Training and Motivational Factors as Predictors of Job Satisfaction and Anticipated Job Retention among Implementers of a School-Based Prevention Program

Despite increasing dissemination of prevention programs, little is known about program implementers, including factors that promote satisfying job roles. Using Self-Determination Theory as a conceptual framework, we surveyed 128 implementers of the widely disseminated Primary Mental Health Project. Implementers reported 7.1 years average experience on the job (range 1–25 years), and 55% had two or more years of college. In a multivariate regression model, predictors of higher job satisfaction were: lower education level; positive perceptions of supervision and continuing education opportunities; and satisfaction at work of needs for autonomy and competence. For implementers with ≤3 years experience, satisfaction of competence needs predicted job satisfaction; for implementers with >3 years experience, satisfaction of needs for autonomy and for relatedness predicted job satisfaction. Contrary to expectations, job satisfaction was unrelated to anticipated job retention. Editors' Strategic Implications: The authors provide a strong and novel test of Self-Determination Theory as it applies to the training and retention of the implementers of prevention programs. Their findings suggest that greater attention should be placed on supervision, motivation, and the psychological needs of implementers in training programs, and to the differential needs of long-term implementers versus beginners.