TY - JOUR
T1 - Turnover Intention and Job Satisfaction Among the Intimate Partner Violence and Sexual Assault Workforce
AU - Wood, Leila
AU - Wachter, Karin
AU - Rhodes, Diane
AU - Wang, Alex
N1 - Funding Information:
The VOICE Survey Project was funded by The Office of the Governor, State of Texas, Criminal Justice Division, Grant Number 3185702.
Publisher Copyright:
© Copyright 2019 Springer Publishing Company, LLC.
PY - 2019/8/1
Y1 - 2019/8/1
N2 - This study examined multi-level factors associated with turnover intention and job satisfaction among the intimate partner violence and sexual assault workforce. Researchers conducted a cross-sectional analysis with data from 530 respondents. Key measures included turnover intention, job satisfaction, burnout, secondary traumatic stress, compassion satisfaction, and areas of work–life fit. Regression analyses examined multi-level associations with turnover intention and job satisfaction. In the first model, lower satisfaction with supervision, higher burnout scores, lower salaries and identifying as African American were significantly associated with higher turnover intention. In the second model, workplace community and control, lower rates of secondary traumatic stress, and increased use of coping were associated with higher job satisfaction. Lower satisfaction with unpaid and paid leave predicted lower job satisfaction. Implications for practice and research are discussed.
AB - This study examined multi-level factors associated with turnover intention and job satisfaction among the intimate partner violence and sexual assault workforce. Researchers conducted a cross-sectional analysis with data from 530 respondents. Key measures included turnover intention, job satisfaction, burnout, secondary traumatic stress, compassion satisfaction, and areas of work–life fit. Regression analyses examined multi-level associations with turnover intention and job satisfaction. In the first model, lower satisfaction with supervision, higher burnout scores, lower salaries and identifying as African American were significantly associated with higher turnover intention. In the second model, workplace community and control, lower rates of secondary traumatic stress, and increased use of coping were associated with higher job satisfaction. Lower satisfaction with unpaid and paid leave predicted lower job satisfaction. Implications for practice and research are discussed.
KW - domestic violence
KW - occupational stress
KW - organizational culture
KW - retention
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U2 - 10.1891/0886-6708.VV-D-18-00134
DO - 10.1891/0886-6708.VV-D-18-00134
M3 - Article
C2 - 31416973
AN - SCOPUS:85067824440
SN - 0886-6708
VL - 34
SP - 678
EP - 700
JO - Violence and victims
JF - Violence and victims
IS - 4
ER -