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Related Experiment Video

Updated: May 26, 2026

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Published on: January 17, 2025

Program needs and change orientation: implications for counselor turnover.

Danica K Knight¹, Brittany Landrum, Jennifer E Becan

¹Institute of Behavioral Research, Texas Christian University, Fort Worth, TX 76129, USA. d.knight@tcu.edu

Journal of Substance Abuse Treatment

|December 14, 2011

Summary

This summary is machine-generated.

Workplace change orientation can reduce counselor turnover in high-need substance abuse programs. When organizations focus on progress, staff are more likely to stay, even amid high job demands.

Related Experiment Videos

Last Updated: May 26, 2026

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Published on: January 17, 2025

Area of Science:

Organizational Psychology
Healthcare Management
Substance Abuse Treatment

Background:

High-stress work environments are linked to increased employee turnover.
The impact of organizational change initiatives on retention in high-needs sectors remains understudied.

Purpose of the Study:

To investigate how program needs and organizational change orientation influence counselors' decisions to remain employed.
To determine if a proactive approach to change can mitigate turnover in demanding work settings.

Main Methods:

A multilevel modeling analysis was conducted on data from 206 counselors in 25 outpatient substance abuse treatment programs.
Participants completed surveys assessing organizational functioning (program needs, leadership, change), personal stress, burnout, and job satisfaction.

Main Results:

A significant interaction was found between perceived program needs and change orientation.
Counselors in high-need programs were more likely to stay when they perceived the organization was actively pursuing change.
This effect persisted after controlling for stress, burnout, job satisfaction, and tenure.

Conclusions:

An organizational orientation toward change can buffer the negative impact of high perceived program needs on employee retention.
Strategies fostering a sense of progress and adaptability may be crucial for retaining staff in challenging environments like substance abuse treatment.