Date of Conferral

2022

Degree

Ph.D.

School

Human Services

Advisor

Tina Jaeckle

Abstract

High turnover in the human services field has been a widespread issue, with the annual turnover rate above 31% from 2015 to 2019. Such turnover disrupts client care and burdens workers who stay, increasing turnover intentions among remaining team members. Researchers have examined turnover risk factors, with meaning in work emerging as a reliable protective factor against turnover intentions. This study was conducted to assess the relationship between meaning in work in turnover intentions, hope and turnover intentions, and whether hope moderated the relationship between meaning in work and turnover intentions among crisis-serving human services professionals (HSPs). A quantitative, cross-sectional, correlational research design was used. Data were collected from 116 HSPs employed in a crisis field. The theory of job embeddedness framed this study. Moderating regression analysis was used to understand the relationship between meaning in work and turnover intentions, hope and turnover intentions, and whether hope moderated the meaning in work/turnover intention relationship. A statistically significant, positive relationship between meaning in work and turnover intentions was found, a divergence from the directionality of the relationship in existing literature. Hope did not account for variance in turnover intentions at a statistically significant level, nor did hope moderate the relationship between meaning in work and turnover intentions at a statistically significant level. The results could have implications for positive social change by providing relevant data for human resources personnel and crisis-serving organizations about the need for robust support and retention strategies to alleviate stressors and recent job departure trends.

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