Abstract
Purpose. The purpose of this study was to determine the primary factors that affect group home employees' intent to voluntarily resign. The intent was to provide information that would aid group home administrators to reduce voluntary employee resignation. Theoretical framework. The literature revealed theories and constructs that attempt to unravel the nature and causes of voluntary employee resignation: Cognitive Dissonance Theory, Equity Theory, Discrepancy Theory, Expectancy Theory, Emotional Dissonance Theory, Exchange Theory, Social Exchange Theory, Social Comparison Theory, and Ease and Desirability of Movement. Prominent variables that emerged from these theories were employee satisfaction, commitment, and opportunity. This study applied these variables to group home employees. Methodology. A random sample of 315 group homes in Southern California was mailed a Likert-formatted survey. An employee from each participating group home completed the survey. Multiple and linear regression were used to test each research question/hypothesis (dependent variable: intent to leave/independent variables: satisfaction, commitment, opportunity) to find the line of best fit, to predict the Y-based on the X, and to determine to what degree the variables added to the ability to predict. Each regression model used the same number of control variables (burnout, motivation, work environment, job as a stepping stone, agree with group home mission, sufficient group home funding) for each analysis. Findings. The effect group home employees' job satisfaction and commitment had on their intent to resign were statistically significant at the .05 level. The interaction effects of these two variables on group home employees' intent to resign were also statistically significant at the .05 level. The opportunity variable was not statistically significant in explaining the voluntary resignation of group home employees. Conclusions and recommendations. Satisfaction and commitment results indicated that other unidentified variables also affect variation in an employee's intent to leave. Recommendations include: (1) A similar study that incorporates other variables along with satisfaction, commitment, and opportunity would be beneficial (i.e., recognition, morale, etc); (2) Group home administrators must conduct research that accurately defines job satisfaction, commitment, and opportunity; (3) A study that analyzes group home employees after they resign would be beneficial.