Employee turnover in community mental health organization: A developmental stages study

The purpose of this study was to examine the reasons for employee turnover in community mental-health residential services, and to determine the relationship of workers' developmental stage to those reasons. Three types of variables were collected in the study: 1) Demorgraphics, including tenure and income; 2) Workers' ratings of their effectiveness, satisfaction, desired responsibility, expectancy of leaving the organization, morale, and competence; 3) Workers' ranking of the most important turnover factors for them, at the time of the study. Other personnel data was compiled by the organization for the use of this study. Significant findings were found in all interest areas of this study. The studied organization reached 50% yearly voluntary turnover, and 72% separation rate for the same year. Workers' stages of development found to have significant relationships with the choices workers would make in their selection of turnover factors. Workers in higher stages of development tended to choose higher order turnover factors like rewards and organizational factors. Nevertheless, the most significant factor in a decision to leave a CMH organization was low pay.The research reported in this article is based upon a dissertation submitted in partial fulfillment of the requirement for the degree of Doctor of Education at the University of Massachusetts, Amherst. The author thanks the chairperson of the committee, Prof. Donald Carew, and the members of the committee, Prof. Robert Marx and Dr. Alexander Blount. The author would also like to thank the Center for Human Development and its staff for their participation and important contribution throughout this process.