Author : Augustine Ejike Ene
Publisher :
ISBN 13 :
Total Pages : 372 pages
Book Rating : 4.:/5 (466 download)
Book Synopsis Understanding the Influence of Personal and Organizational Values on Turnover Intentions of Direct Care Employees in Mental Health and Mental Retardation Facilities by : Augustine Ejike Ene
Download or read book Understanding the Influence of Personal and Organizational Values on Turnover Intentions of Direct Care Employees in Mental Health and Mental Retardation Facilities written by Augustine Ejike Ene and published by . This book was released on 2009 with total page 372 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research studies on turnover in public sector, according to Selden and Moynihan (2000a, 63), are few. There is also a scarcity of research evident in the literature addressing employee turnover in mental health and mental retardation facilities (Ben-Dror 1994a, 244). Employee turnover in mental health and mental retardation facilities is high. For example, at Denton State School (DSS), the direct care employee turnover rate was reported at 65.25 percent in a recent year (Davis 2008a). In spite of this obstacle that affects the provision of services to individuals with disabilities, and the huge amount of taxpayers' money wasted in hiring and training new employees to fill the vacancies created by employees who left the service, scholars and practitioners have ignored this issue by not studying the causes of high turnover of direct care employees in mental health and mental retardation facilities. This dissertation is an attempt to analyze direct care employee work situations at Denton State School (DSS), a mental health and mental retardation facility and the largest state school in Texas under the Department Aging and Disability Services (DADS), in order to understand the reasons for high turnover of direct care employees in the school. The author's approach to this study is to understand direct care employees' and their supervisor' perceptions of the work they do at DSS. Survey questionnaire, face-to-face interview, and participant observation were tools used to gather data from direct care and supervisors at DSS. A total of 247 employees participated and the result of the data analyses showed that favoritism, fair pay, balance between work and personal life, flex work schedule, and staff appreciation are among the factors determined as possible influences on direct care staff intention to quit. The author suggested other topics that may be studied to enhance people's understanding of direct care employee situations in mental health and mental retardation facilities, and possibly reduce their rate of turnover.
