Determinants of direct-care staff turnover in group homes for individuals with mental retardation.

Abstract

A model of direct-care human service staff turnover was proposed and tested with 236 direct-care staff members in nine private, nonprofit New Jersey agencies. A path analysis of the data was conducted. Four variables were found to contribute to current job satisfaction: agreement of the job with personal goals and values, burnout, satisfaction with supervision, and employment history. In turn, current job satisfaction led to intention to quit, which led to actual turnover. Implications for the human service field and future research were explored.

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