Employee withdrawal and job satisfaction in community residential facilities for mentally retarded persons.
This study was conducted to provide information concerning employee stability in community residential facilities serving mentally retarded persons. Information was collected on turnover, length of service, absenteeism, job satisfaction, and increased overhead costs as a consequence of the turnover rate for 21 randomly selected small and large community residential facility organizations that operated a total of 47 living units in Tennessee. Subjects included all house managers (full-time and relief) and administrator/supervisors in the 21 organizations for fiscal year 1978-1979. The results revealed a significant problem of controllable turnover of direct-service employees. The major factors contributing to this problem appeared to be (a) a lack of effective methods to orient, integrate, and maintain new staff members, (b) low pay and wide variations for amount and kind of work to be accomplished, and (c) a lack of training and support systems to deal with behavior problems presented by some residents.
D000041:Absenteeism; D004651:Employment; D006270:Health Facility Administrators; D006801:Humans; D008607:Intellectual Disability / Q000534:rehabilitation*; D007588:Job Satisfaction; D010559:Personnel Management; D012112:Residential Facilities; D012456:Salaries and Fringe Benefits; D000078329:Workforce