The relationship between job satisfaction and turnover intent of human service support employees in a community-based organization

The problem of high turnover among support staff serving individuals with developmental disabilities in community-based organizations (CBO) led to the investigation of the relationship between job satisfaction and employee turnover intent. This research investigated the relationship between employee job satisfaction, and employee turnover as measured by the subjects' plans to quit their jobs in the near future. "Intent to quit" and "thinking of quitting" were used to analyze turnover intent among program coordinators and direct care workers, using quantitative research methods. Data was collected via a standardized questionnaire (the abridged Job Descriptive Index); and a second questionnaire designed by the researcher to capture sub-elements of job satisfaction salient to the population, precursors of turnover intent, and demographic information. The result revealed that 83.4% of Ss indicated greater than 50% satisfaction with the subscale satisfaction measures of present Supervision, Relationship with coworkers, and satisfaction with Designated tasks respectively. Employee dissatisfaction was highest with regards to present pay, as 92.1% of employees indicated less than 50% satisfaction, while 58.3% of employees were also dissatisfaction with promotion prospects. A total of 89.4% of the staff indicated greater than 50% satisfaction with "overall satisfaction" with their jobs. There was a strong correlation between job satisfaction and intent to quit. The difference in job level between program coordinators and direct care workers was not related to job satisfaction or intent to quit, but supervisors were significantly more likely to have thoughts of quitting. The non-financial values derived from employees' roles as they provide care to the developmentally disabled seemed to improve satisfaction and reduce intent to quit more than the desire for higher wages and promotion. Potential employees with strong desire for very high wages or promotion prospects may fail to thrive in this field, as the rewards they seek may not be available to them.