Across organizational types, staff turnover increases costs and limits optimal organizational functioning. For example, turnover negatively impacts staff morale, short and long-term productivity, and organizational effectiveness (Gray, Phillips, & Normand, 1996; Jayaratne & Chess, 1984; Mowday: Porter, & Steers. 1982). Turnover can be a particularly serious problem in mental health and human service agencies (Howard & Gould.2000) where annual rates often exceed 25% (Gallon, Gabriel, & Knudsen, 2003) and can exceed 50% (Glisson, Dukes, & Green, in press; Glisson & James, 2002).