Staff Turnover in Assertive Community Treatment (Act) Teams: The Role of Team Climate
Staff turnover in Assertive Community Treatment (ACT) teams can result in interrupted services and diminished support for clients. This paper examines the effect of team climate, defined as team members’ shared perceptions of their work environment, on turnover and individual outcomes that mediate the climate-turnover relationship. We focus on two climate dimensions: safety and quality climate and constructive conflict climate. Using survey data collected from 26 ACT teams, our analyses highlight the importance of safety and quality climate in reducing turnover, and job satisfaction as the main mediator linking team climate to turnover. The findings offer practical implications for team management.
KeywordsAssertive community treatment Staff turnover Team climate Job satisfaction Burnout
This study was funded by the National Science Foundation (Grant Number SES 0719257).
Compliance with Ethical Standards
Conflict of interest
Xi Zhu and Douglas R. Wholey received the above-mentioned research grant from the National Science Foundation that supported the data collection for this study. The authors declare that they have no conflict of interest.
All procedures performed in studies involving human participants were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards. The study procedures were approved by the University of Minnesota’s Institutional Review Board. This article does not contain any studies with animals performed by any of the authors.
Informed consent was obtained from all individual participants included in the study. The paper has not been presented at a meeting, and is not under consideration in any other peer-reviewed journals for publication.
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