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Titolo:
Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disability
Autore:
Hatton, C; Emerson, E; Rivers, M; Mason, H; Swarbrick, R; Mason, L; Kiernan, C; Reeves, D; Alborz, A;
Indirizzi:
Univ Lancaster, Inst Hlth Res, Lancaster LA1 4YT, England Univ Lancaster Lancaster England LA1 4YT Res, Lancaster LA1 4YT, England
Titolo Testata:
JOURNAL OF INTELLECTUAL DISABILITY RESEARCH
, volume: 45, anno: 2001,
parte:, 3
pagine: 258 - 270
SICI:
0964-2633(200106)45:<258:FAWIST>2.0.ZU;2-W
Fonte:
ISI
Lingua:
ENG
Soggetto:
DIRECT-CARE STAFF; MULTIPLE DISABILITIES; ORGANIZATIONAL PREDICTORS; GROUP HOMES; OUTCOMES; STRESS; SATISFACTION; QUESTIONNAIRE; DETERMINANTS; CULTURE;
Tipo documento:
Article
Natura:
Periodico
Settore Disciplinare:
Social & Behavioral Sciences
Life Sciences
Citazioni:
36
Recensione:
Indirizzi per estratti:
Indirizzo: Hatton, C Univ Lancaster, Inst Hlth Res, Alexandra Sq, Lancaster LA1 4YT, England Univ Lancaster Alexandra Sq Lancaster England LA1 4YT , England
Citazione:
C. Hatton et al., "Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disability", J INTEL DIS, 45, 2001, pp. 258-270

Abstract

Staff turnover is a major problem in services for people with intellectualdisability (ID). Therefore, understanding the reasons for staff turnover is vital for organizations seeking to improve their performance. The presentstudy investigates the factors directly and indirectly associated with an intention to leave an organization and actual job search behaviour amongst staff in services for people with ID. As part of a large-scale survey of staff in services for people with ID, information was collected from 450 staff concerning intended turnover, job search behaviour and a wide range of factors potentially associated with these outcomes. Path analyses revealed that work satisfaction, job strain, younger staff age and easier subjective labour conditions were directly associated with intended turnover. The same factors, with the exception of younger staff age, were also directly associated with job search behaviour. Factors indirectly associated with these outcomes included wishful thinking, alienative commitment to the organization, lack of staff support, role ambiguity, working longer contracted hours, having a low-status job, a lack of influence over decisions at work and lessorientation to working in community settings with people with ID. The models of staff turnover empirically derived in the present study confirm and extend previous research in this area. The implications for organizations are discussed.

ASDD Area Sistemi Dipartimentali e Documentali, Università di Bologna, Catalogo delle riviste ed altri periodici
Documento generato il 22/09/20 alle ore 16:02:12