| Sumario: | A study examined voluntary turnover rates among Texas line probation officers and all direct-care probation staff. Data were obtained from 120 probation departments across Texas on 24 organization-related items and eight individual demographic and work experience items and analyzed using three analytical methods: descriptive analysis, hierarchical multiple regression, and structural equation modeling analysis. Findings revealed that although affective commitment has the strongest direct effect on turnover intention, such aspects as compensation satisfaction and pay satisfaction are responsible to a greater extent in decreasing high levels of turnover intention and in turn voluntary turnover. Findings suggested that pay satisfaction is the leading cause of high turnover intention in Texas probation, closely followed by affective commitment. Findings are discussed in detail.
|
|---|