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<p>Turnover of behavior technicians providing clinical services may be affected by factors such as burnout and pay satisfaction. Given that it is unclear how wage incentives impact turnover, this study employed a hypothetical adjusting-amount discounting framework to determine when behavior technicians may choose to leave their current position or “turnover.” Thirty-six participants completed the assessment, which presented progressively changing monetary values associated with hourly wage changes. Results indicated that hourly pay (<i>r</i>(34) = .40, <i>p</i> = .02), supervision (<i>t</i>(34) = 5, <i>p</i> &lt; .0001), depersonalization (<i>r</i>(34) =  − .40, <i>p</i> = .02), time spent working in the field (<i>r</i>(34) = .52, <i>p</i> = .001), and education (<i>r</i>(34) = .52, <i>p</i> = .001) were significantly correlated with turnover intent.</p>

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The Influence of Monetary Factors on the Stay/Leave Decisions of Behavior Technicians

  • 期刊论文

  • 发表日期：

    2025年7月15日

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  • Claudia C. Diaz-Salvat,
  • Craig Marrer,
  • Bradley R. Tiefenthaler,
  • Mark R. Dixon

摘要

Turnover of behavior technicians providing clinical services may be affected by factors such as burnout and pay satisfaction. Given that it is unclear how wage incentives impact turnover, this study employed a hypothetical adjusting-amount discounting framework to determine when behavior technicians may choose to leave their current position or “turnover.” Thirty-six participants completed the assessment, which presented progressively changing monetary values associated with hourly wage changes. Results indicated that hourly pay (r(34) = .40, p = .02), supervision (t(34) = 5, p < .0001), depersonalization (r(34) =  − .40, p = .02), time spent working in the field (r(34) = .52, p = .001), and education (r(34) = .52, p = .001) were significantly correlated with turnover intent.