An Examination of Variables that Predict Turnover, Staff and Caregiver Satisfaction in Behavior-analytic Organizations
Raising BT wages and watching caregiver satisfaction can cut technician turnover.
01Research in Context
What this study did
Cymbal et al. (2022) pulled BHCOE® survey data from dozens of ABA agencies. They asked: what predicts when Behavior Technicians quit?
They ran regression models with wages, staff satisfaction, and caregiver satisfaction as predictors. They also checked if supervisor turnover and tech turnover move together.
What they found
Lower wages linked to higher tech turnover. Lower caregiver satisfaction also predicted more tech exits.
Surprise: staff satisfaction scores did not predict turnover. When supervisors left, techs usually followed.
How this fits with other research
Wine et al. (2020) warned the field that we barely measure why people leave. Cymbal’s team answered with hard numbers, showing money and caregiver happiness matter most.
Sulek et al. (2017) interviewed preschool staff who said constant turnover wrecks intervention fidelity. Cymbal adds the dollars-and-cents reason: low pay starts the turnover spiral.
Fyfe et al. (2007) found weak training and supervision break residential placements. Cymbal agrees that staffing stability is key, but spotlights wages and caregiver voices as the levers you can pull.
Why it matters
If you run an ABA clinic, raise BT wages first. Even a small bump may keep people longer. Track caregiver satisfaction each quarter; when it dips, expect resignations. Pair new techs with supervisors who are staying, because when the boss leaves, the team often follows.
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02At a glance
03Original abstract
Staff turnover can pose a significant problem for human service organizations. For Applied Behavior Analysis (ABA) service providers, turnover may be particularly problematic due to the resources required for training. Accreditation organizations such as the Behavioral Health Center for Excellence® (BHCOE®) collect large amounts of organizational data that can point to trends in ABA organizations and provide a basis for problem identification and intervention. In this study, we evaluated BHCOE® data to examine potential predictors of staff turnover and staff and caregiver satisfaction in ABA organizations. Results of multiple regression analyses suggest that high turnover rates among job classes (i.e., technicians and supervisors) correlate with each other’s turnover. Behavior Technicians are also more likely to turnover when wages are lower and caregiver satisfaction wanes. Staff satisfaction was not a significant turnover predictor but was generally predicted by caregiver satisfaction. These findings suggest that turnover and satisfaction are multi-faceted processes worthy of examination; we provide broad recommendations for improvement and avenues for further study.
Journal of Organizational Behavior Management, 2022 · doi:10.1080/01608061.2021.1910099