Predictors of Burnout, Job Satisfaction, and Turnover in Behavior Technicians Working with Individuals with Autism Spectrum Disorder

Novack, Marlena N.; Dixon, Dennis R.

doi:10.1007/s40489-019-00171-0

Cited by 27 publications

(11 citation statements)

References 28 publications

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“…Several factors at the employee as well as organizational levels were classified as predictors of burnout, career satisfaction, and intention to turnover in behavior technicians and showed an increased negative implicit attitude towards patients with ASD and higher levels of burnout. In this study, a frequent turnover of behavior professionals working with those affected by ASD was also showcased to potentially negatively impact organizations, staff, and patients [ 38 ]. Another study conducted in northern Saudi Arabia among young adults showcased the prevalence of high EE in 64.1%, high DP in 57.6%, and low PA in 32.8% [ 39 ].…”

Section: Introductionmentioning

confidence: 99%

Burnout, Depression, and Anxiety Levels among Healthcare Workers Serving Children with Autism Spectrum Disorder

Alenezi

Almadani

Tuwariqi

et al. 2022

Behavioral Sciences

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Burnout in healthcare workers (HCWs) is defined as a state of emotional, physical, and mental exhaustion that results from unmanaged, excessive, and long-term workplace stressors. This study aims to assess the prevalence of burnout and the levels of anxiety and depression among HCWs who primarily work with children who have autism spectrum disorder (ASD). A quantitative cross-sectional survey was conducted utilizing the Arabic version of the Maslach Burnout Inventory (MBI), Areas of Worklife Survey (AWS), Patient Health Questionnaire for Generalized Anxiety Disorder (GAD-7), and Patient Health Questionnaire for Depression (PHQ-9). Among the 381 participants working in autism centers, the majority were young Saudi females (326) working full-time as specialists in the private sector with less than five years of experience. The HCWs’ overall mean scores on the three Maslach Burnout Inventory (MBI) subscales: emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA) were 62%, 23.7%, and 76.5%, respectively. A total of 51.4% of HCWs reported moderate to high anxiety levels on GAD-7, and 47.8% showed moderate to very high levels of depression on PHQ-9. The mean perceived EE converged significantly but negatively on their overall mean perceived satisfaction with AWS (p-value < 0.001), demonstrating that greater emotional fatigue predicts less satisfaction with their work. The PA scores correlated significantly and positively with their overall mean satisfaction with their AWS score (p-value < 0.001). Considering sociodemographic variables, HCWs aged between 20–29 years have significantly lower mean PA scores than HCWs aged thirty and older (p = 0.007). Also, male HCWs perceived significantly higher work-related DP than females. More research is required to determine the nature of variables that contribute to burnout, depression, and anxiety in HCWs helping children with ASD.

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Section: Introductionmentioning

confidence: 99%

Burnout, Depression, and Anxiety Levels among Healthcare Workers Serving Children with Autism Spectrum Disorder

Alenezi

Almadani

Tuwariqi

et al. 2022

Behavioral Sciences

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“…Based on a review of surveys conducted specifically with behavior technicians (i.e., direct-care providers), Novack and Dixon (2019) reported similar findings to those described by Plantiveau et al (2018) and Dounavi et al (2019). Novack and Dixon found four studies that provided reports of burnout from a total of 255 schooland home-based behavior technicians in the United States, the United Kingdom, and Ireland.…”

Section: Burnout In Behavior Analysismentioning

confidence: 67%

Impact of COVID-19 on the Applied Behavior Analysis Workforce: Comparison across Remote and Nonremote Workers

Jimenez‐Gomez

Sawhney

Albert

2021

Behav Analysis Practice

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With the abrupt transition to observing physical distancing as a result of COVID-19, applied behavior analysts were faced with the sudden need to modify their service delivery model, while at the same time managing personal difficulties brought about by the pandemic. The present article provides a description of the impact of COVID-19 on the behavior analyst workforce currently providing clinical services in the United States. We conducted a survey to assess work conditions, burnout, and productivity of behavior analysts at various certification levels. These data provide a snapshot of the impact of COVID-19 on the workforce. Overall, one third of the participants reported experiencing job insecurity, and almost half of participants reported decreased productivity and increased burnout, with remote workers more severely affected. Taken together, these factors could compromise the ability of behavior analysts to adequately provide services to their clients. We provide recommendations for behavioral health agencies for supporting staff during extreme situations such as a pandemic.

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“…The extant literature on direct care workers within the context of autism and intellectual and developmental disabilities points to several potential determinants of staff burnout (Kozak et al, 2013) and turnover including employee, organisational and service‐recipient factors. Employee factors related to burnout or turnover include limited coping strategies and psychological capital (i.e., self‐efficacy, optimism, hope and resiliency; Manzano‐García & Ayala, 2017; Novack & Dixon, 2019), attitudes (Novack & Dixon, 2019) and personality (Hurt et al, 2013; Novack & Dixon, 2019). Interestingly, provider demographic factors such as age, education and level of experience were not significantly associated with burnout or turnover (Novack & Dixon, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Employee factors related to burnout or turnover include limited coping strategies and psychological capital (i.e., self‐efficacy, optimism, hope and resiliency; Manzano‐García & Ayala, 2017; Novack & Dixon, 2019), attitudes (Novack & Dixon, 2019) and personality (Hurt et al, 2013; Novack & Dixon, 2019). Interestingly, provider demographic factors such as age, education and level of experience were not significantly associated with burnout or turnover (Novack & Dixon, 2019). Organisational factors such as work hours and demands, as well as satisfaction with the job, pay, training and supervision (Kazemi et al, 2015; Novack & Dixon, 2019), and organisational support in general (Mutkins et al, 2011) were associated with burnout or turnover.…”

Section: Discussionmentioning

confidence: 99%

“…Interestingly, provider demographic factors such as age, education and level of experience were not significantly associated with burnout or turnover (Novack & Dixon, 2019). Organisational factors such as work hours and demands, as well as satisfaction with the job, pay, training and supervision (Kazemi et al, 2015; Novack & Dixon, 2019), and organisational support in general (Mutkins et al, 2011) were associated with burnout or turnover.…”

Section: Discussionmentioning

confidence: 99%

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Key stakeholder perspectives on obstacles to an autism‐specific Medicaid waiver service delivery model

Holingue

Jang

Azad

et al. 2021

Research Intellect Disabil

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Background Children and youth with autism spectrum disorder have significant, multi‐system needs that require supports, such as the autism waiver (AW) service delivery model. This study aimed to identify and describe characteristics of the AW, define obstacles and strengths in the provision of adequate services and provide recommendations for improving overall effectiveness. Methods This mixed‐methods exploratory study used an electronic survey to gain information and perceptions of AW provider agency directors (n = 27) and service coordinators (n = 30). Results The key barriers reported were the shortage of qualified staff, inadequate staff training, complexity of cases or symptom severity of clients and lack of communication at multiple levels throughout the agency as well as with parents. Conclusions Recommendations include reinforcing the workforce through higher salaries, greater training and communication interventions. These strategies may reduce staff turnover and shortage, lighten the caseload, reduce the waitlist period and improve the effectiveness and responsiveness of AW services.

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Predictors of Burnout, Job Satisfaction, and Turnover in Behavior Technicians Working with Individuals with Autism Spectrum Disorder

Cited by 27 publications

References 28 publications

Burnout, Depression, and Anxiety Levels among Healthcare Workers Serving Children with Autism Spectrum Disorder

Burnout, Depression, and Anxiety Levels among Healthcare Workers Serving Children with Autism Spectrum Disorder

Impact of COVID-19 on the Applied Behavior Analysis Workforce: Comparison across Remote and Nonremote Workers

Key stakeholder perspectives on obstacles to an autism‐specific Medicaid waiver service delivery model

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