This study examined multi-level factors associated with turnover intention and job satisfaction among the intimate partner violence and sexual assault workforce. Researchers conducted a cross-sectional analysis with data from 530 respondents. Key measures included turnover intention, job satisfaction, burnout, secondary traumatic stress, compassion satisfaction, and areas of work–life fit. Regression analyses examined multi-level associations with turnover intention and job satisfaction. In the first model, lower satisfaction with supervision, higher burnout scores, lower salaries and identifying as African American were significantly associated with higher turnover intention. In the second model, workplace community and control, lower rates of secondary traumatic stress, and increased use of coping were associated with higher job satisfaction. Lower satisfaction with unpaid and paid leave predicted lower job satisfaction. Implications for practice and research are discussed.

中文翻译：

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亲密伴侣暴力和性侵犯员工中的离职意图和工作满意度。

这项研究检查了与亲密伴侣暴力和性侵犯员工中的离职意图和工作满意度相关的多层次因素。研究人员使用来自530位受访者的数据进行了横断面分析。关键指标包括离职意向，工作满意度，倦怠，继发性创伤压力，同情心满意度以及工作与生活适合的领域。回归分析检查了与离职意向和工作满意度相关的多层次关联。在第一个模型中，较低的监督满意度，较高的倦怠分数，较低的薪水和被认定为非裔美国人与较高的离职意图密切相关。在第二种模型中，工作场所的社区和控制，继发性外伤压力的降低以及应对的增加使用与更高的工作满意度相关。无薪和带薪休假的较低满意度预计会降低工作满意度。讨论了对实践和研究的意义。