Supervisory Turnover in Outpatient Substance Abuse Treatment

Abstract

Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover.

The impact of organizational stress and burnout on client engagement

“…Six items were used to measure burnout (α = .74, Knight, Broome, Edwards, & Flynn, 2011). These statements focused on issues of emotional exhaustion (e.g., “You feel depressed”) as well as issues of inefficacy (e.g., “You feel like you aren’t making a difference” and “You feel disillusioned and resentful”).…”

The relationship between perceptions of organizational functioning and voluntary counselor turnover: a four-wave longitudinal study

“…Although there is considerable research on the predictors of voluntary turnover in other occupations, we are only aware of two published studies that focus on the SUD treatment workforce (Knight, Broome, Edwards, & Flynn, 2009; McNulty et al, 2007). However, neither study examined individual-level predictors in relation to individual-level turnover.…”

Relationship between Provider Stigma and Predictors of Staff Turnover among Addiction Treatment Providers

“…In light of our preliminary support for the relationship between provider stigma and job satisfaction and workplace climate, it’s possible that provider stigma interventions might be related to improvements in providers’ views about their work (Hayes et al, 2004). This, in turn, might be related to lower staff turnover rates (Knudsen et al, 2013) thereby leading to improvements in clinical care and patient outcomes (Ducharme et al, 2007; Knight et al, 2011). …”

“…Provider burnout (Ducharme et al, 2007; Knudsen et al, 2009; Knudsen, Roman, & Abraham, 2013), low job satisfaction (Eby & Rothrauff-Loschober, 2012; Knight, Broome, Edwards, & Flynn, 2011), and negative opinion about workplace climate (Knudsen et al, 2013; McNulty, Oser, Johnson, Knudsen, & Roman, 2007; Rothrauff, Abraham, Bride, & Roman, 2011) may be a risk factor for attrition. Unfortunately, the underlying component behind these constructs (i.e., dissatisfying work environment) does not easily render itself for an intervention.…”