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On Turnover in Human Services.

Byron Wine1, Matthew R Osborne2, Eli T Newcomb2

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PubMed
Summary
This summary is machine-generated.

High employee turnover in behavior analysis leads to lost expertise and increased costs. This article discusses turnover causes and offers strategies for behavior-analytic organizations to reduce staff departures.

Keywords:
Human servicesOrganizational behavior managementRetentionTurnover

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Area of Science:

  • Behavior analysis
  • Organizational behavior management

Background:

  • Employee turnover presents significant challenges for behavior analysis organizations, including loss of expertise and financial costs.
  • Understanding the root causes of employee separation in this field is crucial for developing effective retention strategies.

Purpose of the Study:

  • To provide a comprehensive overview of employee turnover within the behavior analysis sector.
  • To offer actionable recommendations for behavior-analytic service providers on analyzing and mitigating turnover.

Main Methods:

  • This discussion article synthesizes existing knowledge on employee turnover.
  • It proposes analytical frameworks and intervention strategies tailored for behavior-analytic settings.

Main Results:

  • Turnover negatively impacts behavior analysis organizations by depleting experienced personnel and incurring replacement expenses.
  • Limited research currently exists on the specific drivers of turnover in this field.

Conclusions:

  • Behavior-analytic organizations must proactively address employee turnover.
  • Implementing targeted analyses and interventions can help reduce unwanted staff departures and preserve organizational stability.