Don't worry, I'm not going anywhere. :)
This post is about peer support providers' likelihood of leaving their jobs.
If you are new to this blog, please read this post about preliminary results before continuing. Thank you!
Workers' intent to leave, or "turnover intention" is of interest to many stakeholders in this research. Since it is often linked with job satisfaction, peer support providers, when considering their prospects, may be interested to know how many other peer providers plan to stay with their jobs. Organizations are certainly interested in their workers' intent to leave. Unexpected employee turnover can be resource-intensive so organizations are usually motivated to reduce it as much as possible.
Survey respondents were asked four questions related to intent to leave their jobs, and these are described below.
(Click "Read More" to expand the content.)
I'm thrilled to report that the first set of final results from the Peer Provider Stress Survey will be presented at the 23rd Annual Conference of the Society for Social Work and Research in San Francisco!
The upcoming presentation is based on a scientific paper in progress and will last about 20 minutes. During this time I will first describe job burnout experiences in the group of peer support providers who participated in the survey. Then I will discuss whether the measure of job burnout used in the study should be modified or kept as-is for future use with peer support providers.
The conference proposal went through a very competitive scientific review process. Most proposals are not related to peer support, and there are relatively few researchers who are C/S/X-identified. So this is a collective win for peer supporters and allies. There are several other projects in progress based on the Peer Provider Stress Survey. I will keep presenting on burnout and other projects as resources are available to do so.
Thanks for your support!
Hi, I'm Stephania! I investigate job-related stress in peer support providers, and write about my work here.