ABSTRACT

Staff turnover can pose a significant problem for human service organizations. For Applied Behavior Analysis (ABA) service providers, turnover may be particularly problematic due to the resources required for training. Accreditation organizations such as the Behavioral Health Center for Excellence® (BHCOE®) collect large amounts of organizational data that can point to trends in ABA organizations and provide a basis for problem identification and intervention. In this study, we evaluated BHCOE® data to examine potential predictors of staff turnover and staff and caregiver satisfaction in ABA organizations. Results of multiple regression analyses suggest that high turnover rates among job classes (i.e., technicians and supervisors) correlate with each other’s turnover. Behavior Technicians are also more likely to turnover when wages are lower and caregiver satisfaction wanes. Staff satisfaction was not a significant turnover predictor but was generally predicted by caregiver satisfaction. These findings suggest that turnover and satisfaction are multi-faceted processes worthy of examination; we provide broad recommendations for improvement and avenues for further study.

摘要

人员流动可能会给人类服务组织带来重大问题。对于应用行为分析 (ABA) 服务提供商而言，由于培训所需的资源，人员流动可能特别成问题。行为健康卓越中心® (BHCOE®) 等认证组织收集了大量组织数据，这些数据可以指出 ABA 组织的趋势，并为问题识别和干预提供基础。在这项研究中，我们评估了 BHCOE® 数据，以检查 ABA 组织中员工流动率以及员工和护理人员满意度的潜在预测因素。多元回归分析的结果表明，工作类别（即技术人员和主管）之间的高离职率与彼此的离职率相关。当工资较低且看护者满意度下降时，行为技术人员也更有可能离职。员工满意度不是一个重要的离职预测指标，但通常由看护人满意度来预测。这些发现表明，人员流动和满意度是值得检验的多方面过程；我们提供了广泛的改进建议和进一步研究的途径。