Older workers in the alcohol and other drug sector: Predictors of workforce retention

Abstract

Objective: Older workers are increasingly prevalent in health and human services, including the alcohol and other drug (AOD) sector. Their turnover intentions have important implications for service system stability and retention. Methods: Descriptive and regression analyses of survey data examined age-related differences (<50, ≥50 years old) in non-government workers' demographic, health and professional profiles and predictors of turnover intention. Results: Older workers (≥50 years, n = 86) comprised one-third of this workforce. Compared to younger workers (n = 164), they experienced greater discrimination but higher work-life balance and work engagement. Turnover intention was predicted by job satisfaction, discrimination and work engagement. Conclusion: Older workers' well-being and workforce retention are essential for effective leadership, succession planning and service continuity. Their needs and retention motivations are identified. Age-specific support mechanisms, proactive retention and anti-discrimination strategies are identified priorities. K E Y W O R D S discrimination, drug and alcohol workers, non-government alcohol and other drug sector, older workers, workforce development, workforce retention c Possible scores on the scale range from 1 (low) to 7 (high).

Intrinsic and Extrinsic Factors Associated with Succession Planning and Management (SP&M) Process: A PRISMA Systematic Review

“…(Santora et al, 2019;Carter et al, 2019;Ghee et al, 2015). Social identity (Glover, 2014;Tietjen-Smith Hersman, & Block, 2020;Roche, et al, 2021;Sheridan et al, (Bazneshini et al, 2020;Mehrtak et al, 2014;Phillips, 2020;Maciel et al, 2015) Organizational culture (Arham et al, 2021;Al Suwaidi et al, 2020;Ahmad et al, 2020) Training and development (Arham et al,…”