlan & Still, 2013;Tziner, Rabenu, Radomski, & Belkin, 2015;Yanchus et al, 2015;. However, most studies have tested mediation models in cross-sectional studies.…”