Abstract：
Previous research has focused on factors influencing turnover of employees in the mental health workforce, yet little research has explored reasons why employees stay. To facilitate retaining a diverse mental health workforce, the current study aimed to elucidate factors that contributed to employees\' tenure at a community mental health center (CHMC) as well as compare these perceptions between Black and White employees. Long-term employees (7 years or more) from one urban CMHC (n = 22) completed semi-structured stayer interviews. Using emergent thematic analysis, stayer interviews revealed four major themes for why they have stayed at the organization for 7 years or more: (1) work as a calling, (2) supportive relationships, (3) opportunities for growth or meaningful contribution, and (4) organization mission\'s alignment with personal attributes or values. Comparison between Black and White stayer narratives revealed differences in their perceptions with work as a calling and opportunities for growth and meaningful contribution. Guided by themes derived from stayer interviews, the current study discusses theoretical (e.g., job embeddedness theory, theory of racialized organizations, self-determination theory) and practical implications (e.g., supporting job autonomy, Black voices in leadership) in an effort to improve employee retention and address structural racism within a mental health organization.
摘要：
以前的研究集中在影响心理健康员工离职的因素上，然而，很少有研究探索员工留下来的原因。为了促进保留多样化的心理健康劳动力，本研究旨在阐明影响员工在社区心理健康中心（CHMC）任职的因素，并比较黑人和白人员工的这些看法。来自一个城市CMHC（n=22）的长期员工（7年或以上）完成了半结构化住宿者访谈。使用紧急主题分析，留任者的采访揭示了他们为什么在该组织呆了7年或更长时间的四个主要主题:(1)作为一种使命，（2）支持关系，（3）增长或有意义的贡献的机会，(4)组织使命与个人属性或价值观的一致性。黑白住宿者叙事之间的比较揭示了他们对工作的看法上的差异，这些工作是对成长和有意义的贡献的呼唤和机会。以住宿者采访的主题为指导，当前的研究讨论了理论(例如，工作嵌入理论，种族化组织理论，自决理论)和实际意义(例如，支持工作自主权，领导层中的黑人声音），以改善员工的保留率并解决心理健康组织内的结构性种族主义。
