Predictors of Burnout, Job Satisfaction, and Turnover in Behavior Technicians Working with Individuals with Autism Spectrum Disorder
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Read the following article and pass a 6-question quiz on it:
Novack, M. N., & Dixon, D. R. (2019). Predictors of burnout, job satisfaction, and turnover in behavior technicians working with individuals with autism spectrum disorder. Review Journal of Autism and Developmental Disorders, 6, 413-421.
Description
To earn credit, you will be required to read the article and pass a 6-question quiz about it. You can retake the quiz as many times as needed, but you will not receive exactly the same questions each time.
Abstract
Frequent turnover of behavior technicians working with individuals with autism spectrum disorder (ASD) may have negative impacts on organizations, staff, and patients. The current paper set out to conduct a systematic review of predictors of staff retention in behavior technicians. Two databases were searched to identify studies relating to retention, turnover, burnout, and job satisfaction across samples of behavior technicians working with individuals with ASD. Of the 33 articles identified, 5 studies met inclusion criteria. A number of employee and organizational factors were identified as predictors of burnout, job satisfaction, and intention to turnover in behavior technicians. These findings are informative for hiring practices, ongoing supervision, and support of behavior technicians working with individuals with ASD.
Read the article below or download it directly. The module also includes a 6-question quiz about this article that you must pass to earn credit.
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Important for anyone working with employees that work with children with ASD.
As a company owner, I found this to be helpful…some of it was a validation of the trends we have seen, other information was eye-opening and will be considered more carefully during hiring, training, and asking questions during exit interviews. I look forward to more thorough research going forward.
Helpful, but I wish there was a version for inspiring paras who don’t actually need the rbt credential in the school setting to work the way insurance funded aba people do. A higher pay rate and the support of a supervisor does not seem to be enough motivation.
Helpful information. I ordered it for requirements but found it valuable and relatable to my current staff.
Excellent article, excellent choice.