This study examines turnover among direct-care staff of
community residential facilities. Turnover is of concern as
the projected rate indicated by direct-care staff is 34%. A
review of personnel records project an annual turnover rate
of 40%.
Stress is examined for its relationship to turnover. The
Maslach Burnout Inventory is used to measure the perceived
stress level of staff. Results indicate direct-care staff are
not stressed to the point of burnout in two of the three
subscales of the Maslach Inventory. Further analysis reveals
no significant relationship between stress and turnover
intention.
Role conflict, role ambiguity, and role overload are
examined for any relationship to degree of stress and
turnover. No relationships were found between these sources
of stress.
Although no relationship exists between perceived
stress, roles, and turnover, direct-care staff's reasons for leaving may be related to more money and better management.
In order to reduce turnover, potential strategies for
administrator's may to be to clearly define the job of
direct-care staff and provide sufficient recognition.
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