TY - JOUR
T1 - Predictors of turnover intention in the non-government alcohol and other drug sector
AU - McEntee, Alice
AU - Roche, Ann M.
AU - Kostadinov, Victoria
AU - Hodge, Sianne
AU - Chapman, Janine
PY - 2020/4/29
Y1 - 2020/4/29
N2 - Background: Effective delivery of alcohol and other drug (AOD) treatment is reliant on a skilled, experienced, and satisfied workforce. The need to recruit and train workers is universally acknowledged. It is equally important to retain staff, given global shortages of health and human services workers. As few studies have investigated predictors of turnover in the AOD sector, this study examined a range of potential work-related predictors. Methods: An online survey of 294 non-government AOD workers addressed demographics, health, wellbeing, organizational characteristics, and working conditions. Bivariate analyses were performed, followed by a hierarchical linear regression. Results: The bivariate analysis found significantly higher turnover intention among workers who were younger, believed they were inadequately paid, on fixed-term contracts, had poor work-life balance, were dissatisfied with the non-government AOD sector, and had high workloads. In the subsequent linear regression significant predictors of turnover intention were dissatisfaction with the sector, high workloads, and tenuous employment status. Discussion: These findings can inform retention strategies including greater provision of permanent contracts and more manageable workloads. Reported sector dissatisfaction warrants further examination. Prioritizing retention as a core workforce development strategy may help retain trained and experienced workers, maximize return on investment and enhance provision of quality care.
AB - Background: Effective delivery of alcohol and other drug (AOD) treatment is reliant on a skilled, experienced, and satisfied workforce. The need to recruit and train workers is universally acknowledged. It is equally important to retain staff, given global shortages of health and human services workers. As few studies have investigated predictors of turnover in the AOD sector, this study examined a range of potential work-related predictors. Methods: An online survey of 294 non-government AOD workers addressed demographics, health, wellbeing, organizational characteristics, and working conditions. Bivariate analyses were performed, followed by a hierarchical linear regression. Results: The bivariate analysis found significantly higher turnover intention among workers who were younger, believed they were inadequately paid, on fixed-term contracts, had poor work-life balance, were dissatisfied with the non-government AOD sector, and had high workloads. In the subsequent linear regression significant predictors of turnover intention were dissatisfaction with the sector, high workloads, and tenuous employment status. Discussion: These findings can inform retention strategies including greater provision of permanent contracts and more manageable workloads. Reported sector dissatisfaction warrants further examination. Prioritizing retention as a core workforce development strategy may help retain trained and experienced workers, maximize return on investment and enhance provision of quality care.
KW - drug and alcohol workers
KW - maximizing return on investment
KW - non-government alcohol and other drug sector
KW - Turnover intention
UR - http://www.scopus.com/inward/record.url?scp=85084263936&partnerID=8YFLogxK
U2 - 10.1080/09687637.2020.1759508
DO - 10.1080/09687637.2020.1759508
M3 - Article
AN - SCOPUS:85084263936
JO - Drugs-Education Prevention and Policy
JF - Drugs-Education Prevention and Policy
SN - 0968-7637
ER -