Defense Date
2025
Document Type
Thesis
Degree Name
Master of Science
Department
Psychology
First Advisor
Michael Southam-Gerow
Second Advisor
Shawn Jones
Third Advisor
Carla Nye
Abstract
The current behavioral health crisis is exacerbated by a crisis in the behavioral health workforce. Recruiting and retaining workers in behavioral health has become a challenge, making access to services for those needing them even more difficult. This study aimed to examine which factors have the strongest influence on an employee’s work engagement and decision to remain employed at their current organization. This study used Aarons et al.’s multilevel, multiphase implementation model (2011), with a focus on inner contextual factors as a means to help inform potential interventions to address the factors and improve retention. This study also applied the Me-We-Us framework identified by Jarden and Jarden (2016), as the model represents an alternative way to organize the variables associated with turnover and retention while offering simpler language to discuss the ideas with community partners. Participants from two community mental health agencies that serve the Southwestern region of Virginia (Agency 1:n=426; Agency 2: n=247) completed a survey that contained 107 questions compiled from seven individual measures with established and supportive psychometric data. Regression analyses to test models predicting (a) intent to stay and (b) work engagement were conducted in a stepwise manner with the following variables: Step 1 (Me variables):(a) Work meaning (WAMI); Step 2 (We variables): (b) Psychological safety, and (c) Job embeddedness (On-Job Fit, Link, Sacrifice), and Step 3 (Us variables): (d) Organizational culture (Role Clarity, Role Conflict, Job Importance, Job Autonomy, Job Challenge, Job Innovation, Workplace Justice, Workplace Support), and (e) Organizational culture. Analyses were conducted separately for the two agencies. As a result, a total of four regression models were tested. Results revealed that for the staying employed variable, the We variables contributed the most variance for both agencies. However, for the level of work engagement, the Me variables were most potent. Overall, Us variables contributed a significant, though lower, variance to all four models.
Rights
© The Author
Is Part Of
VCU University Archives
Is Part Of
VCU Theses and Dissertations
Date of Submission
12-3-2025