| dc.description.abstract | This study was an attempt to add to the existing research base, as well as fill in a
gap in the literature with regard to speech language pathologists in public educational
organizations in Texas. Variables explored in this study were recruitment, retention,
career commitment, organizational commitment, job satisfaction, job overload, and
turnover intent.
The purpose of this study was to explore the relationship between recruitment,
retention, career commitment, organizational commitment, job satisfaction, job overload,
and the turnover intent of speech language pathologists in Texas. Additionally, this study
sought to identify those factors that most influence the recruitment and retention of
speech pathologists.
A random sample of 500 speech pathologists was identified for participation in
this study. Responses were elicited via Questionnaires, and consisted of eight sections:
(a) demographic information and (b) seven previously validated and reliable instruments related to the variables identified in this study. All instruments were deemed appropriate
for use in this study and were set to a six-point Likert scale.
The data revealed that job responsibility, pay level, size of caseload, needing a
job, and administrative support played a major role in the recruitment of speech
language pathologists. On the other hand, job satisfaction, caseload, and job security
were found to be the most influential in the retention of speech language pathologists.
Furthermore, recruitment, retention, and job overload were found to have a significant
positive relationship to turnover intent in speech pathologists, whereas career
commitment, organizational commitment, and job satisfaction were found to have a
significant negative relationship to turnover intent. | en |
