Thesis (M. Ed.)--University of Hong Kong, 1997. / Includes bibliographical references.

Thesis (M.Ed.)--University of Hong Kong, 1997. / Includes bibliographical references. Also available in print.

Thesis (Ed. D.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 115-122). Also available via the Internet.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1964. / Typescript. Vita. Description based on print version record. Includes bibliographical references (leaves 174-181).

Thesis (Ph. D.)--Illinois State University, 1983. / Title from title page screen, viewed May 9, 2005. Dissertation Committee: John McCarthy (chair), Ronald Halinski, Edward Hines, Vivian Jackson, Neal Gamsky. Includes bibliographical references (leaves 118-123) and abstract. Also available in print.

Counselors can work at a variety of locations (Vacc & Loesch, 2000). Yet very little is known about each setting (King, 2007) and what type of counselors would have an optimum fit. Burnout is a pervasive issue in counseling (Lawson, 2007) and providing good-fit information could lessen turnover and burnout from the counseling field. The primary purpose of this study included investigating the differences between job satisfaction and value priorities of counselors in private practice and agency settings. The overarching theoretical framework included Frank Parsons‘ counselors, with seventy-two agency counselors and sixty-three private practitioners. Counselors completed two assessments and a survey in a descriptive correlational design. Two methods of group and e-mail administration produced a 98.7 % and 33% response rates, respectively. The data collection instruments included: The Schwartz Value Survey (SVS; Schwartz, 1992), the abridged Job Descriptive Index (aJDI; Stanton et al., 2002), the abridged Job In General Scale (aJIG; Russell et al., 2004), and the Counselor History Questionnaire (Cunningham, 2009). The statistical procedures used to analyze the data included two one-way MANOVAs and four standard multiple regressions. Post- hoc analysis included ANOVA for five subscales on the aJDI measure. The three research questions included; (a) Are there any differences between job satisfaction between counselors in private practice and agency settings? (b) Are there any iv differences between value priorities of self-transcendence and self-enhancement between counselors in private practice and agency settings?, and (c) Are there any relationships among the variables of job satisfaction and value priorities of counselors in private practice and agency setting? The first research question was supported, with private practitioners reporting statistically significant higher levels of job satisfaction on two measures, with 12.9 % of the variance explained by the model. Furthermore, the results of the post-hoc included private practitioners reporting statistically significant higher ratings on the aJDI subscales of Work and Income, and Agency counselors reporting higher scores on the Supervision subscale. The second and third research questions were not supported; as there were no differences in value priorities of counselors in private practice and agency. Furthermore, no predictive relationships existed among the variables of work location, value priorities, and job satisfaction. The data suggested that private practitioners experienced a higher level of job satisfaction than their counterparts in agency settings. Furthermore, the non-significant results of value priorities suggested that counselors, as a whole, possess similar value priorities which are not altered by different work settings. Implications for counselors and counselor educators were presented, along with areas of future research.

Licensed substance abuse programs in the Commonwealth of Virginia are reporting turnover rates for counselors of up to 60%. Studies have indicated that low job satisfaction can be a cause for turnover in the human services professions. The entire population of substance abuse counselors certified by the Commonwealth of Virginia was surveyed by mail, using a Modified Minnesota satisfaction Questionnaire and an Individual Information Form. Of the 496 possible responses, 365 were returned for a return rate of 73.7%. The study was conducted to answer three research questions concerning the job satisfaction of these counselors and to provide insight into the possible causes of the high turnover rates. The answers to these questions sought to describe and examine the level of job satisfaction, the sources of job satisfaction and the relationship between job satisfaction and clinical supervisor and clinical supervision variables for this population. The results of the study indicate that these counselors are very satisfied with their jobs. The sources of the greatest influence on job satisfaction are represented by the scales Social service, Moral values and Creativity. The scales Advancement, Policy and practices and Compensation were the least influential on job satisfaction. A model of ten Clinical supervisor and Clinical supervision variables was regressed on job satisfaction. Four variables, Hours of supervision per week, Length of time clinical supervisor has been a clinical supervisor, Degree status of the clinical supervisor and Clinical supervisor is also the administrative supervisor were found to explain a significant amount of the variance in job satisfaction. Although these counselors indicated that they were very satisfied with their jobs, in the next five years 58.44% plan to leave their jobs, which includes 17.75% who plan to leave the substance abuse field entirely. / Ph. D.

Text in English / Staff turnover affects employees, employers and their clients. When counsellors leave a particular employment context, relationships have to be modified or terminated, and in some instances, clients have to start counselling afresh. This study focused on testing whether self-esteem and burnout can be predictors of voluntary turnover. Relating the three variables of self-esteem, employee burnout, and employee turnover intentions among counsellors reveals a dearth in literature and research. This study utilised qualitative and quantitative data. A sample of 200 counsellors received questionnaires to collect quantitative data and 162 questionnaires were analysed. The Intentions-To-Stay Questionnaire by Roodt (2004) measured turnover intention, the Maslach Burnout Inventory (Maslach & Jackson, 1981) measured Burnout and the Rosenberg Self-esteem scale (Rosenberg, 1965) measured self-esteem. Qualitative data collection utilised the focus group interview. 23 participants for one group interview were selected using Convenience sampling. Significant relationship was found between self-esteem and age, gender, marital status, duration of work, academic qualification and job status. Results indicated that the emotional exhaustion subscale has statistically significant relationships with age, academic qualification, marital status and employment status. The depersonalization subscale indicated a statistically significant relationship with age, gender, marital status and employment status. The personal accomplishment subscale indicated statistically significant relationship with gender, academic qualification, marital status, duration of employment and employment status. A statistically significant relationship was found between turnover intention and age, marital status, highest academic qualification of participant and employment status. Further, a statistically significant relationship was found between turnover intention and burnout but not between turnover intention and self-esteem. This analysis confirmed burnout as a predictor variable and self-esteem as not. Study findings revealed three categories of reasons influencing turnover among counsellors; namely diversification reasons, growth and development reasons, and remunerative reasons. Counsellor narratives of burnout revealed three major themes namely: exhaustion, work settings, characteristics, and sources of stress. Workplace and institutional interventions were categorized into two namely developmental and normative. An integrated model of clinical supervision for responding to burnout and turnover intention was presented as part of the discussion. / Psychology / D.Phil. (Psychology)