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7/18/2005 Factors Influencing Career Choices and Levels of Professional Satisfaction in SLP Kathleen Mickas Russo & Michael J. Flahive, Saint Xavier University | |
| Abstract: According to the Bureau of Labor Statistics, employment of speech-language pathologists (SLPs) is expected to grow faster than the average occupation (>36%) through the year 2010 (Bureau of Labor Statistics, n.d.). The present study was developed to identify factors that influence career decision making and levels of professional satisfaction within speech-language pathology (SLP) to provide a better understanding of why individual’s select SLP as a career, thus assisting in recruitment for the profession. The following questions were addressed:
Introduction: SLP is a dynamic and continuously developing profession (American Speech-Language-Hearing Association [ASHA], 2001). According to the “Scope of Practice in Speech-Language Pathology,” clinical service provision in SLP includes prevention, diagnosis, habilitation, and rehabilitation of communication, swallowing, or other upper aerodigestive disorders; elective modification of communication behaviors; and enhancement of communication (ASHA, 2001). By the year 2010, employment in SLP is expected to increase by 36% (Bureau of Labor Statistics, n.d.). SLP ranks 25th out of the 700 fastest growing professions, and 11th out of 68 health related occupations, according to an estimate by the U. S. Bureau of Labor Statistics for supply and demand of professions in the next decade (as cited in ASHA, 2003). To meet the demands of this growing profession, job openings will increase by 39%, creating more than 34,000 new jobs, with job openings due to growth and net replacements totaling 57,000 by the year 2010. There are a number of variables contributing to this rapid growth and subsequent need for employment in the field. Advances in medicine and technology, which have improved survival rates of premature infants, trauma, and stroke victims, as well as an aging and growing population, are contributing to an increased number of individuals requiring speech, language, or hearing services (Bureau of Labor Statistics, n.d.). There are simply not enough individuals to fill these positions as the profession rapidly expands. The most commonly cited barrier for filling these positions is a shortage of qualified applicants, which in turn leads to larger caseload sizes and less opportunity for networking and collaboration (ASHA, 2003; Speech-Language Pathology, n.d). Limited research is available examining career selection in the field of SLP. Nordholm and Westbrook (1981) found that guidance counselors and teachers were influential in choosing SLP, and the pursuit of a career in SLP appeared to have been made early. Nearly 46% of students completing their professional SLP training indicated they “always wanted to” become a speech-language pathologist. Lass et al. (1995) surveyed undergraduate and graduate students in communication disorders and found the most attractive reason for choosing SLP was the “opportunity to help others.” Other influential factors included personal contact with individuals with communication disorders, familial advice, and/or interaction with a student or professional. Job satisfaction in SLP is an important factor. Wisniewski and Shewan (1987) noted, “If members of a profession are satisfied, they likely will be productive, produce quality work, report being successful, remain in their profession, and encourage others to enter their profession.” High levels of satisfaction in SLP have been reported by many authors, with various factors impacting satisfaction levels. Factors include caseload size, job freedom, job security, co-worker relationships, gender, and number of years employed (ASHA, 1995; Blood et al., 2002; Lass et al., 1995; Pezzei and Oratio, 1991; Westbrook and Nordholm, 1981; Wisniewski and Shewan, 1987). Nonetheless, professional burnout can occur when members of a profession are exposed to intolerable levels of stress related to a professional setting, and can be characterized by incapacitating mental and physical symptomology. In 1982, Miller and Potter conducted a study to determine if professional burnout was occurring among SLPs and which variables accompanied the phenomenon. Statistically significant correlations were found relating degree of burnout to the effect of job status on personal life, job satisfaction, job effectiveness, and the lack of availability of management and support services. Based on the growing need for SLP professionals, it is important that individuals continue to enter the field and become licensed providers able to meet the demands of the future. This study may lead to a better understanding of factors which influence selection of SLP as a career and assist in recruitment for the profession. Method: Participants The study sample consisted of 300 subjects randomly selected from the 2003 directory of the Illinois Speech-Language-Hearing Association. Subjects were included who were SLPs residing and working in Illinois, and holding a Certificate of Clinical Competence in Speech-Language Pathology (CCC-SLP). Materials A survey was developed to investigate factors that influence choosing SLP as a profession, as well as professional levels of satisfaction. The survey consisted of three sections. In the first section, subjects were asked to provide demographic information (i.e., gender, race, age, geographic location, education) and information regarding their careers (i.e., number of years employed, number of positions held during career, current employment setting). In the second section, subjects rated their agreement to eight statements using a 5-point Likert-scale ranging from 1 (strongly disagree) to 5 (strongly agree). The eight statements pertained to factors which influenced the subject’s decision to become an SLP and were developed by the investigator or adapted from other sources (Brownwell, Smith, & McNellis, 1994-1995; Lass et al., 1992-1993; Nordholm & Westbrook, 1981). In the third section, subjects were asked to rate their agreement to two statements regarding satisfaction levels with their current employment and the profession of SLP using a similar Likert-scale. Additional space was provided for subjects to comment. Procedure Subjects were randomly selected using the 2003 directory of the Illinois Speech-Language-Hearing Association. Each subject was mailed a cover letter, survey and a postage free return envelope. A total of 300 surveys were distributed; a return date was not indicated. One hundred and sixty three surveys were returned (54% return rate) and analyzed. Results: One hundred and sixty three surveys were returned, and all returned surveys were analyzed. Incomplete surveys were included; however responses left blank were not included when analyzing that particular element. Results were compiled in four categories: demographic information, factors influencing career decision making, levels of professional satisfaction, and comments. Data were analyzed and reported utilizing descriptive statistics. Demographic Information   Factors Influencing Career Decision Making Subjects were asked to rate their agreement on a scale from 1 (strongly disagree) to 5 (strongly agree), with eight statements regarding factors that influenced their decision to become an SLP (Figure 1). The statements were as follows:
 Levels of Professional Satisfaction Subjects were asked to rate their agreement on a scale from 1 (strongly disagree) to 5 (strongly agree) with two statements regarding their satisfaction with their career choice (Figure 2.). The statements were as follows:
 Discussion: Demographic findings of this study were similar to the 2003 ASHA Demographic Profiles of ASHA Constituents (Highlights and Trends, n.d.) regarding primary employment settings, age, and race. This study revealed two factors to be highly influential in choosing a career—a desire to help others, and an interest in the profession. High levels of satisfaction, in current employment and with the profession, were also reported by the majority of respondents. Factors That Influence Career Decision Making Altruism (a desire to help others) was the factor most agreed upon as being influential in choosing a career in SLP (91%). This finding coincides with those of Lass et al. (1992-1993), who found that 21.5% of their respondents chose the profession based on a desire to be part of a helping profession. Lass et al. (1995) identified the most attractive aspect in choosing SLP or audiology to be the opportunity to help others. Similar results were found in Brownwell, Smith, and McNellis (1994-1995), in which altruism was identified as a factor influential in choosing special education as a career. An interest in the profession of SLP was the second most influential factor in choosing a career (78%). Similar results were found in Lass et al. (1992-1993), who found that one of the most frequent reasons for choosing SLP was an interest in communication and communication disorders (34.1%). Based on these findings and those of other studies, it can be concluded that when choosing a career, individuals are attracted to SLP because of a desire to help others and an interest in the field. When recruiting for or promoting the profession, it may be beneficial to highlight the helping nature of the profession and also the scope of practice. Professional Levels of Satisfaction Eighty-eight percent of respondents agreed with the statement, “I am satisfied with my current employment.” Private practice speech-language pathologists were found to be the most satisfied with their current employment, with an average response of 4.54 (on a 5-point Likert-scale with 5 being strongly agree). This coincides with findings by Wisniewski and Shewan (1987), who found that satisfaction rates reached 85% in private practice settings. High levels of satisfaction in private practice settings could be attributed to increased control over decision making, as compared to healthcare and/or educational settings where supervisors or department heads often dictate decisions impacting the individual SLP. Eighty-seven percent of respondents agreed with the statement, “I am satisfied with the field of SLP.” Speech-language pathologists who specified “other” as their primary employment were those most satisfied with SLP. The average response for this group was 4.64 (on a 5-point Likert-scale with 5 being strongly agree). One explanation could be that individuals identifying “other” as their primary employment may have branched out from typical SLP settings (healthcare, educational, private practice) and are now specializing in a particular area they enjoy most. A few examples of “other” settings, as specified by respondents include, differing specialty clinics and early intervention. Respondents shared comments regarding factors inhibiting satisfaction. Variables such as caseload size, salary, paperwork, and workplace demands were most highly cited. Even though there are factors that could potentially detract from one’s satisfaction, overall satisfaction rates remained high. This may that the reasons indicated for choosing the profession, specifically, a desire to help others and an interest in the field, outweighed negative components. While this study addressed satisfaction in current employment and in the field of SLP, more research is available examining career satisfaction. High levels of career satisfaction were found in Westbrook and Nordholm (1981), Wisniewski and Shewan (1987), Pezzei and Oratio (1991), and Blood et al. (2002). Based on the results of this study, as well as previous studies, it appears that SLPs are generally quite satisfied with their current employment, the field, and SLP as a career. Implications This study has identified specific factors which are influential in choosing SLP as a profession. These factors should be highlighted when recruiting individuals for the profession. Levels of satisfaction per employment setting were also attained, and can be used to improve conditions of different settings to attract future employees. Future Research Directions Further research is indicated, specifically addressing factors that influence selection of the field and variables that impact satisfaction. Numerous comments were made pertaining to both areas, and a study allowing subjects more freedom of response would likely gather more detailed information. A similar study including male respondents would be beneficial. Generational information comparing different groups and values should also be considered. References: American Speech-Language-Hearing Association. (1995). 1995 Omnibus Survey. Rockville, MD: American Speech-Language-Hearing Association. American Speech-Language-Hearing Association. (2001). Scope of practice in speech-language pathology. Rockville, MD: Author. American Speech-Language-Hearing Association. (2003, October). Supply and demand for speech-language pathologists resource list. Retrieved March 30, 2004, from www.asha.org/NR/rdonlyres/9D2ECE6A-AC53-4968-A973-0AF558CC4D74/0/WorkforceUpdateSLP.pdf Blood, G., Ridenour, J., Thomas, E., Qualls, C., & Hammer, C. (2002). Predicting job satisfaction among speech-language pathologists working in public schools. Language, Speech, and Hearing Services in Schools, 33, 282-290. Brownwell, M., Smith, S., & McNellis, J. (1994-1995). Career decisions in special education: current and former teachers’ personal views. Exceptionality, 5(2), 83-102. Bureau of Labor Statistics, U.S. Department of Labor. (n.d.). Occupational Outlook Handbook, 2002-2003 Edition, Speech-Language Pathologists and Audiologists. Retrieved July 21, 2003, from www.bls.gov/oco/ocos085.htm Highlights and Trends: ASHA Counts for 2003. (n.d.) Retrieved March 29, 2004, from www.asha.org/members/research/reports/member-counts.htm Lass, N., Middleton, G., Pannbacker, M., & Marks, C. (1992-1993). A survey of speech-language pathologists’ career development and satisfaction. National Student Speech Language Hearing Association Journal, 20, 99-104. Lass, N., Ruscello, D., Pannbacker, M., Middleton, G., Schmitt, J., & Scheuerle, J. (1995). Career selection and satisfaction in the professions. ASHA 37(4), 48-51. Miller, M., & Potter, R. (1982). Professional burnout among speech-language pathologists. ASHA, 24(3), 177-181. Nordholm, L. & Westbrook, M. (1981). Career selection, satisfaction and aspirations among female students in five health professions. Australian Psychologist, 16, 63-76. Pezzei, C., & Oratio, A. (1991). A multivariate analysis of the job satisfaction of public school speech-language pathologists. Language, Speech, and Hearing Services in Schools, 22, 139-146. Sheehan, J., Hadley, R., & Lechleidner, L. (1964). Career satisfaction and recruitment in speech pathology and audiology. ASHA, 6(8), 277-283. Speech-Language Pathology Health Care Survey. (n.d.). Retrieved August 18, 2003, from professional.asha.org/community/slp/work.cfm Westbrook, M., & Nordholm, L. (1981). Career development of speech pathologists: Stage three of a longitudinal study. Australian Journal of Human Communication Disorders, 9, 4-16. Wisniewski, A., & Shewan, C. (1987). There is joy in Mudville: Career satisfaction. ASHA, 29(1), 30-31. | |