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Variables associated with burnout and turnover intentions among case managers in community mental health

Epstein, Barbara Katz
http://rave.ohiolink.edu/etdc/view?acc_num=case1056549903

Abstract Details

1992, Doctor of Philosophy, Case Western Reserve University, Social Welfare.
This research tested a number of hypotheses relating to variables in case managers' work environment. All nine of these hypotheses were found to be supported at the significance level of p <.001. The study also tested a model of turnover intentions that included the variables of role strain, job satisfaction, organizational commitment, burnout, and turnover intentions. As a result of the findings of path analysis, the model was revised and one of the variables, organizational commitment, was excluded because of the fact that it was found to not explain a significant amount of variance in turnover intentions, the dependent variable, over that which was explained by the other independent variables in the model. Role strain was found to significantly affect a number of variables in the model, above that which was initially hypothesized, as it had an indirect effect, as well as a direct effect on several of the variables in the model. Role strain was found to have both a direct and an indirect effect on job satisfaction. In addition, role strain was found to affect burnout indirectly through three different paths. Role strain was also found to have a total of five indirect paths to turnover intentions. This research also found job satisfaction to be of considerable importance. It had the largest direct effect on turnover intentions. The findings of this research did not support the position that had been advanced that case managers have high turnover intentions. Despite the high actual turnover among case managers in the past, only moderate turnover intentions were found among the case managers in this sample. The case managers in this sample expressed a number of common concerns and dissatisfactions. Among these were low pay, excessive paperwork, lack of resources in the community, especially housing, with which to link up their clients, and unrealistic role demands. In spite of these dissatisfactions, case mangers report that they like working with their clients and helping them to improve their lives. Case managers also report considerable dissatisfaction with the pay that they receive, and, to a lesser extent, dissatisfaction with opportunities for promotion.
Richard Edwards (Advisor)
191 p.
burnout; turnover; case managers; community mental health

Recommended Citations

Citations

  • Epstein, B. K. (1992). Variables associated with burnout and turnover intentions among case managers in community mental health [Doctoral dissertation, Case Western Reserve University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=case1056549903

    APA Style (7th edition)

  • Epstein, Barbara. Variables associated with burnout and turnover intentions among case managers in community mental health. 1992. Case Western Reserve University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=case1056549903.

    MLA Style (8th edition)

  • Epstein, Barbara. "Variables associated with burnout and turnover intentions among case managers in community mental health." Doctoral dissertation, Case Western Reserve University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=case1056549903

    Chicago Manual of Style (17th edition)

case1056549903
1,122
© 1992, all rights reserved.
This open access ETD is published by Case Western Reserve University School of Graduate Studies and OhioLINK.