Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disability

Staff turnover is a major problem in services for people with intellectual disability (ID). Therefore, understanding the reasons for staff turnover is vital for organizations seeking to improve their performance. The present study investigates the factors directly and indirectly associated with an i ntention to leave an organization and actual job search behaviour amongst s taff in services for people with ID. As part of a large-scale survey of sta ff in services for people with ID, information was collected from 450 staff concerning intended turnover, job search behaviour and a wide range of fac tors potentially associated with these outcomes. Path analyses revealed tha t work satisfaction, job strain, younger staff age and easier subjective la bour conditions were directly associated with intended turnover. The same f actors, with the exception of younger staff age, were also directly associa ted with job search behaviour. Factors indirectly associated with these out comes included wishful thinking, alienative commitment to the organization, lack of staff support, role ambiguity, working longer contracted hours, ha ving a low-status job, a lack of influence over decisions at work and less orientation to working in community settings with people with ID. The model s of staff turnover empirically derived in the present study confirm and ex tend previous research in this area. The implications for organizations are discussed.