Stress and Turnover Among Extension Directors

Concern by the ES-USDA about the number of Extension directors or administrators leaving their positions prompted this research to identify factors that might reduce turnover. Specifically, this study was designed to assess: (1) current levels of stress, strain, and burnout of current directors; (2) current job satisfaction; and (3) intent to leave.

The population for this study was 77 current state directors of the Cooperative Extension Service, including both 1862 and 1890 institutions. Due to the small number of individuals in the population, every administrator received a mail questionnaire. A total of 70 (90.9%) were returned. I found no significant differences existed between respondents and nonrespondents.

Five sections were used to gather data related to the variables of burnout, occupational stress, personal strain, personal coping, job satisfaction, and intent to leave. Each of these instruments had been previously used with administrators and found both reliable and valid (Cron-bach's alpha range: .71 to .94).

Ten directors/administrators were purposefully selected and asked to respond to a series of open-ended questions. The questions covered: educational background and preparation for the job; educational requirements necessary for the position; job expectations; rewards and frustrations; satisfaction with co- workers, job, supervisors, CES, and salary; and advice for future directors. Audiotapes were made of the interviews to ensure accuracy of reporting.

The majority of the directors were male (91.4%), about 53 years of age, and had been in their current positions for less than seven years. Most of the directors (89.8%) had a doctorate degree and their educational training in the area of agriculture. Most indicated they relied on their on-the-job experience as an assistant or associate director to prepare them for the job of director. Directors perceived they had insufficient educational preparation in the areas of administration management, computer technology, business and finance, and personnel management. Therefore, opportunities to improve these skills should be made available.

While the overall level of burnout was low to moderate, the highest area of burnout (20%) was in the area of personal accomplishment. These directors didn't feel good about their levels of accomplishment.

Stress was present on the job, but most directors felt they handled stress well. Role overload and role responsibility had the largest percentage of directors indicating high stress levels (65.2% and 60.3%, respectively). The majority had some method for coping with their stress before it became strain. The most common coping mechanisms were social support from friends and family, "escapism" (getting away from the job when necessary), or confronting stressful situations head on and solving the problems before they got worse.

Most directors were satisfied with the work, co-workers, supervision, promotion opportunities, and pay. The directors were most satisfied with the work, co-workers, and supervision. Satisfaction with promotion and pay were areas of less satisfaction. This may be accounted for by fewer promotion opportunities as one approaches the top of an organization.

The directors were generally very satisfied with the Cooperative Extension Service in their state. The major area of dissatisfaction was with the leadership at the federal level. Interview results suggested the current federal leadership is making progress, but there's still room for improvement. The federal leadership should clarify the relationship between itself and the states.

The directors didn't indicate high intentions to leave their current positions. However, five directors did score in the two highest categories of intent to leave. Due to the small total number of directors, the turnover of five directors could have a major impact.

No significant differences in scores on the study variables were found among groups based on their age, sex, marital status, number of children, tenure as director, degree area, institution type (1862 vs 1890), or highest degree earned. The one exception was that directors with doctorates were more satisfied with their pay than those with master's degrees.

Levels of burnout, stress, strain, and use of coping methods were related. Higher levels of burnout were associated with higher stress and strain levels and lower personal accomplishment. Use of coping methods was also lower among those individuals with higher levels of burnout, stress, and strain.